Underpinning every aspect is making sure
that everyone is included in the conversation and that there is congruency between the internal and external language. “Let’s have that discussion and make everyone realise how we can do things better,” he said. The Bank of England is one employer where good
things are happening, according to Mr Chakravorty. Wanting to include people from diverse backgrounds, including LGBTQ+, the Bank of England recognised it didn’t know how, so enlisted help from outside of the organisation and is now feeling the benefits.
ENGAGEMENT AND INCLUSION “When we feel represented, we lean into our organisation and our employer,” Mr Chakravorty continued. “Companies then have to put less effort into sales and recruitment, as people make their buying or employment choice. If you get it right, you don’t need to do much because it is natural messaging.” He also gave examples of where companies are
getting it wrong and piecemeal, tokenistic approaches, such as “pink-washing.” Here, companies brand and market products in support of events and celebrations like Pride, but do not back this up in deeds.
Instead, Mr Chakravorty encouraged employers, individuals
and organisations to find or establish networks, both inside and outside their companies, and to give these a distinct purpose and goal to achieve. “How can your network connect with its community and others, locally, regionally, nationally and globally?” he asked, highlighting the value of senior sponsorship and personal investment.
THE ROLE OF ALLIES For Sanisha Wynter of Girlguiding UK, LGBTQ+ inclusion comes down to practical action as much as having a voice. “This is more than a lanyard,” said Ms Wynter, referencing workplace training and initiatives. “This is a practical thing. It’s active. If you’re not engaging, acknowledging or taking action, you aren’t doing anything. It’s about seeing humanity.” This involves allyship and “trying harder to say ‘I’m not going to tolerate this behaviour’. As allies, we have to put our heads above the parapet.” One tried-and-tested approach to this is through employer and
workplace networks. “But only when they become more than a talking shop,” caveated Ms Wynter in the fireside chat with the conference’s host, Jacqui Gavin, civil servant and award-winning role model and public speaker on transgender and gender identity. The conversation with Ms Wynter, Tj Richards of Santander
UK, Ata Rahman of Pride in London, Jamie Ades of Visit Britain, and Christopher Sharp of Racing Pride set out to clarify the role of LGBTQ+ networks and what they can achieve. For Mrs Richards, who is also national co-chair of Santander
UK’s LGBTQ+ employee network, the starting point was to consider the role of privilege in the “vitriol that surrounds the conversation around true inclusion. Until we are in a place where we treat people as human beings, we still need these avenues to be safe, talk and learn about each other’s journeys.”
Speakers from ‘This Is Us’ 2019, Milton Keynes
THE IMPORTANCE OF NETWORKS For too many people, their needs and experiences are still being denied – wittingly or not – in workplaces and in practice. Microsoft’s Emily Coates gave an inspiring account of the technology company’s global and in-country networks, which are underpinned by the company’s “come as you are, do what you love” culture. Its 3,600-strong GLEAM employee resource group is enabling
people around the world who might not be out at work to be their full selves in what can be a lifeline. Linking inclusion firmly into company strategy and the One Microsoft ethos, these networks are also valuable for listening and learning from different experiences, which allows new ideas for products and services to be folded into development. Nevertheless, the support of an employer like Microsoft can’t
solve all the challenges Ms Coates faces as a trans woman. “There are certain countries that I, as a trans woman, can’t go to,” she said. “That is a horrible position to be in.”
RECOGNISING EXCLUSION On this issue, consultant Joanne Lockwood offered insight into the many ways individuals can support people who are LGBTQ+ at work and in the global mobility sphere. Coached in how to cultivate a culture of belonging for gender-
diverse individuals, Ms Lockwood introduced the concept of a continuum of inclusion. This starts at exclusion, moves on to tolerance, acceptance and finally embrace. For LGBTQ+ and inclusion, the challenge is to move employers
who are talking about inclusion, but not actually doing anything about it, into the realm of conscious exclusion – a point Ms Wynter talked about earlier in the day around active allyship. “Once you realise what you are not doing you can step back and ask yourself why,” said Ms Lockwood. Where employers and allies can help is to look at recruitment
processes and see if they discriminate, then to “fix the belonging” to ensure everyone feels safe, for example around proving identity. “Trans people might not have identity cards in the name they give in their application,” Ms Lockwood explained. “It’s like having to out yourself every time. You must build confidentiality and respect or its another burden that exists and one more step away from equal privilege.”
The This Is Us Conference 2020 will be expanding to a two-day event to include BAME and Women at Work. To be kept up-to-date about the 2020 conference, visit:
www.events-together.co.uk/thisisus2020
Take inclusion and diversity to the next level by joining our new Think Inclusion & Diversity Community. Attend the Festival of Global People 12 May 2020 to learn and share knowledge with experts and peers
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