Wed 11 Oct 2023
Image by Filmbetrachter from Pixabay
As diversity hits record high in the civil service, tackling the barriers to inclusion is more important than ever
Organisations have made significant strides in creating a more inclusive and diverse workforce over the years, and the civil service is leading the way. The latest statistics revealed that 6.4% of officials identify as lesbian, gay, bisexual or other (LGBO), up from 6.1% last year and 3.7% in 2015, the year sexual orientation was first collected.
LGBO representation has increased at all grades over the past year, except for G6/7 level. At 7.1%, the highest percentage of LGBO civil servants is in the senior civil service. Last year, the LGBO representation at this level was 6.7%.
Furthermore, reporting rates for sexual orientation have been on an upward trend, rising from 38.1% in 2015 to 71.8% this year.
This data is encouraging. However, the journey towards inclusion remains complex and ongoing. A crucial aspect of this effort is attracting and retaining LGBT+ talent, a group that has historically faced unique challenges — in society and the workplace.
Legal milestones such as the decriminalisation of homosexuality in 1967 and the legalisation of same-sex marriage in 2014 have played pivotal roles in fostering a more inclusive society. But the struggle for LGBT+ rights doesn't end with legislation. Discrimination, bias, and the fear of being 'out' can make people's lives difficult.
Despite legal safeguards, cultural and institutional barriers persist, which can dissuade talented LGBT+ individuals from pursuing or maintaining a professional career.
The conference Supporting LGBT+ at Work: Pride in Diversity takes place online on 9 November, bringing together speakers with fresh, innovative ideas around supporting staff and creating a positive LGBT+ inclusive culture in the workplace back to your organisation, with the insight needed to put them into practice.
A closer look at the challenges
Discrimination and bias: Despite legal protections, discrimination and bias still rear people's heads in the workplace. Microaggressions, stereotyping, and homophobia create hostile environments, making it difficult for LGBT+ employees to thrive.
Stigma and fear: Organisations are no strangers to tradition, which can sometimes translate into conservatism. The fear of 'coming out' and being stigmatised can be a significant deterrent for LGBT+ individuals who would otherwise be assets to a team.
Lack of role models: A shortage of visible LGBT+ role models within organisations can make it challenging for younger professionals to envision a future. Representation matters, and without it, attracting talent from diverse backgrounds becomes increasingly difficult.
Institutional barriers: Bureaucratic systems and outdated policies can hinder progress in fostering inclusion. Often, organisations are slow to adapt to changing societal norms, leaving LGBT+ employees feeling left behind.
The way forward
The key to addressing diversity and inclusion in the workplace is in a multi-pronged approach, and our conference Supporting LGBT+ at Work: Pride in Diversity is a safe space to gain the tools and insights that managers need to ensure that LGBT+ staff can be themselves and contribute their best work without fear of discrimination.
With the conference fast approaching on 9 November, we look back on key takeaway messages from the past event to share what speakers agree are the six crucial steps to attracting and retaining LGBT+ talent:
- Cultural transformation: A cultural shift within organisations is imperative, and creating a workplace culture that values diversity, equity, and inclusion at its core. Training programmes, awareness campaigns, and leadership initiatives can drive this transformation.
- Mentorship and role models: Identifying and promoting LGBT+ role models can help younger employees see a path to success within the organisation. Mentorship programmes can facilitate this by connecting aspiring talent with experienced professionals.
- Inclusive policies: Reviewing and updating policies to be more inclusive is vital. These policies include gender-neutral facilities, support for transitioning employees, and comprehensive anti-discrimination guidelines.
- Collaboration with advocacy groups: Partnering with organisations like Stonewall can provide valuable insights and resources for fostering inclusion.
- Safe spaces for dialogue: Creating safe spaces for open and honest dialogue can help employees share their experiences and concerns. This can be achieved through employee resource groups or affinity networks.
- Data-driven decision-making: Collecting and analysing data on diversity and inclusion metrics can guide organisational strategies. Regularly assessing progress and areas for improvement is essential.
What's next
Achieving inclusion in the workplace is an ongoing journey that requires commitment and decisive actions.
As we have seen, challenges persist, but they are not impossible. The path to a more inclusive workplace is clear, and the commitment of leadership and management within organisations is paramount.
Register for Supporting LGBT+ at Work: Pride in Diversity to gain actionable insights to get you started.
ABOUT THE AUTHOR
Murielle Gonzalez, content strategy manager at Dods Diversity & Inclusion, is an experienced journalist and editor. She can be reached at murielle.gonzalez@totalpolitics.com.
View all news