LGBTQ+ network groups can provide a space for ace employees to support each other, express concerns they may have and spend time around people who understand their experiences.
This can radically improve their day-to-day experience at work by helping them feel less alone, access the support they need and grow in confidence.
Our Stonewall Ace Report (2023) found that:
- 83.8 per cent of ace respondents said they avoid being open about their sexuality for fear of a negative reaction, compared to 69.6 per cent of all respondents.
- Ace respondents are less likely to be open about being LGBTQ+ to people in their personal life. They are significantly less likely to be open with all family members that they do not live with (5.7 per cent, compared to 21.5 per cent of all respondents) when compared to other sexual orientations.
- They are also the least likely sexual orientation group to be open with all family members that they do live with (23.8 per cent, compared to 32 per cent of all respondents).
They are less likely to be open with all their friends (26.3 per cent, compared to 33.1 per cent of all respondents)
Ace respondents are the most likely group to say that they avoid being open about their sexuality for fear of a negative reaction from others. LGBTQ+ employee network groups can help transform the experiences of ace people at work. Promoting a better understanding of ace inclusion can empower all employees to step up as allies and improve the workplace culture for everyone within your organisation.
4 steps LGBTQ+ network groups can take:
- Your LGBTQ+ network group can implement a formal strategy that is inclusive of ace staff. By sharing this strategy with staff across your organisation, you can signify that ace people are welcome within your network.
- Host activities for LGBTQ+ network members that link to ace inclusion and awareness. For example, panel discussions, lunch and learns, or stalls during events.
- Implement a reverse mentoring scheme that pairs senior leaders or management staff with an ace employee. This could help ace staff feel more comfortable in being open with senior leaders about their identity and help educate senior staff on ace inclusion.
- Ensure communications are shared about your LGBTQ+ network across your organisation. For example, via an intranet page, or a regular email. This can help ensure all staff in all locations are aware of upcoming activities. Offer interactions that can be done online instead of face to face, so that all ace employees and allies can take part.