THE LGBT CAREERS GUIDE

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CONTENTS

WHY SHOULD YOU CARE WHETHER AN EMPLOYER IS LGBT INCLUSIVE? 8 WHY DO EMPLOYERS CARE? 9 TOP TIPS FOR FINDING AN LGBT INCLUSIVE EMPLOYER 10 IN FOCUS: TRANS INCLUSION IN THE WORKPLACE 11 LGBT EMPLOYEE NETWORK GROUPS 12 ROLE MODELS MATTER 13 STONEWALL’S WORKPLACE EQUALITY INDEX 14 ABOUT THIS GUIDE 15 STARTING OUT SPONSOR: LIFE AT J.P. MORGAN 16 STARTING OUT SPONSOR: LIFE AT BLP 17 CONSUMER GOODS AND RETAIL 19 DEFENCE AND SECURITY 25 EDUCATION 31 EMERGENCY SERVICES 35 ENERGY AND MANUFACTURING 39 FINANCIAL SERVICES 43 GOVERNMENT 49 HEALTH AND SOCIAL CARE 53 HOUSING 57 INSURANCE 61 INVESTMENT BANKING AND ASSET MANAGEMENT 65 LEGAL 69 LEISURE, ARTS AND MEDIA 79 LOCAL GOVERNMENT 83 PROFESSIONAL SERVICES 87 PROPERTY, ENGINEERING AND CONSTRUCTION 93 SPORT 97 TECHNOLOGY 101 THIRD SECTOR 105 TRAVEL, TRANSPORT AND TOURISM 109

5 THE LGBT CAREERS GUIDE STARTINGOUTGUIDE.ORG.UK An introduction from Duncan Bradshaw, Director of Membership Programmes, Stonewall

The best employers recognise the benefits that diversity and inclusion bring to staff retention, development, thought and innovation. They understand that in tough times, when other employers may slash their diversity and inclusion budgets, this is when inclusion is most important to business success. Stonewall has been working with employers through its Diversity Champions programme for over 10 years. Through our Workplace ... in tough times, when Equality Index, day-to-day guidance and advice, and a gentle nudge, other employers may we’ve helped these organisations develop working environments that slash their diversity and support their lesbian, gay, bi and trans staff. Applying for a job with any of these employers not only provides an inclusion budgets, this is opportunity to find a role in which you can develop your career, but when inclusion is most also a chance to be confident that your place of work will respect important to business and celebrate who you are. Whether you’ve just graduated and are looking for your first job or success. want to make a career change and join a more inclusive employer, our Starting Out guide will provide you with information about different sectors, stories from inspirational LGBT role models in the workplace and an abundance of opportunities with the Diversity Champions listed inside. For more in-depth information about all of our Diversity Champions, you can read full profiles on the Starting Out website – startingoutguide.org.uk

Duncan Bradshaw Director, Membership Programmes Stonewall

7 WHY SHOULD YOU CARE?

When you spend more time thinking about how to It’s understandable that your first question when describe your weekend without ‘outing’ yourself than job hunting may not be ‘is this employer lesbian, on that looming deadline, you and your work will suffer. gay, bi and trans inclusive?’. You’re more likely to Simply put, you’ll perform better when you can be be concerned with how much a job pays, how well yourself. respected the organisation is and the prospects Stonewall’s Workplace Equality Index 2016 survey found for promotion. that staff who were comfortable being out to everyone were 67 per cent more likely to be satisfied with their sense of achievement, compared to respondents who SO, WHY SHOULD YOU CARE WHETHER weren’t comfortable being out to anybody. 71 per cent AN EMPLOYER IS LGBT INCLUSIVE? were more likely to be satisfied with their manager’s support and 65 per cent were more likely to be satisfied The reality is that many graduates hide their sexual with their job security. But a working environment where orientation or gender identity when they get that all- you can be comfortable in expressing your sexual important first job after university. People across all orientation or gender identity is not a given; it’s something sectors continue to experience homophobia, biphobia that employers can proactively encourage and create. and transphobia in the workplace. You need an employer who will respect and celebrate who you are, recognising that diversity of all kinds brings innovation to an It can be difficult living in a world where organisation. people often assume you’re straight or make It can be difficult living in a world where people often assumptions about your gender identity. assume you’re straight or make assumptions about your gender identity. Have you ever worried about telling Employers’ inclusivity is worth taking seriously. Working someone the gender of your partner? Have you ever been for an inclusive employer will mean you have a happier, misgendered, but not felt comfortable or safe to correct healthier and more productive work life. You have the other person? enough to worry about at work – discrimination based on your sexual orientation or gender identity should not The more you’re forced to be somebody else or hide who be a concern. you are, the more your happiness and performance at work are affected.

