We have seen a steep rise in interest and endorsement of diversity and inclusion (D&I) in the last few years, with companies realising that equity, diversity and inclusion (EDI) strategies can positively impact their bottom line and employee wellbeing.

“Research from the Aalto University School of Business and the University of Vaasa… found strong evidence that not only do more LGBT+-friendly companies see higher performance and profitability, [they also see] higher stock market valuations”. Diversity of thought, background and understanding leads to more agility in the marketplace and innovation in the workplace, as well as stymying stagnation. Despite this HR Zone states “[t]here is just one openly gay CEO of a firm in the FTSE 100. His name is Antonio Simões and he leads HSBC UK. This is despite 6% of the UK population identifying as either LGBT+ or not heterosexual”. This shows that the conversation around LGBTQIA+ acceptance is still necessary, and that more can be done within organisations to actively promote inclusion.

Getting the Job

As a recruiter and employer, it is worth us considering the additional work LGBTQIA+ people have to do to find the right employers in the first place. If they want to find an organisation that is vocal and legitimate about their inclusivity, they will likely have to narrow the pool of employers they feel safe choosing from. They will look for signs of inclusivity, robust diversity policies, and a proven track record on supporting LGBTQIA+ employees including encouraging them to be out and proud at work.

Being Closeted

A Vodafone survey shows that 41% of out and proud LGBTQIA+ people go back into the closet to avoid discrimination when starting their first job. Starting any new job often leads to people being automatically “re-closeted” and in the position of having to come out again to new colleagues. Nearly half of LGBTQIA+ employees report having to come out to new people at least once a week. This “re-closeting” leads to higher levels of stress and anxiety as people police themselves and their vocabulary in social settings to avoid “outing” themselves as LGBTQIA+, and contributes to a lack of engagement and integration with others in the office.

Coming Out

Young people feel particularly vulnerable coming out for the first time in the workplace. One survey found that whilst 80% of senior leaders felt comfortable being out, only 58% of women and 32% of junior employees responding to the same survey were comfortable coming out at work. As people become more established professionally, they feel more empowered to come out at work. Most people are not at the senior leadership level however, and LGBTQIA+ people feel that there are barriers to them reaching that level, including a lack of representation at the top.

Additionally, coming out is not a one step process and LGBTQIA+ people have to continually come out throughout their lives. Though people are coming out at a younger age and millennials and Gen-Z seem more attuned to LGBTQIA+ issues and identities, there are still many LGBTQIA+ people of all ages in the workplace and some may be very well established in their career by the time they feel able to come out. This can make it very difficult for people when they come out of the closet later in life as they may lose friendships or experience harassment from people they have known a very long time. Employers can combat this through representation, networks, and robust support for their LGBTQIA+ employees.

Representation

Representation is so important for people to feel more as though they belong in the company. Many LGBTQIA+ people face discrimination and abuse in the workplace that impacts their wellbeing and work life. 40% of LGB+ and 55% of Trans people had experienced conflict in the workplace in the 12 months prior to February 2021. LGBTQIA+ representation in the company however will make it safer for people to come out, and therefore will improve employee wellbeing. A guest speaker at Engie’s LGBTQ+ network* launch event explained that once he came out at work his job performance went through the roof because he was no longer having to fight himself on a daily basis. He felt more confident and assured in himself which allowed him to improve results in his role.

The “T” in LGBTQIA+

Trans people at any age must be supported through their transition. Trans people face particular stigma in the workplace, including being bullied by colleagues for their gender, their appearance, using the bathroom and other things. According to Stonewall, one in eight trans people have experienced physical attacks at work. Companies can combat this stigma and behaviour by having a clear and educational policy available to all staff on transitioning at work. They can also offer talks or events with trans advocates to educate and destigmatise the conversation around trans people.

One of the easiest meaningful ways individuals can support trans and non-binary identities is to publicise their own pronouns. This shows a recognition of multiple gender identities, and that someone’s presentation (i.e. what they look like) may not correspond with the gender they identify with. Pronouns can be added to an Instagram or LinkedIn profile, and could be added to a work badge or lanyard. The LGBTQ+ network at Engie is working to implement a company-wide initiative on pronouns and what they mean in order to show support for the trans community within the organisation.

