Consider how bi inclusion can be built into key areas of your practice, or at each point of the employee lifecycle.
This could include:
Policies
- Reviewing your workplace policies regularly, to assess their bi inclusivity. Consulting with your LGBTQ+ employee network group can help ensure that your policies meet the needs of bi employees.
- Including examples specific to biphobia in your bullying and harassment policies, to support staff to accurately identify these behaviours.
- Providing clear reporting routes and support mechanisms for incidents of harassment and discrimination – for example, your Employee Assistance Programme or your LGBTQ+ network group.
Recruitment and onboarding
- Describing your workplace commitment to bi inclusion, as part of your wider LGBTQ+ inclusion work, on careers pages, within job adverts or at recruitment events.
- Letting interview candidates know about your LGBTQ+ employee network group, including how it champions bi inclusion.
- During onboarding, reminding staff of your commitment to LGBTQ+ inclusion, and in particular, bi inclusion – for example, through providing information about how you ensure your policies and your employee network groups are inclusive.
Training and communications
- Including examples of biphobia and how to report it in your all-employee training on discrimination, bullying and harassment.
- Supporting your non-bi colleagues to become bi allies – for example, by providing training, programmes or resources that focus specifically on actions they can take to be an ally to bi colleagues.
- Sharing internal communications with all staff focussing on bi inclusion. This can help create wider understanding of bi identities and experiences.
- Sharing the stories of bi colleagues to demonstrate that bi staff can thrive and succeed at your organisation. If you don’t have bi staff who would like to share their stories, consider sharing the experiences of bi changemakers from your wider sector.
External engagement
- Supporting bi-specific community groups and initiatives. This could include financial support (e.g. sponsoring a group’s events) or non-financial support (e.g. providing meeting space or sharing skills).
- Using your social media accounts and online presence to promote bi equality. Using your social media accounts with the widest reach can help you to maximise impact.