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LGBT Networks

Hi All, 

I have been asked to assist one of our Managers in setting up an LGBT+ network for our UK&I contracted staff, I would be really interested to hear from people who have them in the workplace already (benefits, activities value adding?) but also from those who dont have one. 

The first activity has been to arrange the business to have a float at Brighton pride.... but thats all thats on the drawing board at the moment. The Manager isnt entirely sure what he want's to achieve other than inclusivity so I want to make sure that we have some substance to any activity. 

Thanks in advance and I hope everyone is enjoying the long weekend

1831 views
  • Hi Benjamin

    Think you are walking on eggshells here - and in a way so am I in trying to respond.

    It's one thing evenhandedly to promote diversity and another thing entirely to treat particular groups of staff more favourably than others. It can of course get a bit debatable which of these applies in particular circumstances, but, in these ones, maybe there's a danger of the latter being the case, which is clearly not 'a good thing' for a responsible employer to be doing.

    I'd tend towards asking such as ' why should we be actively supporting LGBT groups in particular? - what about other groups under-represented in our workforce, such as disabled people or ethnic minories or older people for example?

    Thus, if a group of LGBT employees want *themselves* to organise eg a 'Bloggs Ltd LBGT Employee Association Carnival float, that's up to them. The employer might agree to sponsor it, maybe including a sign on the float such as ' sponsored by Bloggs Ltd. as part of our drive to become an equal-opportunity employer'

    But personally I wouldn't want to advise going at all further than that.
  • Steve Bridger

    | 0 Posts

    Community Manager

    30 May, 2017 10:03

    In reply to David:

    David said:

    "...if a group of LGBT employees want *themselves* to organise eg a 'Bloggs Ltd LBGT Employee Association Carnival float, that's up to them. The employer might agree to sponsor it, maybe including a sign on the float such as ' sponsored by Bloggs Ltd. as part of our drive to become an equal-opportunity employer'..."

    David, I agree that this approach seems more likely to have lasting impact, rather than anything 'top down'.

    But I'd welcome the thoughts of others.

  • I'd invite ideas from LGBT+ members of staff, ask them what they want.
    There's no point in you running say a networking event if no one is going to come.

    I worked in an organisation who did a lot for Pride month - had a float in the parade, fund raised for Stonewall through baking competition and had a inspirational talk from a LGBT+ Senior member of staff as well as many other things. There was also training/talks on how to be a supportive ally. The whole month was inclusive and very engaging. This was a very large organisation who did similar events for underrepresented groups like the ones David mentioned.