The document discusses how companies can support LGBTQ employees in the workplace. It outlines that the Equality Act makes discrimination against employees based on sexual orientation or gender identity illegal. It encourages companies to establish diversity networks to support LGBTQ staff and make them visible. It also discusses National Coming Out Day and the Human Rights Campaign's Corporate Equality Index, which ranks companies on their LGBTQ inclusion policies and practices.

1. Take Pride in diversity: how
to support LGBT people at
work
In an effort to attract young, educated, and talented
employees, companies outside of the major coastal cities
are beginning to make their workplaces more open and
inclusive for everyone, including LGBT people.
1

2. While inclusive practices may be a work in progress for many
firms, it is illegal to discriminate against anyone due to their
actual or perceived sexual orientation or transgender status.
LGBTI (lesbian, gay, bisexual, transgender and intersex)
employees are automatically protected from this under the
Equality Act 2010 and the Employment Rights Act 1996.
The Equality Act was introduced in the UK to eliminate unlawful
discrimination, advance equal opportunities and promote good relations
between people. The Act makes it unlawful for employers to discriminate
against workers and puts an onus on businesses to prohibit prejudicial
behaviour and make adjustments so that everyone has access to the
same opportunities. All workplaces must comply with the Act and must
be seen to be actively promoting equality and diversity amongst
employees.
More specifically, the Act offers protection to people with one or more of
nine specific ‘protected characteristics’. This means that you cannot
discriminate against a person based on any of these particular traits.
Take a look at the list of protected characteristics below and consider
which of them apply to you and your colleagues:
1 Age.
2 Disability.
3 Gender reassignment.
2
“Establishing a
diversity network is
a great way of
making LGBTI staff
a visible element of
the workforce and
it can also provide
a means of peer
support between
staff.”
Angela O’Connor

3. 4 Marriage and civil partnership.
5 Pregnancy and maternity.
6 Race.
7 Religion and belief.
8 Sex.
9 Sexual orientation.
There’s still some way to go until all workplaces are welcoming
to LGBTI employees. In a recent snap survey by myGwork, a
networking site for LGBTI professionals, half of the LGBTI
members that responded (70% of which were UK-based) said
they didn’t think their company is inclusive.
And yet a diverse workforce, and an inclusive company culture,
is to the benefit of businesses. Darren Towers, executive
director of business development at Stonewall, which runs the
annual top 100 workplace equality index for LGBTI employees,
says: “We believe people perform better when they can be
themselves. Businesses with high-performing staff typically
have inclusive policies, benefits that apply to everyone, and a
workplace culture where diversity is not just welcomed, but
championed at all levels.”
This is something that Rambert dance company, which was
founded in 1926, has very much taken on board. Tigho
Ayovuare, general manager for Rambert, says arts companies
such as theirs (which has 50 employees, including dancers)
should always reflect their diverse audience. “We think the best
way to do this is to employ role models from diverse
backgrounds – including BAME [black, Asian and minority
ethnic] people, people with disabilities, the LGBTI community
and people of any age – to be our choreographers, dancers,
composers and musicians.” Rambert also promotes diversity in
its recruitment process by advertising jobs on websites aimed
at minority groups, such as myGwork and Disability Arts Online.
3