8 WHY DO EMPLOYERS CARE?

Over the past 15 years, Stonewall’s Diversity Champions As recently as 2003, you could be fired from work programme has advocated the importance and benefits for being gay. Now, all employers in the UK have a of diversity and inclusion to employers. We’ve done this legal obligation under the Equality Act 2010 to across many sectors, from banking to construction and protect their LGBT staff from discrimination. the public sector – going above and beyond legal compliance. Stonewall now works with more than 700 Diversity Champions, who recognise and celebrate their LGBT employees. Among other things, this outlaws: As well as the legal and moral case for protecting the 1 Direct discrimination – someone is treated well-being of LGBT staff, employers are embracing the less favourably because of their sexual business case for LGBT inclusion. orientation or gender identity, such as a colleague purposefully ignoring someone because they’re gay Stonewall research suggests that one in five 2 Indirect discrimination – a policy or rule for all LGB people has experienced verbal bullying at employees that discriminates against an LGBT work because of their sexual orientation in employee, such as requiring staff to disclose their trans history the last five years. 3 Harassment – unwanted conduct that violates According to Open for Business, LGBT inclusion leads to: an LGBT person’s sense of dignity or creates a 1 Greater economic performance as diverse thinking hostile and degrading environment, such as improves entrepreneurship and creativity verbal or physical abuse 2 Better business performance by improving staff 4 Victimisation – unfair treatment of a staff innovation, collaboration and retention, and external member because they complained of brand strength discrimination in the workplace, such as a manager not promoting an employee because 3 Stronger individual performance as employees can they believe the person made a complaint bring their whole selves to work, and feel more about biphobia satisfied, motivated and open The best employers understand this, implement LGBT However, legal protection isn’t the only ingredient needed inclusion effectively and gain buy-in from their senior for equality. Stonewall research suggests that one in five management teams. They recognise that to attract and LGB people has experienced verbal bullying at work retain LGBT talent, they need to take a proactive approach because of their sexual orientation in the last five years. to creating an inclusive working environment. Almost a third of those have experienced bullying from That is exactly what you’ll find in this guide – organisations their manager, and more than half from colleagues in their across many sectors who’ve made a commitment to their own team. Laws aren’t enough – a change in hearts and LGBT staff, service users and customers. minds is also needed.

9 TOP TIPS FOR FINDING AN LGBT INCLUSIVE EMPLOYER

So you’re looking for an LGBT inclusive employer. Where do you start and what do you look out for? Use these top tips as a starting point when you’re scrutinising organisations you might want to work for.

1 APPLICATION 6 STONEWALL TOP 100 Do their application materials EMPLOYERS LOGO mention diverse applicants or Employers often work for many highlight sexual orientation and years to earn a space in our gender identity as things the Top 100 Employers list and work organisation doesn’t all year to keep their coveted discriminate against? spot.

2 STONEWALL DIVERSITY 7 DEMOGRAPHICS CHAMPIONS LOGO Can your future employer tell you how many women, We work with more than 700 disabled or LGBT people work there? If they can, it’s organisations, most of whom because they’ve taken the time to ask their staff – a proudly display the Stonewall good indicator of best practice. The best Diversity Champions logo on organisations use this information to ensure there their job pages or application are no barriers for any employees. forms. 8 POLICIES 3 PROUD EMPLOYERS If employers advertise their staff policies online, is it Stonewall’s Proud Employers website lists clear that parental leave, adoption leave and vacancies with the most inclusive employers. All compassionate leave are available to staff in same- organisations who advertise roles on the site are sex relationships? Diversity Champions and demonstrate a real commitment to LGBT equality. Take a look: 9 WOULD YOU USE THEIR SERVICES? proudemployers.org.uk Whether it’s a healthcare provider, a bank or a retailer, is the organisation doing anything special to 4 LGBT STAFF NETWORK GROUP attract LGBT customers? Lots of organisations have an LGBT network group or business resource group to support and connect 10 SOCIAL MEDIA LGBT colleagues. Lots of organisations are proud to show what they’re doing to celebrate 5 SENIOR CHAMPIONS Pride events or the International Day Most organisations have someone at the top of the against Homophobia, Biphobia and tree who champions equality. These senior members Transphobia (IDAHoBiT). Have a look of staff visibly advocate for LGBT equality in the at prospective employers’ Facebook workplace. and Twitter pages to see what they do to celebrate diversity.

