This document discusses creating an inclusive workplace for LGBTQ employees. It begins by explaining the benefits of pledging support for employees irrespective of attributes like gender or sexuality. It then provides information about Liberate, the only LGBTQ charity in the Channel Islands. The document discusses terminology, laws affecting workplaces, gender vs sexuality, and challenges like heteronormativity. It offers suggestions for making the workplace more inclusive through policies, leadership, and education. The goal is to create trust so LGBTQ employees feel comfortable being themselves at work and overcoming fears of discrimination.

2. Welcome to
Inclusion & Diversity -
The LGBTQ Rainbow at Work
Caroline Shakerley

3. Ellie Jones - Vice Chair
www.liberate.gg
facebook.com/liberate.ci
@liberateHQ
hello@liberate.gg

4. A company that can pledge its support to employees, irrespective
of their skin colour, gender or sexuality, stands to benefit hugely;
firstly by creating a sense of empowerment among employees, and
secondly by setting an industry standard that can pave the way for
change across society.
This riddle is no joke!

5. • Liberate is the only LGBTQ charity in the Channel Islands - formed in
February 2014.
• We promote fairness and equality, as well as offering support to the
Lesbian, Gay, Bisexual, Transgender and Questioning/Queer
(“LGBTQ”) community, and their friends and families.
• We are made up of individuals from a variety of gender identities,
sexual orientation, ages, religious beliefs, races and disabilities.
• We campaign for positive change of laws and opinions within the
Bailiwick of Guernsey to promote acceptance of everyone identifying
as Lesbian, Gay, Bisexual, Transgender and Questioning/Queer.
• We’ve come a long way in 3 years.
Who are we?

6. Which Guernsey laws may affect your
work place policies?
• Same sex marriage should be in place by May 2017.
• Same sex couples can now adopt.
• Sex discrimination at work covers gender reassignment.
• The States of Guernsey now fund gender reassignment.
• The Income Tax law has been updated so that LGBTQ
people are now treated equally.
We have 2 very simple long term goals:
For there no longer to be a need for our service to exist.
Everyone is accepted, respected and included.

7. Is being LGBTQ a choice?
Is being straight a choice?
The only choice anyone has in their
sexuality or gender identity is how they
choose to label themselves for the
benefit of others.

8. Regardless of the labels we choose, or
are given, we are all the same
underneath and should treated equally

9. In a 2015 YouGov poll 23% of British people labelled
themselves as something other than 100% heterosexual, and
that figure rises to 49% among 18-24 year olds.

10. Terminology
The Queer Alphabet
L
G
B
T
Q
A
I
P
2S
S
Lesbian
Gay
Bi-sexual
Trans*, Transgender, Trans Man, Trans
Woman, Transsexual, Transvestite
Queer, Questioning
Asexual, Agender
Intersex
Pansexual
2 Spirit
Straight/supporter

12. Gender v Sexuality

13. Intersex
17 in every 1,000 people are born
intersex.
Hanne Gaby Odiele is a high profile
model and one of the first people to
publicly come out as intersex.
If you were intersex would that
change your gender identity?
Shouldn’t birth certificates and ‘forms’
therefore have an additional gender
option outside of the two binary
genders?

14. Trans*
How does your gender identity
affect your sexuality?
Can you be Trans* and
straight?
If you are Gender Fluid what
does that make your
sexuality?
Does it or should it matter?
Gender & Sexuality

15. het·er·o·nor·ma·tive
ˌhedərōˈnôrmədiv/
The belief that people fall into distinct and complementary binary
genders (male and female) with natural roles in life. It assumes that
heterosexuality is the only sexual orientation or only norm, and
states that sexual and marital relations are most (or only) fitting
between people of opposite sexes.
Trans* people, whose sexuality often has nothing to do with the
discrimination they encounter, face further stigma still due to a
widespread lack of understanding of the issue.
It assumes that we have to dress, look and act in a certain way to fit
in, and this is portrayed in almost everything we see and hear in
every day life, including our work environments.

16. What does this look like?
Movie romance
Love
people
Romantic meal

17. Family
Shopping
Dancing People having fun

18. Advertising
Stock photo of
couple

19. Usual-ising LGBTQ people
Heteronormativity is a
societal concept.
When you let people be
themselves and live without
fear they will be the best
person they can be for
them, for you, for society,
and for your company.