4. “Establishing a diversity network (pdf) is a great way of
making LGBTI staff a visible element of the workforce and
it can also provide a means of peer support between staff.”
A diversity network, says O’Connor, should be built and run by
staff. It will need volunteers, so offering professional
development opportunities for those involved could help keep
them motivated. For business that want to start a network,
O’Connor suggests first thinking about what you want it to
achieve, and what actions it will be able to take. Next consider
what the governance will be: “It’s better to sort this out early,
and have the discussions, rather than promising the earth and
then backtracking.” You should, suggests O’Connor, aim to get
a champion on board, one who can be a symbol of leadership
and give momentum to the network.
National Coming Out Day
National Coming Out Day (NCOD) is an annual LGBTQ awareness
day observed on October 11 and October 12 in some parts of the world.
[1] Founded in the United States in 1988, the initial idea was grounded in
the feminist and gay liberation spirit of the personal being political, and
the emphasis on the most basic form of activism being coming out to
family, friends and colleagues, and living life as an openly lesbian or gay
person.[2] They believe the foundational belief is that homophobia thrives
in an atmosphere of silence and ignorance, and that once people know
that they have loved ones who are lesbian or gay, they are far less likely
to maintain homophobic or oppressive views.[3]
In more recent years, the idea of the "lesbian and gay community" has
been largely subsumed into the idea of the LGBT community, and the
idea of "coming out" expanded to not only include the voluntary self-
disclosure of a lesbian, gay, or bisexual sexual orientation, but also
transgender, genderqueer, or other non-mainstream gender identity.[1]
HRC CEI
4

5. Human Rights Campaign’s Corporate Equality Index (HRC CEI), which ranks
major corporations on how supportive they are of LGBT employees.
Rating Workplaces on
LGBTQ Equality
Human Rights Campaign Foundation’s
2018 Corporate Equality Index is the national
benchmarking tool on corporate policies and
practices pertinent to lesbian, gay, bisexual,
transgender and queer employees.
In the 2018 CEI report, 609 major businesses —
spanning nearly every industry and geography —
earned a top score of 100 percent and the
distinction of “Best Places to Work for LGBTQ
Equality.”
2O18 Corporate Equality Index Rating System and
Methodology
The HRC Foundation’s CEI rating system is
designed for mid to large businesses (500 full time
employees and above) and divided into four key
criteria categories:
● Non-discrimination policies across business
entities;
5

6. ● Equitable bene ts for LGBTQ workers and their
families;
● Internal education and accountability metrics to
promote LGBTQ inclusion competency; and,
● Public commitment to LGBTQ equality.
89%of CEI-rated employers have an employee resource
group or diversity council that includes LGBTQ and allied
employees and programming. Seventy- ve percent of all
rated employers have employee groups, 21 percent have
diversity councils and 20 percent of all rated employers
have both.
The Role of Allies
Employees who do not identity as LGBTQ themselves, but
are invested in equality and workplace inclusion are
increasing their numbers within ERG ranks. While ERGs’
mission statements are specific to LGBTQ inclusion, more
and more, allies are encouraged to join as membership
is not limited to those who are LGBTQ but open to all
supporters of equality. Of those companies with an of cially
recognized LGBTQ employee group, 97 percent reported
being expressly for LGBTQ and allied employees. ERGs
have embraced allies as members of the full LGBTQ
community, as allies bring their own unique voice and
vantage point to workplace equality.
Corporate Equality Index Rating Criteria
1a Prohibits Discrimination Based on Sexual Orientation for
All Operations (15 points)
1b Prohibits Discrimination Based on Gender Identity or
Expression for All Operations (15 points)
6

7. 1c Has Contractor/Vendor Non-Discrimination Standards
that Include Sexual Orientation and Gender Identity (5
points)
2a Offers Equivalent Spousal and Partner Medical Bene ts
(10 points)
2b Parity Across Spousal and Partner “Soft” Bene ts (10
points)
(half credit for parity across some, but not all bene ts)
2c Offers Transgender-Inclusive Health Insurance Coverage
(10 points)
3a Firm-wide Organizational Competency Programs (10
points)
3b Has Employer-Supported Employee Resource Group OR
Firm-Wide Diversity Council (10 points) Would Support ERG
if Employees Express Interest (half credit)
4 Positively Engages the External LGBTQ Community (15
points)
(partial credit of 10 points given for less than 3 efforts) Have
internal guidelines that prohibit philanthropic giving to non-
religious organizations with an explicit policy of
discrimination against LGBTQ people (5 points
CEI 2O18
Criteria 1
Criteria 2
Rating System and Methodology
Criteria
Equal employment opportunity policy includes:
a. Sexual orientation for all operations
b. Gender identity for all operations
c. Contractor/vendor standards include sexual orientation and gender identity
15 points 15 points 5 points
Employment benefits
a. Equivalent spousal and partner benefits
● Equivalentmedicalbene ts
❍ Includes parity between employer-sponsored bene ts for opposite-sex spouses and same-sex
partners
or spouses in the provision of the following bene ts: COBRA; dental; vision; legal dependent
coverage
7

