An image of Rosie Jenkins, highlighting the topic of LGBTQIA+ inclusion in the workplace.

Promoting LGBTQIA+ Inclusion in the Workplace

Rosie Jenkins explores how leaders can promote inclusivity in the workplace

June, Pride Month, a time for companies to demonstrate the efforts that they make year-round! While rainbow-themed marketing and logo changes are visible signs of support, they are insufficient on their own.

We’re proud to work alongside companies that are making a real impact, demonstrating their commitment to the LGBTQIA+ community.

So what measures are in place and how can businesses foster an inclusive working environment? Read Rosie’s article below to find out…

How are your employees rights protected?

Legal Framework and Current Challenges

The Equality Act 2010 prohibits discrimination based on gender or sexual orientation. Despite this, a Stonewall charity study revealed that over a third of LGBTQIA+ employees conceal their sexual orientation at work due to fear of negativity and scrutiny. It’s clear that there is a necessity for companies to actively demonstrate their commitment to diversity and inclusion, to create a safe and supportive working environment.

Do you have robust policies?

Developing a Diversity and Inclusion Policy

One effective measure is the creation of a comprehensive diversity and inclusion policy. This policy should detail the company’s strategies to challenge stereotypes and promote equal opportunities for LGBTQIA+ and other minority workers. Setting specific targets, such as aiming for a certain percentage of LGBTQIA+ employees, can help in achieving this goal. By revising recruitment and selection processes, companies can create a more inclusive environment that attracts diverse talent.

Do you have an inclusive Culture?

Addressing Workplace Culture and Behaviour

Companies are legally obligated to protect the health and wellbeing of their employees, which includes addressing workplace culture issues that may lead to bullying or harassment. Organisations can be held vicariously liable for such incidents, even if unaware of them, potentially leading to significant compensation claims. Therefore, it is crucial to maintain a zero-tolerance approach to misconduct and thoroughly investigate any accusations of harassment or discrimination.

Do you equip your workforce with the right skills?

Training and Awareness

Regular and compulsory equality and diversity training for all employees (especially management) is essential. This training can be part of the induction process or conducted at regular intervals. It ensures that all managers are equipped to meet the needs of every staff member. Additionally, implementing open forums allows employees to voice their concerns and suggestions, ensuring that their feedback is addressed at a senior level.


Are you promoting LGBTQIA+ Inclusion in the Workplace?

Promoting an inclusive workplace for LGBTQIA+ employees requires more than symbolic gestures. It demands concrete actions, comprehensive policies, and a proactive approach to training and employee engagement. By doing so, companies can ensure a supportive environment where all employees feel valued and secure.

We’ve got a network of incredible experts who can help you to build an inclusive work environment, reach out to Rosie Jenkins to find out how are network can support your business.