Being LGBT+ at Work

Interviewees were also very clear that appropriate workplace policies are not enough on their own, and that culture has a big impact.

“All the big retailers - they do have the policies in place now. It’s been recent but they do have them. The problem is it’s all lip service - you can see the managers don’t get it - there’s no human embodiment of these values.”
Sandra, retail

Interviewees described what an inclusive culture and practice looks and feels like:

• Consistent and swift action taken against bullying and harassment.
• Clear statements from management setting out support of the LGBT+ community.
• Representation - a workplace where a lot of people are able to be out creates a virtuous cycle where more people may feel comfortable coming out. 
• A culture of openness, where it is okay to ask questions respectfully, rather than allowing a build-up of fear and misunderstanding
• Space for diversity and inclusion initiatives, working closely with trade unions - such as LGBT+ networks sponsored by senior individuals, talks and trainings delivered by people with a range of identities.
• Proactive space given to gender inclusivity: eg having the option of ‘Mx’ title on systems and forms options to share pronouns.

“Setting culture is all about clarity of standards and expectations. You have to be completely consistent as a leader - you have to call it all the time. People - staff, pupils, parents, governors - they’re looking at you all the time. If they see there’s an issue, and you don’t address it, that’s the standards you’ve set broken.”
Mark, headteacher

“You’ve got to get people over their nervousness. We have senior people who are very explicitly willing to listen and learn. One director - if he gets my pronouns wrong, he doesn’t get defensive or flustered. He apologises and moves on. If you’ve got lots of capital in the organisation, it’s easier to do - but having that tone - that’s how you support all staff to get better”.
Luke, civil servant 

“You set and change culture in so many ways. I see customers eyeing up the staff on the tills. If they see someone presenting as LGBT+, as something they’re not comfortable with, they try to switch queues. I’m looking for it because my teams tell me it happens. So when I see it - I go up to them, I’m very clear and polite - you go to the next available cashier. If the customer refuses I say - sorry you’ll have to go to the back of the queue. That’s how you set culture - small things, very consistent.”
Sandra, retail

“We had a teacher of a reception class who told me that she wanted to transition. We had all the nonsense under the sun from sections of parents. The only way to manage it is to really spend the time with everyone who's got a problem - get them into your office, get down to the bottom of it. What are you actually worried about here? When you dig down it's just an uncertainty about something they don’t understand.”
Henry, primary school headteacher