8. b. Other “soft” bene ts – includes parity between employer-sponsored bene ts for opposite-sex
spouses and same-sex partners or spouses: bereavement leave; employer-provided supplemental
life insurance for a partner; relocation/travel assistance; adoption assistance; qualified joint and
survivor annuity for partners; quali ed pre- retirement survivor annuity for partners; cash balance;
rollover and hardship options; retiree health care bene ts; and employee discounts
c. Transgender-inclusive health insurance coverage
● Equalhealthcoveragefortransgenderindividualswithoutexclusionsformedicallynecessarycare
❍ Insurance contract explicitly af rms coverage and contains no blanket exclusions for coverage
❍ Insurance contract and/or policy documentation is based on the World Professional Association
for Transgender Health (WPATH) Standards of Care
❍ Plan documentation must be readily available to employees and must clearly communicate
inclusive insurance options to employees and their eligible dependents.
❍ Bene ts available to other employees must extend to transgender individuals. The following bene
ts should extend to transgender individuals, including for services related to gender transition (e.g.,
medically necessary services related to sex af rmation/ reassignment):
◆ Short-term medical leave
◆ Mental health bene ts v Pharmaceutical coverage (e.g., for hormone replacement therapies)
◆ Coverage for medical visits or laboratory services
◆ Coverage for reconstructive surgical procedures related to sex reassignment
◆ Coverage of routine, chronic or urgent non-transition services
◆ Plan language ensuring “adequacy of network” or access to specialists should extend to tran-
sition-related care (including provisions for travel or other expense reimbursements)
❍ Dollar maximums on this area of coverage must meet or exceed $75,000.
10 points
10 points
10 points
16
CORPORATE EQUALITY INDEX 2O18
CEI 2O18
Criteria 3
Criteria 4
Criteria 5
Organizational LGBTQ competency
a. Competency training, resources or accountability measures Businesses must demonstrate a rm-
wide, sustained and accountable commitment to diversity and cultural competency, including at
least three of the following elements:
● New hire training clearly states that the non-discrimination policy includes sexual orientation and
gender identity and provides de nitions or scenarios illustrating the policy for each
● Supervisorsundergotrainingthatincludessexualorientationandgenderidentityasdiscretetopics(may
be part of a broader training), and provides de nitions or scenarios illustrating the policy for each
● Integrationofsexualorientationandgenderidentityinprofessionaldevelopment,skills-based or other
leadership training that includes elements of diversity and/or cultural competency
● Seniormanagement/executiveperformancemeasuresincludeLGBTQdiversitymetrics
● Gendertransitionguidelineswithsupportiverestroom/
facilities,dresscodeanddocumentationguidance
● Anonymous employee engagement or climate surveys conducted on an annual or biennial basis
allow employees the option to identify as LGBTQ
8