10 IN FOCUS: TRANS INCLUSION IN THE WORK PLACE

Stonewall is committed to helping organisations support their trans staff and the wider trans community they serve. Stonewall’s trans inclusion resources for employers are available to download for all organisations, including Diversity Champions. 3 THEY HAVE, OR ARE STRIVING TO HAVE, INCLUSIVE To read the resources, visit stonewall.org.uk TOILETS AND FACILITIES Trans people are often denied access to single-sex facilities such as toilets and changing rooms. This is HOW ARE THE BEST EMPLOYERS particularly common for trans women, based on a discriminatory view that they aren’t ‘real women’. SUPPORTING THEIR TRANS STAFF? Employers who are committed to trans inclusion 1 THEY RECOGNISE NON-BINARY AND OTHER will strive to implement inclusive facilities, such as GENDER IDENTITIES AND EXPRESSIONS IN THEIR gender neutral toilets and private changing areas. POLICIES AND ACTIVITIES These employers will also support individuals to use Although a big step forward, the Equality Act 2010 whatever facilities match their gender. They will not focuses on trans people who plan to, are undergoing tolerate any discrimination towards trans people in or have undergone gender reassignment, which is their choice of facilities, including staff, service not inclusive of the entire, diverse trans community. users and customers.

The best employers for trans people recognise that 4 THEY HAVE BULLYING AND HARASSMENT this law is rather ambiguous around the spectrum of POLICIES THAT INCLUDE ZERO TOLERANCE gender experience. They go above and beyond the TOWARDS TRANSPHOBIA laws – incorporating non-binary identities and a Transphobia often takes on different forms to range of gender expressions in their policies and homophobia and biphobia. It can range from direct activities. discrimination, including verbal and physical abuse, to purposefully using incorrect gender pronouns. 2 THEY HAVE CLEAR GUIDELINES OR PROCEDURES Transphobia might include saying things like ‘She FOR PEOPLE WHO ARE TRANSITIONING was much better looking as a woman’. Transitioning is a process that encompasses a person’s whole life and can cause numerous Trans inclusive organisations will have a bullying anxieties at work. Repercussions at work are a and harassment policy that communicates a zero- prime factor in choosing not to transition or delaying tolerance approach to all forms of transphobia. transitioning. Many trans people choose to leave The best policies include explicit examples of their jobs after transitioning. transphobia and where it can occur.

The most trans inclusive employers have policies or 5 THEY PUBLICLY DEMONSTRATE THEIR SUPPORT procedures that enable people to transition while FOR TRANS EQUALITY working in a stress-free and effective way. These Whether celebrating Trans Day of Visibility or Trans emphasise that every transition is unique and any Pride, the best employers will publicly advocate for changes at work will be driven by the trans person trans equality through their social media channels themselves. and public engagement.

