Being LGBT+ at Work

Many organisations had created or revived diversity and inclusion/LGBT+ networks (sometimes called affinity groups or employee resource groups) in recent years. Lots of interviewees spoke about these networks positively - that they are hugely beneficial spaces to support and be supported. On the whole, women’s groups were experienced as trans inclusive.  

“Oh the networks are so important - when I think now how much easier it would have been to transition in the 90s, if we’d had that sort of space at work. I’ve seen people flourish - they tend to present as an ally first, join the group, then come out. To be able to be out at work - it changes people - so much fuller and more lively. The chair of our network hadn’t even told his manager he was married to a man before the group was set up.”
Jess, civil servant

Interviewees raised two main limitations of diversity and inclusion networks.

Firstly - they are optional, so tend to reflect the culture that already exists. Interviewees reflected that such networks existing in the first place depends on workplace culture and that employee networks exist at the whim of management. If there is good representation of LGBT+ people in senior management teams, and an inclusive culture, it tends to be the case that the employer makes time and space for a strong LGBT+ network. This creates a virtuous cycle that reinforces the inclusive culture.. 

However, where diversity and inclusion isn’t a priority in the workplace, management teams are unlikely to create space for these networks - so those staff who need them most are unlikely to benefit from them.

Secondly, the time staff invest in these networks is neither protected nor paid.

There were some instances of employers using these networks to supplement proper diversity and inclusion policy roles, and many commented that they feel they’re asked to do a lot of unremunerated work, on top of their other roles. Some interviewees also described experiencing pressure to share their personal stories in the workplace.

“Our LGBT network - it’s essentially a staff support network, for visibility, community. But when it came to writing a trans policy for the sports clubs we represent, suddenly our group was being asked to write this, all fitting around our day jobs. I just thought - this is complex, important policy work - it should be being done by a policy team you’re confident in, not farmed out to all of the trans and nonbinary staff to do on top of everything else.”
Luke, civil servant

“Initially there was a proper space made for D&I [diversity and inclusion]. There was a group of us in a little LGBT network, seven of us, and we had time off our core duties to do presentations, training, etc. Now with all the budget cuts and the pressure - it’s all been cut. Now there’s nobody at all doing D&I.”
Ella, work coach

“The only other challenge I've had is that sometimes I did feel like I was being paraded. As soon as the head office found out about me, they were inviting me up there, could I be in a magazine, could I run this campaign, and on and on.”
Emmanuel, delivery driver

“I think space for diversity and inclusion work [in the LGBT+ network] should be explicitly protected in your job description... It’s not consistent or explicit at the moment and it puts a lot of people off. Union reps get protected paid time to do their work, and protection from discrimination for it. It should be the same for the equalities networks.”
Hugo, mechanical engineer

It is important that network groups work closely with trade unions, and make the most of protected facility time, and bargaining rights.

“I don’t really see the LGBT+ networks in retailers that much - or I don’t see them having a big impact for the staff on the ground. It’s the unions that make a difference - we have that space to properly get to know our members. It’s only when you have those proper, whole, deep relationships, that you can properly support people doing something as complex as transitioning.”
Sandra, retail