Hear from our Diversity Champion Thoughtworks about how they embedded bi inclusion into their workplace.
Driving bi inclusion at Thoughtworks
Inclusion has always played an important part in our culture and organisation as a whole. While we’re proud of the significant progress we’ve made around lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) inclusion, we remain committed to doing even more to recognise those who often go unheard, overlooked or underserved. This is why we brought a focus on bi inclusion to the forefront: to raise awareness, encourage allyship and improve experiences for our bi colleagues and clients alike.
Here are some of the steps we’ve taken as part of our journey so far:
- Ensured our policies are bi inclusive - for example, including explicit examples of biphobic behaviour in our equality, non-discrimination & non-harassment policy to demonstrate what we deem as unacceptable behaviour.
- Involved bi representatives in shaping our Diversity, Equity and Inclusion (DEI) strategy - including visible bi ambassadors in both our LGBTQ+ network and as part of our DEI council (who shape, inform and validate our DEI efforts) ensures our work is high impact and bi-inclusive.
- Implemented training that includes examples of biphobia and bi erasure - our DEI induction for new hires and mandatory unconscious bias e-learning both contain examples to increase understanding and awareness.
- Created and launched a bi allyship resource - outlining why biphobia and bi erasure are so damaging and why allyship is important, along with practical tips and how to access support.
- Learned about bi experiences through the arts - titles including TV show ‘Heartstopper’ and the book ‘We Can Do Better Than This: 35 Voices on the Future of LGBTQ+ Rights’ have featured in our book and movie club, improving awareness and understanding on bi identities and experiences. We also have copies of ‘Bisexuality in Britain’ in our office libraries.
- Shared profiles of bi activists, influencers and changemakers - to improve visibility of bi role models, enabling colleagues to diversify their social media feeds and hear more from bi voices.
- Shared stories - through talks, profiles and written pieces, we celebrate our bi colleagues (including those who are out, those who aren’t and those who may be questioning), providing safe spaces for discussion and sharing experiences.
- Engaged leadership to support and advocate for bi inclusion - whether it’s sending strong messages of support or being visible at events, we continue to support our leaders in becoming bi allies.
- Marked key events for the bi community - whether this is during Pride, for Bi Visibility Day or as part of our efforts for International Day Against Homophobia, Biphobia & Transphobia (IDAHOBIT), we ensure that bi inclusion is explicitly included.
- Ensured bi representation across all our DEI work - as part of our commitment to be intentionally intersectional, we aim to include bi representation across all celebrations, from Black History Month to International Women's Day and Disability History Month.
We have received some encouraging feedback. In our most recent (January 2025) Stonewall employee survey:
- Two in five (39 per cent) LGBTQ+ employees still feel the need to hide the fact they are LGBTQ+ at work
- Over a third of employees (36 per cent) have heard discriminatory comments made about an LGBTQ+ colleague
- More than 1 in 4 LGBTQ+ people (26 per cent) experienced negative comments or conduct from customers or clients because of their identity
- 12 per cent of LGBTQ+ employees believed they were fired or dismissed because they are LGBTQ+
- Nearly a third of LGBTQ+ employees (31 per cent) did not agree they could be themselves at work. Of these, 53% have experienced discrimination, such as receiving verbal or physical abuse, or feeling excluded
- Three in ten LGBTQ+ employees (31%) wouldn’t feel comfortable reporting discrimination if they experienced homophobic or biphobic bullying or harassment.
But there is still so much more to do, and that’s why bi inclusion continues to be a focus for us at Thoughtworks.