11 LGBT NETWORK GROUPS AND WHY YOU SHOULD GET INVOLVED

We attend training and events to represent the network, ‘Our network group is made up of LGBTQ+ staff and build contacts and share our knowledge across the allies from across our organisation. The group has sector and beyond. We support staff and clients to attend been running for 13 years and is one of several LGBTQ+ events such as Pride and vigils for Trans Day diversity networks across St Mungo’s. of Remembrance. Our network Twitter feed helps to publicise what we do, as well as link us with other like- The LGBTQ+ network meets quarterly and communicates minded organisations and individuals. We have a regularly by email, sharing key dates and events or commitment to promoting bisexual and transgender interesting articles and resources. We are a point of voices and we specifically include Q+ in our network contact and support for all staff – whether for themselves, name to incorporate the diversity of sexuality and gender their colleagues or our LGBTQ+ homeless clients. identity in the community. Network groups are important because they provide Joining a network group is a great way a safe space for staff within the LGBTQ+ community to meet and discuss issues as well as help to raise LGBTQ+ to meet colleagues from across your visibility across the organisation. The network helps to organisation and work together for hold the organisation to account, in partnership with the Diversity and Inclusion Advisor, to ensure our positive change. perspectives are incorporated into policies, procedures and HR processes, and that our homelessness services Our active network offers its members opportunities for are responsive to LGBTQ+ clients. personal development in a different context to their daily work. Network members can take the lead on a project or We are a point of contact and support for event, build external networks or develop their expertise in a new area. Being a visible network also helps us to all staff – whether for themselves, their attract potential LGBTQ+ staff who may want to work for colleagues or our LGBTQ+ homeless clients. an organisation where they can be safe being out. The visibility of St Mungo’s network groups reinforces our We share best practice in LGBTQ+ inclusion across the commitment to making our services and workplaces safe organisation and often work with the Quality Team to and inclusive for everyone. implement these practices. We were incredibly proud to Joining a network group is a great way to meet be awarded Staff Network of the Year 2016 by Stonewall. colleagues from across your organisation and work St Mungo’s is increasingly geographically dispersed so together for positive change. It enables you to get the network enables staff to meet with like-minded involved in areas of work that will directly benefit LGBTQ+ colleagues and helps them to feel part of the community. staff and to contribute to making your workplace as Our LGBTQ+ network members and Diversity Allies help LGBTQ+ inclusive as possible.’ us ensure that LGBTQ+ events, activities and campaigns – St Mungo’s LGBTQ+ Network Group are shared across teams and projects. The network runs events for clients and staff to mark important LGBTQ+ dates such as LGBT History Month and Bi Visibility Day.

12 STEPPING UP AS A ROLE MODEL

ROLE MODELS MATTER

Stonewall’s research shows that lesbian, gay, bi and trans people who feel able to bring their It’s about building trust, being committed whole selves to work have increased energy, better performance and stronger relationships and leading by example. As a trans role with their peers. LGBT people who feel unable to model, I’m able to influence a safer and be themselves compromise the relationships they more inclusive future for all. have with colleagues, and expend energy by – Katie Cornhill, Hampshire Fire and Rescue Service hiding who they are, and are often therefore unable to achieve their full potential.

Whether you identify as LGBT or as an ally, you can Visible role models are crucial in changing organisations build your confidence as a role model by enrolling on and creating workplaces where all staff feel able to be a Stonewall empowerment programme: themselves. Inclusive role models have a positive impact by showing colleagues that it’s possible to be comfortable LGBT Role Models – Stonewall runs in-house and open and successful at work without compromising or hiding role models programmes for anyone who identifies as who you are. They exist at all levels of an organisation, LGBT. This one-day programme will help you explore no matter what their role is, as each and every person what it means to be an LGBT role model, and build an has the power to influence and create change by action plan for how you can take these learnings back supporting colleagues and challenging discrimination. to your workplace and make a positive difference to others. stonewall.org.uk/lgbtrolemodels

Top tips for stepping up as a role model: Allies – Stonewall recognises that non-LGBT people are crucial in changing hearts and minds and securing 1 Get to know the issues – speak to other LGBT equality for the LGBT community. Allies come in all people about their experiences and their ideas shapes and sizes, having varying reasons for being on creating an inclusive workplace passionate about LGBT equality. This one-day programme helps people understand what it means 2 Make it personal – talk about your own to role model being an ally to the LGBT community. experiences and why they are important to you stonewall.org.uk/allies 3 Be visible – make clear public statements about your commitment to LGBT equality 4 Put words into practice – get involved in events and challenge offensive behaviour

13 STONEWALL’S WORKPLACE EQUALITY INDEX

WHAT IS THE WORKPLACE EQUALITY INDEX? 10 Additional work – What additional innovative work Stonewall’s Workplace Equality Index is Britain's leading does the organisation carry out to advance LGBT benchmarking tool for LGBT equality in the workplace. It’s equality? an annual exercise that employers voluntarily participate in to measure and improve their LGBT practice. Over the Alongside written work, entrants supply evidence to years, our Workplace Equality Index has grown in size demonstrate how they meet these criteria. We then and scope, becoming tougher than ever. score and rank submissions and compare them with others in their sector. We give Diversity Champions HOW DOES IT WORK? feedback on where they are doing great things and, Entrants submit evidence detailing an organisation's more importantly, where they can improve their LGBT LGBT practice across 10 different areas of work: inclusion.