20. Heteronormative privileges
• Holding hands or expressing affection in public and
not expecting hostile or violent reactions from
others.
• Living with your partner and doing so openly.
• Having role models of your gender and sexual
orientation.
• Not worrying about being the only one of your
sexuality in a class, on a job, or in a social situation.
• Expecting to be able to use the bathroom that
corresponds with your gender without being
questioned.

21. Heteronormative privileges
• Talking openly about your relationship.
• Raise, adopt, and teach children without people
believing that you will molest them or force them into
your sexuality.
• Not being asked “how does sex work for you?” or
other too-personal questions by strangers.
• The ability to teach about LGBTQ people without
being seen as having a bias because of your
sexuality or forcing a “homosexual agenda” on
students.
• Joint child custody.

22. The media still make being LGBTQ an ‘issue'

24. Diversity can take two forms: one that is clearly visible and one that can
be disguised or concealed.
LGBT individuals opt to “pass” e.g. as straight people, they are in fact
hiding their non-heterosexual orientation or transgender identity by
monitoring or manipulating the information they share with others. By
contrast, “coming out” is an act of self-exposure.
Trust is how we create a workplace environment where employees feel at
ease coming out and being themselves at work.
A safe place to “come out”?

25. Why do 34% of
LGBTQ people choose
not to ‘come out’ at
work?
We are very aware that we live in a
heteronormative society which creates:
• Fear of homophobia or transphobia.
• Fear of being excluded.
• Fear of our sexuality/gender identity
overshadowing other aspects of who
we are.
• Fear of being over looked for
promotion.
'Headspace' is a short film
written and directed by Jake
Graf. It gives a rare and
intimate glimpse into the trials
and tribulations faced by trans
folk on a daily basis.
The film stars an all trans
cast.

26. How do you get over fear?
• Create trust; in both the organisation, and the people who
work there.
• Maintain confidentiality if an employee “comes out” to you.
• Stand firm to protect/support any employee who may
experience hostility because of being LGBTQ.
• Do not tolerate inappropriate language.
• Be consistent with your response to issues.
• Learn what is needed so you can have the right skills and
knowledge to successfully manage issues related to
sexual diversity in the workplace.
• Express your competency by using the right vocabulary.
• Use opportunities such as discussions with employees to
reinforce a message of inclusiveness.

27. How do you get over fear?
• Periodically ask your open LGBTQ employees if everything
is fine.
• Be ready to admit mistakes and the need for improvement
as related to diversity management; invite advice and
feedback.
• Be clear about criteria for promotion and hiring.
• To the extent you feel comfortable doing so, be ready to
discuss potentially sensitive aspects of your own private
life, this sends a powerful message of openness.
• Create a culture of openness by talking freely e.g. ask
openly LGBTQ employees about their weekend with their
partner, etc

28. Research conducted with LGBTQ networks

29. Research conducted with LGBTQ networks

30. See past the LGBTQ label for your colleagues

31. Simple changes and quick wins
• Make gender references in policies and employee
handbooks gender neutral e.g. using “they” instead
of he or she, or “parental" leave instead of maternity
and paternity leave.
• Let LGBTQ job candidates know they are welcome.
• Include gender neutral options on forms for both
employees and clients/customers.
• Update anti-discrimination policies and ask all staff
to sign a form stating they have read and
understood its content.
• Create a safe inclusive environment through
policies that protect LGBTQ people.

32. Simple changes and quick wins
• Have company values that respect and include
LGBTQ people, and make these visible.
• Communicate in a language that shows awareness
and openness e.g. do not use words that imply that
partners necessarily need to be of the opposite sex.
• Update bathroom polices and signs to have ‘all
access’ toilets.
• Encourage “out” employees, especially
management to be visible role models.
• Create an LGBTQ support network or social club
and get involved in community events such as
Pride.

33. Long term benefits
The benefits of creating a welcoming environment for their
LGBT staff can go beyond fostering positive workplace
attitudes, to making a positive impact on their marketplace
results and bottom-line figures.
Business research shows that LGBT consumers are very
loyal to companies that are gay friendly and are even ready
to pay a premium for their products.
Discrimination can be costly as it exposes companies to
serious risks such as litigation and social backlash.

34. For organisations, the benefits of creating a welcoming
environment for their LGBT staff can go beyond fostering positive
workplace attitudes, to making a positive impact on their
marketplace results and bottom-line figures.
Business research shows that LGBT consumers are very loyal to
companies that are gay friendly and are even ready to pay a
premium for their products.
Furthermore, discrimination can be costly as it exposes companies
to serious risks such as litigation and social backlash.
Long term benefits

35. Question &
Answer session

36. Closing
CIPD