Senior leaders are often keen to support colleagues by championing LGBTQ+ inclusion at their workplace.
However, some can be hesitant because of concerns around time, cost, or not knowing where to get started.
Below are some common questions and suggested responses to consider when making the case for senior leadership involvement in LGBTQ+ inclusion work.
Getting started
The LGBTQ+ inclusion landscape can evolve quickly, and senior leaders might not know where to begin. They may not be familiar with related terminology or issues LGBTQ+ people face in the workplace.
Before asking senior leaders to take an active role, you may wish to set up introductory meetings with your LGBTQ+ network group or suggest events that your senior leader could attend. This can help get them gain insight into the needs of LGBTQ+ employees in your workplace and help familiarise them with key network members.
To help build your senior leaders’ confidence further, consider sharing our list of LGBTQ+ terms and our blog designed for senior leaders: ‘Top tips for senior leaders to get started with LGBTQ+ inclusion’. For further information, speak to your Client Account Manager about creating an LGBTQ+ inclusion action plan that involves input from your senior leaders.
‘Can we afford to do this work?’
Budgets can be limited and there may be concerns that LGBTQ+ inclusion work is too costly or time consuming.
When deciding how to respond to this kind of concern, it is worth considering what the long-term benefits and return on investment could be. For example, improved employee productivity, innovation, wellbeing and retention.
Your senior leader may not be familiar with the cost of the activities you’re proposing or the low-cost options available to your organisation. It could be worthwhile to draft a budget or action plan proposal to demonstrate the estimated costs and time requirements to get started. You may want to highlight free and low-cost actions your Senior Champion can prioritise first, such as using your workplace social media accounts to share messages of inclusion, or hosting larger events in collaboration with adjacent organisations to share venue costs (but also with the added bonus of gaining further reach and knowledge-sharing).
‘Do I have time to actively engage with this work?’
Senior leaders are often pressed for time and have limited availability. The activities you want to get them involved with may not seem the most urgent tasks on their agenda.
Rather than presenting senior leaders with lots of actions and activities you want them to take, you may wish to keep your initial asks small and simple. Examples may include proposing an action plan for the first year only and setting out the amount of time you’re asking them to commit to. If they’re still not sure they’ll have the capacity to support you, you could suggest involving another Senior Champion so responsibilities can be shared.
‘Is now the right time or can it wait?’
Your senior leader may not feel that there is a strong need for a focus on LGBTQ+ inclusion in your workplace. For example, if there haven’t been any internal complaints, or your senior leader feels they’ve had good experiences as an LGBTQ+ person themselves within your organisation.
Introducing your senior leader to the LGBTQ+ network group can help them to understand why LGBTQ+ inclusion work should be a focus for the organisation. Senior leaders could attend a talk hosted by the network or they could be invited to a network group meeting.
Monitoring the retention, progression and satisfaction of LGBTQ+ employees, can provide useful data to give senior leaders further insight into how welcome, valued and included your LGBTQ+ employees feel.
Gareth Newell, Senior Management Team - Head of Performance & Partnerships, Cardiff Council
'When offered the Senior Management Team (SMT) Champion role for the Cardiff Council LGBTQ+ network, I was both excited to take on the position and uncertain about what I could contribute as an ally. But our LGBTQ+ network chairs were incredibly welcoming, and their commitment to inclusion inspired me. The network sessions I attended were enlightening, often moving, and the personal stories shared highlighted the network's crucial supportive role.
I’m proud of all the progress we’ve made over the past year. The Stonewall Sexual Orientation and Gender Identity Workshop we received was so informative that we've worked with HR to ensure more senior management receive it. We’ve also already started seeing the impact of the Council's new pronouns policy, with lots of colleagues using pronouns in their email signatures.
Our success in the Stonewall Workplace Equality Index validates our organisational values and the network's hard work. Over the past year, I've relished in helping the Council focus more on LGBTQ+ inclusion. It’s crucial we all feel able to be ourselves at work, and part of a unified team. I’m glad I accepted the offer to be SMT champion, and my thanks go to the LGBTQ+ network chairs and network members for their hard work.’
Sarah McGill, Senior Management Team - Corporate Director People & Communities, Cardiff Council
My role as an LGBTQ+ Network Champion ensures a strong connection between the Council's Senior Management Team (SMT) and the LGBTQ+ Network – guiding policies, procedures, and service changes with a true understanding of the issues and barriers, informed by our LGBTQ+ staff's experiences.
Gareth and I have had enlightening meetings with the LGBTQ+ network's co-chairs and attended inspirational sessions. Though I was nervous about misspeaking, the open and understanding welcome I received, along with the network's excellent online materials, were instrumental in debunking myths and building my confidence.
Cardiff Council's impressive leap in the Stonewall Workplace Equality Index is wholly thanks to the network's remarkable work. I eagerly anticipate upcoming initiatives such as a future Sexual Orientation and Gender Identity Workshop for SMT, which will continue our organisation’s journey to evolve as a fully inclusive employer.'