1 Policy – Does the organisation have an effective WHAT IS THE STAFF FEEDBACK QUESTIONNAIRE? LGBT policy in place? Stonewall also seeks feedback directly from entrants’ 2 Training – Does the organisation train its staff on staff members. Employees complete an online LGBT equality issues? questionnaire about their experiences in the workplace. This allows us to give organisations valuable feedback 3 Employee network group – Does the organisation on their employees’ experiences. have an LGBT staff network group? If so, what role does it play within the organisation? We analyse all data from the staff feedback questionnaire to look at LGBT employee experiences 4 All-staff engagement – How does the organisation nationally and by sector. engage staff, across all seniority levels, in LGBT inclusion? WHAT IS A TOP 100 EMPLOYER? Each year, the 100 employers who score the most 5 Career development – How does the organisation points make up Stonewall's Top 100 Employers list. A ensure LGBT staff members are represented at place in the Top 100 has become increasingly coveted – different levels in the organisation and can access something that many organisations aspire to. career development opportunities? 6 Line managers – How does the organisation equip WHAT IS A STAR PERFORMER? its people managers to support LGBT staff? A Stonewall Star Performer is an organisation that has ranked as a top ten employer in our Top 100 Employers 7 Monitoring – How does the organisation use list at least three times over the previous five years. diversity monitoring data to ensure its LGBT staff These organisations focus on innovative work and are supported and engaged? thought leadership around LGBT equality in the 8 Procurement – How does the organisation workplace. advocate for LGBT equality throughout its supply There are currently nine Star Performers spanning chain? the private and public sectors: Accenture, Barclays, 9 Community engagement – How does the EY, Gentoo, Goldman Sachs, Home Office, IBM, organisation engage and support the wider LGBT Nottinghamshire Healthcare NHS Foundation Trust community? and Simmons & Simmons.

14 ABOUT 1 THIS GUIDE

This guide is split into 20 sections, representing the sectors that Stonewall works with through our Diversity Champions programme.

In each section you’ll find: 2 1 A sector overview comprising: A short introduction to the sector Information about the past performance of organisations from this sector in previous Stonewall Top 100 Employers lists Organisations in the sector that ranked within the 2016 Stonewall Top 100 Employers Key stats and information about the sector from the Workplace Equality Index Please note, maps on the sector overview pages represent employers head quarters and not necessarily the full extent of their offices in Britain and around the globe

2 An in focus piece examining the experiences of LGBT people in the sector from a range of backgrounds

3 Diversity Champions in the sector – organisations that Stonewall works with that have committed to 3 LGBT inclusion in their workplaces

15 LIFE AT SPONSOR J.P. MORGAN

Diversity and inclusion are cornerstones of J.P. Morgan’s corporate culture. It’s part of our DNA. We are committed to building an inclusive environment where everyone can succeed based on merit.

Our strength is built on our people, and so we draw from the broadest, smartest talent pool in the world. Different perspectives bring strength and creativity to our work and lead to the best solutions for our clients. Put simply, ‘J.P. Morgan embraces diversity and truly fosters an creating an inclusive environment where everyone’s all-inclusive working environment across all levels of opinion counts and all employees have the freedom to the organisation. I believe that everyone has the deliver their absolute best helps us to serve our clients opportunity to excel based on their performance and better. For us, this simply makes good business sense. contribution to the firm regardless of ethnicity, gender, This is why we work hard and invest in attracting and sexual orientation, gender identity, religion, physical developing a diverse workforce. ability – or other attributes that make a person unique.

I am comfortable to be open about my sexuality in Different perspectives bring strength the workplace. LGBT employees are supported by and creativity to our work and lead a strong presence and visibility of allies across the organisation, especially those in senior management to the best solutions for our clients. roles. In addition to the general working environment, We’ve been a recognised leader in helping to create J.P. Morgan offers employees multiple opportunities to a stronger, more diverse workplace by numerous engage in business resource groups. I have served on organisations and publications. Our strategy is built the leadership team and have been an active member around three pillars of attracting top talent, creating an of PRIDE, a group uniting the lesbian, gay, bisexual, inclusive workplace and reflecting the diversity in the transgender and ally (LGBTA) employee community.’ marketplaces we serve. All of this is underpinned by – Andreas Leonidovas, Vice President, Compliance a strong culture of management accountability. We embrace the differences that exist among our employees and have committed resources so that we can offer benefits programmes and policies that meet our employees’ needs. Many of these programmes and policies are particularly relevant to and supportive of lesbian, gay, bisexual and transgender employees and their families.