9. ● Data collection forms that include employee race, ethnicity, gender, military and disability status —
typically recorded as part of employee records — include optional questions on sexual orientation
and gender identity
b. Employee group –or– Diversity council
10 points
10 points
Public commitment
a. LGBTQ-speci c efforts, including at least three of the following: recruiting, supplier diversity,
marketing or advertising, philanthropy or public support for LGBTQ equality under the law, and have
internal guidelines that prohibit philanthropic giving to non-religious organizations with an explicit
policy of discrimination against LGBTQ people.
● BusinessesmustdemonstrateongoingLGBTQ-speci cengagementthat extends across the rm,
including at least three of the following:
❍ LGBTQ employee recruitment efforts
❍ Supplier diversity program with demonstrated effort to include certi ed LGBTQ suppliers
❍ Marketing or advertising to LGBTQ consumers (e.g., advertising with LGBTQ content, advertising
in LGBTQ media or sponsoring LGBTQ organizations and events)
❍ Philanthropic support of at least one LGBTQ organization or event (e.g., nancial, in-kind or pro
bono support)
● Implementcorporategivingguidelinesprohibitingphilanthropicgivingtonon-religiousorganizations
that have a written policy of discrimination on the basis of sexual orientation and/or gender identity
and/or have a policy explicitly permitting its own chapters, af liates, etc. to discriminate
10 points
5 points
17
CORPORATE EQUALITY INDEX 2O18
Companies which stand for LGBT Equality
Starbucks
Pepsico
Unilever
Google
Chevron
Facebook
Goldman Sachs
Microsoft
IBM
Walmart
9

10. General Motors
Ford
AT&T
Amazon
General Electric
UnitedHealth Group
‘Strength lies in differences, not in similarities.’ – Stephen R Covey, businessman and author.
A number of companies have incorporated the Pride flag
into their advertisements and even their products. In
particular, Oreo splashed a colorful version of their
cookie across ads in honor of Pride Month in 2012,
raising the hackles of conservative groups threatening
10

11. boycotts. (Unfortunately for our taste buds, the company
never had plans for the rainbow-creme confection to
exist beyond those promotions.)
In September 2015, Frito-Lay, owned by PepsiCo, took
that necessary step forward, gifting the world with what
was arguably the coolest show of support for LGBT
causes: rainbow-colored Doritos. Dovetailing with the
company’s first-ever sponsorship of the Dallas Pride
festival, the limited-edition chips — which tasted like
Cool Ranch — were mailed exclusively to people who
had donated $10 or more to the It Gets Better Project, a
campaign offering help to bullied LGBT youth. The
rainbow-themed giveaway resonated on a visceral level
with employees who saw their company outwardly
displaying its commitment to inclusivity for all the world
to see (and eat).
Improving Diversity in Your
Workplace
Prosperous businesses don’t create their success story and then add in
a diverse workforce as an added extra. Diversity shouldn’t be seen as a
bonus or an advantageous attribute – it should be a given. People
should expect their workplace to be diverse and offer equal opportunities
for everyone.
But why is it so important that you include diversity in the core
plan for your business?
Diversity helps you to develop. Businesses can’t continue to grow if
everyone within them thinks the same, acts the same and has the same
interests. You can’t choose employees who all fit the same cookie cutter
and expect the company to develop in the future. Diversity means that
your business will be open to new ideas and new ways of thinking and
you’re much more likely to succeed.
11

12. Diversity is changing the face of businesses. It’s also necessary to
consider the pool from which you select your employees. In the UK, the
working population is aging and there is a rapidly increasing amount of
women and ethnic minorities entering the workforce. Gone are the days
where the ‘middle aged white man’ is the epitome of business.
Diversity helps you to reach more customers. Does your workforce
reflect your customers and clients? Does the workforce match up with
the demographic that you serve? Workplace diversity means that your
staff members can relate to every one of your customers. If you have a
range of people with a range of opinions then it makes it much easier to
target a wider range of clients.
Diversity attracts workers. If people see that your company
accommodates a diverse workforce then they’re more likely to want to
work for you. Offering benefits like a crèche for children and flexible
working hours, plus being accommodating for religious holidays and
cultural apparel, will open up job opportunities to more people than you
can possibly imagine.
‘We need diversity of thought in the world to face the new
challenges’ – Tim Berners-Lee, computer scientist.
Benefits of Diversity
When building a diverse workforce you should look to hire people of
different genders, ages and races etc. but it shouldn’t stop at physical
characteristics. Your diverse workforce also needs to be diverse in the
way that it thinks if a true variety of ideas and talents are to be brought to
12

