LGBT Inclusivity at Work Made Simple

Creating an inclusive workplace is essential for employee well-being and productivity in SMEs. For business owners in the UK, fostering an environment that supports LGBT inclusivity is a moral requirement and a strategic advantage.

With our local LGBT pride event, Chester Pride, fast approaching on Saturday, 17th August, we decided to compile this simple guide for other small businesses. Read on for practical advice and straightforward strategies to help you create a more inclusive workplace.

Why Inclusivity Matters

Enhanced Employee Wellbeing

An inclusive workplace contributes significantly to employees' mental health. When individuals feel valued and accepted, regardless of their sexual orientation or gender identity, they are more likely to be engaged and motivated at work. This contentedness reduces stress levels in your team, leading to fewer sick days and a higher retention rate.

Attracting Talent

Inclusivity can enhance your reputation, helping you attract a diverse pool of talented candidates. In today's competitive job market, potential employees seek employers committed to diversity and inclusion.

Legal Compliance

Adhering to UK equality laws is essential for all businesses, big or small. The Equality Act 2010 provides a legal framework to protect individuals from unfair treatment and promote a fair and more equal society.

Understanding LGBT Terminology

Creating an inclusive workplace begins with understanding the terminology used by the LGBT community. Familiarity with these terms shows respect and helps you communicate sensitively with employees.

• LGBT: An acronym for Lesbian, Gay, Bisexual and Transgender. This label is the most commonly used to describe the community. Still, it's important to understand that this is a shortened term for non-heterosexual sexual orientations, and some people might find its use to be exclusionary.

• LGBTQIA+: Expands the acronym to include Queer, Intersex and Asexual. The plus sign acknowledges the inclusion of other sexual orientations and gender identities that are not explicitly listed.

• Lesbian: A woman attracted to other women.

• Gay: An individual, often but not always a man, who is attracted to people of the same gender.

• Bisexual: A person who is attracted to both men and women.

• Transgender (Trans): A transgender person has a gender identity that differs from the sex assigned at birth.

• Cisgender (Cis): A cisgender person has a gender identity that aligns with the sex assigned at birth.

• Non-Binary: A non-binary person has any gender identity that does not fit within the binary gender of male and female.

• Queer: Once a derogatory term, queer has been reclaimed by some in the LGBT community as a broad term for sexual and gender minorities. However, some may still consider it offensive.

• Sexual Orientation: Describes who a person is attracted to.

• Gender Identity: Refers to an individual's understanding of their gender, which may or may not align with the sex assigned at birth.

• Gender Expression: How a person presents their gender to the world through their behaviour and appearance.

Legal Obligations

The Equality Act 2010 is a crucial piece of legislation in the UK that protects individuals from discrimination and promotes equality in the workplace and beyond. The law identifies nine protected characteristics, two of which are directly relevant to LGBT inclusivity: ‘sexual orientation’ and ‘gender reassignment’.

The Equality Act recognises several types of discrimination that employers must be aware of:

• Direct Discrimination: Treating someone less favourably because of their protected characteristic.

• Indirect Discrimination: Implementing a policy or practice that applies to everyone but disadvantages a protected group.

• Harassment: Unwanted behaviour that creates an intimidating, hostile, degrading, humiliating or offensive environment.

• Victimisation: Mistreating someone because they have made or supported a discrimination complaint.

As an employer, your legal responsibility is to ensure your workplace complies with the Equality Act 2010. This adherence involves developing and implementing policies that prohibit discrimination and promote equality. You must also ensure all employees have equal access to opportunities and benefits, including training programmes and other career development opportunities.

Establish clear procedures for handling complaints of harassment and discrimination. Address all complaints promptly to prevent escalation. Understanding these legal obligations will protect your business from potential legal issues and create a more inclusive workplace.

Resources and Support

• Stonewall is one of the UK’s leading LGBT rights organisations. They offer a range of resources for businesses looking to improve their inclusivity, including training and consultancy.

• The LGBT Foundation provides advice and support services, as well as training and support to help small businesses create more inclusive workplaces.

• ACAS provides guidance on workplace relations and employment law, including how to handle discrimination and harassment.

• ‘The Inclusion Imperative’ by Stephen Frost and ‘Straight Talk About Gays in the Workplace’ by Liz Winfeld and Susan Spielman are popular books that might be illuminating for SME owners.

Taking Action

Start making changes as soon as possible to ensure your workplace is welcoming to everyone. Your commitment to diversity and inclusion can positively impact your business and your employees' lives.

Your efforts will benefit your employees personally and enhance your company's reputation and performance. Embrace inclusivity as a core value of your business and enjoy its growth into a thriving and supportive environment.

Tilting Work-Life Balance

Recognise and address the unique challenges that LGBT colleagues may face in their personal lives. Implement policies that support flexible working arrangements. Small businesses can create an environment that values and accommodates a diverse team by taking these actions.

Video calling, digital collaboration tools and cloud storage rely on stable internet connections. To sure up yours, consider investing in an improved business broadband package.

Investing in the Future

Securing business finance to run training programmes or purchase new equipment for a growing team could help your SME. Invest in scalable solutions that align with your growth strategy and anything required to improve your workplace culture.

High street banks and smaller lenders offer many business finance options to suit SMEs. Start comparing today to find a business loan to fit your unique needs.

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Sam White