16 SPONSOR LIFE AT BLP

‘I am a partner at international law firm, Berwin Leighton Paisner (BLP). I am also Global LGBT* Champion across our numerous overseas offices. I have been ‘out’ for over 21 years, including during my time at BLP.

At BLP we are proud of our market-leading international legal work, representing many of the globe’s ‘blue chip’ corporates and financial institutions. We are also immensely proud of our culture of inclusivity, one of our This year BLP spearheaded ‘AuthentiCity’, another LGBT* core values. It is key to us that we create an environment starting out event. Here we partnered with J.P. Morgan, where our people, at all levels, can be authentic. Being KPMG, M&G, JLL and Aviva to show LGBT* graduates able to be openly LGBT* is, of course, fundamental to this that being LGBT* is embraced by the City in all sector principle. areas. As one of our LGBT* trainees, Jamie Sherman, We visibly demonstrate our support to the LGBT* commented: “Research suggests that something like one community, both internally and externally, in a number in four people go back into the closet when they start in of ways. This year we marked Pride by, as well as the workplace. What we’re trying to do here at BLP is marching, flying the rainbow flag, one of the first law change that.” firms in the City to do so. We have a very strong LGBT* We are one firm at BLP, where everyone’s contribution is network and allies network, and took the opportunity to valued; we celebrate difference in our teams. Seeing the host a celebratory Pride BBQ, enabling our allies to gain rainbow flag fly from our roof was a moment I will never a better understanding of what being LGBT* in the forget – it crystalised for me the huge difference it makes workplace can mean and the challenges faced by the to work somewhere you feel accepted and appreciated. community more generally. And for BLP to be doing all of this as a leader in its industry, international law – even better! We visibly demonstrate our support Come and see for yourselves and be part of our team!’ to the LGBT* community, both internally – Daisy Reeves, Partner and Global LGBT* Champion and externally, in a number of ways.

The BLP LGBT* network has also been instrumental in supporting those starting out and looking to enter the workplace. In 2010 we helped set up ‘DiversCity’, aimed at those LGBT* entrants looking for a career in law in the City. This is now in its sixth year, participated in by over 15 firms and has been attended by over 400 LGBT* students.

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NUMBER OF TOP 100 EMPLOYERS CONSUMER GOODS FROM THIS SECTOR AND RETAIL 2006 4 2012 2 2007 5 2013 2 2008 3 2014 1 SECTOR OVERVIEW 2009 2 2015 1 2010 2 2016 2 How we shop, consume and spend is changing faster than ever, and so 2011 2 are the jobs in this sector. Retail no longer just means shifts on a till – there are also opportunities in management, technology, logistics and customer-focused roles. This year, more retailers attended Pride than ever before, marching for 2016 CONSUMER equality for their LGBT staff and customers worldwide. The sector is fully GOODS AND RETAIL embracing its diverse customer base, and understands that to meet each TOP 100 EMPLOYERS of their needs it must retain diverse staff who feel able to be themselves at work. THE CO-OPERATIVE 72 A host of organisations from the retail sector joined our Diversity ASDA 83 Champions programme this year. Some want to attract the most talented and diverse people to help grow their business. Others work with us to improve support for LGBT people at work. Many want to do more for their customers – perhaps by making changing rooms more inclusive, or broadening wedding items beyond ‘Mr and Mrs’.

2016 INDEX FACTS consumer goods and retail organisations entered the 2016 16 Workplace Equality Index 81% of these organisations have an LGBT employee network group 50% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 19% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 56% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 87% receive from their manager WHERE of respondents would feel comfortable reporting bullying and ARE THE 80% harassment to their employers on the grounds of sexual orientation or gender identity DIVERSITY of staff felt their senior leaders demonstrate visible commitment CHAMPIONS 53% to LGBT equality IN THIS SECTOR?

19 Consumer goods and retail section supported by Enterprise Rent-A-Car PROUDEMPLOYERS.ORG.UK

CONSUMER GOODS AND RETAIL: IN FOCUS

‘I left university with a 2.2 in criminology and, as the first in my family to get a degree, I had absolutely no idea what to do next. From previous part-time jobs, I knew I liked sales and meeting new people, so with that in mind I went on a job hunt. I tried a couple of different roles that didn’t really satisfy me, then I came across an advert for a graduate management role in my home-town. Fifteen years later, I’m the Director of Talent Acquisition for the UK and Ireland at Enterprise Rent-A-Car. My career path has been varied. It’s included branch and area management roles, as well as working in talent development across Europe. These days, my goals are to bring the best and brightest talent into our business and ensure that all employees have the same opportunities to progress. Our “promote from within” philosophy means that, no matter what background somebody is from, they have the same opportunities. I’m also chair of the LGBT network, Enterpride, and am involved in a variety of the business’s diversity initiatives.