Embracing Global Diversity

Many global companies work hard to support their LGBTQIA+ employees across the world and whilst travelling for work. It is easier to create policies and initiatives to support LGBTQIA+ people in countries where LGBTQIA+ rights are recognised by law, however it can be much harder in countries where being LGBTQIA+ is illegal or there are embedded cultural barriers to acceptance. Global companies support their employees by having anti-discrimination policies in place that inform and protect employees no matter where in the world they work. It is also important to have a HR framework in place in order to discuss with LGBTQIA+ employees the possible dangers of international travel for work, and the potential fears they have about travelling to countries that are hostile to the community. This shows commitment to an employee’s security and safety, and knowing they have the support of their employer can be invaluable.

Sodexo have made good progress in this space by signing onto France’s commitment charter L’Autre Cercle which promotes the inclusion of LGBTQIA+ people. This move shows a global commitment to diversity and inclusion and will bolster Sodexo’s position as an inclusive employer.

ISS also have a proud equity, diversity and inclusion champion in Margot Slattery, their Global Head of Diversity and Inclusion who has worked for many years to bring up LGBTQIA+ people with her, and stands as a role model to many LGBTQIA+ individuals in FM. In a talk with the LGBT+ in FM network on Lesbian Visibility Day, she said that championing the rights and wellbeing of the people in the organisation globally was of great importance to her. She recognised the difficulty of having conversations about acceptance and inclusivity in other parts of the world, including the Asia and Pacific region. Her response is to create a support network of allies who are at less risk placed within the region to begin having those conversations. The organisation will also work closely with local charities and NGO’s to show commitment and better bring about change.

What Can We Do?

It is important to have representation within the company and to be part of working towards it within the sector. LGBTQIA+ people can experience something akin to the glass ceiling women face, where because there are rarely any LGBTQIA+ people at the top of organisations, it is felt that they cannot get there, or worse, are not wanted at the top. Seeing people in positions of power and influence in a company who look and sound like you and are proud of their individuality can ensure that others feel able to follow on. Having people in those positions who are willing to mentor and help others like them to the top is also very powerful and will result in greater diversity where it can be most beneficial. Recruitment partners internally and externally are also a valuable asset in the creation of a diverse workforce. They will likely value representation as much as their clients and candidates, and may have access to more talent pools. External recruiters may be working with other clients pushing on D&I which will make them more likely to be able to provide diverse talent across FM.

Representation is invaluable and will likely promote more diversity across the business. It will also allow networks to be created, which can be really powerful in the promotion of company brands as they will create their own content that can be publicised, and will assist in the creation of ED&I policies of benefit to the whole company. Networks are a safe space to run employee surveys and reverse mentoring, giving senior leaders the opportunity to sincerely ask what LGBTQIA+ employees need from them to work happily and successfully, what barriers there are to their work, and what steps can be taken to remove them. They can also arrange for talks and training sessions on potential issues and request reasonable adjustments be made.

This month we have seen a great example of how networks can engage people by looking at the LGBT+ in FM’s #PrideTopTrumps tag on social media. This month they have showcased various people from across the FM sector saying why Pride is important to them. This tag is a great example of how companies can engage with their employees during Pride month, create great marketing and work with their networks to show how they appreciate the diversity of talent they employ.

Employers should be upfront about their policies and acceptance of LGBTQIA+ individuals. CSR and ED&I policies should be transparent and available to all staff and potential candidates. They could also be shared with external recruitment partners in order for them to better understand the company culture and what is expected of all staff members and new hires. These policies are a selling point to new candidates and it should be a point of pride for companies to show the work they are doing to include everyone. Of utmost importance however, are not the espoused views and policies of an organisation, but the implementation of those policies and views, ensuring that everyone in the company is able to treat others with respect and dignity, no matter what their individual characteristics or background may be. The real measure when promoting equity, diversity and inclusion is the lived experience of people at the company who are out and proud.

*This month we spoke to the creator and Co-Chair of Engie’s LGBTQ+ network, and Account Manager in the company, Hannah Pennington about setting up a vital network during a pandemic. Any references to the Engie network come as part of the conversation we had. We would like to thank Hannah for her time and for speaking to us.

300 North are the Facilities Management recruitment specialists providing permanent, temporary and interim solutions to the UK Facilities Management, Mechanical & Electrical and Construction sectors. Get in touch to find out how we can help you with your recruitment needs by visiting our website home page or calling us on 0113 336 5161.