13. the table. There are so many benefits to having a diverse workforce,
including:
• You’ll be able to recruit the top talent if your job applications are
open to everyone, and not just a select few people.
• Staff members will feel empowered that they’ve been hired based
solely on their aptitude.
• Your business will see an increase in creativity because workers
from different backgrounds will approach problems and projects in
different ways.
• Employing people from different cultures may mean that your
business benefits from diverse language skills, helping you to sell
products and services internationally and provide enhanced
customer support.
• Employee turnover costs will be reduced if people feel
comfortable, valued and happy in a workplace with an ethical
culture.
‘People may be said to resemble not the bricks of which a house is
built, but the pieces of a picture puzzle, each differing in shape, but
matching the rest, and thus bringing out the picture.’ – Felix Adler,
political and social professor.
The LGBT Power List 2016
The LGBT Power List, put together by professional network
OUTstanding, is a list of influential, executive-level business leaders who
are openly lesbian, gay, bisexual or transgender. This year’s list features
the Top 100 LGBT executives, plus the 30 LGBT Future Business
Leaders, alongside a list of 30 ‘Ally Executives’ (heterosexual people
who actively support LGBT people). At the top of the 2016 allies list is
Salesforce CEO, Marc Benioff.
Mark Gorry, Chief Nuclear Officer at EDF Energy (Number 27 on the
2015 Ally list) said: “To me it’s all about creating a culture of inclusion
which is critical to building a responsible and sustainable business.”
However, the LGBT Power List does provide us with a few statistics
which show there’s still a lot of room for improvement in regards to LGBT
diversity in the workplace.
13

14. ‘Diversity is not a characteristic of life; it is a condition necessary
for life… like air and water.’ – Barry Lopez, author.
2017 LGBT
Role Models
OUTstanding was founded to prove that LGBT+
executives could be visible, safe and successful in
business, but our employees don’t stop being who they
are when they walk out of the office door; we must be
visible in our support at all times, in all places.
That’s why our lists are so important. We need to prove
to the world that you will not be held back or live in fear
of discrimination because of who you are. Our lists go a
tremendous way in normalising the experience of being
LGBT+ in the workplace.
There are 4 categories:
▪ Top 100 LGBT+ Executives 2017
▪ Top 50 Ally Executives
▪ Top 50 LGBT+ Future Leaders
▪ Top 20 Leading LGBT+ Public Sector Executives
Spread the word of our role models far and wide using
#OUTleaders17 and be sure to follow us
on Twitter and Facebook for news and events.
14

15. LGBT Hashtags -
1. We take #Pride in being the first Bank to offer domestic
partner benefits.
2. The first #pride flag flew in 1978. Today we understand what
it really means. #LoveWins
3. #seetherealme
4. #PoweredbyPride
Twitter Accounts -
1. https://twitter.com/OutLeadership
@toddsears strategic advising firm dedicated to cultivating LGBT and
ally snr leaders to create global biz opportunity #OutLeadership
2. https://twitter.com/OUTstandingiB
We're an award winning multi-industry professional network for #LGBT+
executives, future leaders and their allies. Founded in 2013 by
@mrsukisandhu.
3. https://twitter.com/EMpoweriB
#EMpower Executive Power Lists celebrate #diversity for executive and
future leaders globally.
4.
References -
15

16. 1. https://www.theguardian.com/small-business-network/2017/
jul/03/take-pride-diversity-support-lgbt-work-business-
inclusive
2. https://assets2.hrc.org/files/assets/resources/CEI-2018-
FullReport.pdf?
_ga=2.46663719.1842955551.1513192424-2115955875.1
513192424
3. https://www.out-standing.org/nominations/2017-role-models/
2017-leading-100-lgbt-executives/
4. https://www.highspeedtraining.co.uk/hub/equality-diversity-
benefits-workplace/
5. https://www.salon.com/2017/11/14/heres-why-lgbtq-twitter-is-
dragging-a-human-rights-organization-all-over-the-internet-
today/
16