It’s very difficult to describe a typical day at Enterprise, as there isn’t one. What I can say is that, over the past 15 years, I’ve been lucky enough to see, and be involved in, the business growing into the largest car rental I also look back at all the company in the world. I also look back at all the great development opportunities I’ve had personally – opportunities that have helped make me great development the employee I am today. As we continue to grow and promote our people opportunities I’ve had from within, the career opportunities really are endless. Retail is a fun, personally – opportunities vibrant, fast-paced and ever-changing environment with roles in sales, management, IT, HR… the list goes on. that have helped make me

Enterprise places great value on diversity, which is extremely important to the employee I am today. me. I’ve been fortunate enough to help drive LGBT inclusion within the business. Since I’ve become chair of Enterpride, we’ve internally raised awareness of issues that impact lesbian, gay, bi and trans people, taken part in Student Pride, attended various Pride events across the country and organised IDAHOT days that all employees get involved in. We promote our senior LGBT role models and have a great straight ally network. I’m now involved in the planning for our next LGBT leadership conference. It’s a pleasure to be involved in all of these activities and I would encourage anyone thinking about a career at Enterprise Rent-A-Car to do it!’ – Ashley Hever, Director of Talent Acquisition UK & Ireland

20 Consumer goods and retail section supported by Enterprise Rent-A-Car STARTINGOUTGUIDE.ORG.UK

CONSUMER GOODS AND RETAIL: DIVERSITY CHAMPIONS

Adidas Pepsico adidas.co.uk pepsico.co.uk ASDA Post Office asda.com postoffice.co.uk British American Tobacco Primark bat.com primark.com Celesio UK Procter & Gamble celesio.co.uk pg.com Coca-Cola European Partners Royal Mail Group ccep.com royalmailgroup.com Enterprise Rent-A-Car SAB Miller PLC enterprisealive.co.uk sabmiller.com Ford Motor Company Sainsbury's ford.co.uk j-sainsbury.co.uk GSK Telefónica UK gsk.com telefonica.com Home Retail Group Tesco homeretailgroup.com tesco.com John Lewis Partnership The Co-operative Group johnlewispartnership.co.uk coop.co.uk Kimberly-Clark Unilever kimberly-clark.com unilever.com Lilly Vodafone lilly.co.uk vodafone.com Marks & Spencer Whitbread marksandspencer.com whitbread.co.uk McDonalds aboutmcdonalds.com New Look newlookgroup.com

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NUMBER OF DEFENCE AND TOP 100 EMPLOYERS FROM THIS SECTOR SECURITY 2006 1 2012 3 2007 1 2013 2 2008 1 2014 4 SECTOR OVERVIEW 2009 0 2015 4 2010 0 2016 4 Employers in this sector include government security agencies, military 2011 1 equipment manufacturers and the armed forces. For many people in this field, serving their country is a lifetime ambition, an honour and a privilege. But until 2000 it was unlawful for LGBT people to serve in the military. The emergence of out LGBT people and visible, proactive senior allies in 2016 DEFENCE defence and security confirms how much progress this sector has made. AND SECURITY Stonewall is proud to work with the organisations listed here, which TOP 100 EMPLOYERS continue to make consistent and effective progress for LGBT equality. MI5 1 Organisations in the sector continue to push beyond legal compliance to become LGBT employers of choice. Many have internal networks that ROYAL NAVY 10 offer support for LGBT staff alongside their non-LGBT colleagues. They also THE ARMY 32 demonstrate strong LGBT community engagement – the military encourages MI6 36 LGBT personnel and allies to march in uniform at Pride in London.

2016 INDEX FACTS defence and security organisations entered the 2016 Workplace 10 Equality Index 80% of these organisations have an LGBT employee network group 70% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 70% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 70% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 79% receive from their manager of respondents would feel comfortable reporting bullying and 74% harassment to their employers on the grounds of sexual WHERE orientation or gender identity ARE THE of staff felt their senior leaders demonstrate visible commitment 61% DIVERSITY to LGBT equality CHAMPIONS IN THIS SECTOR?

25 Defence and security section supported by the Royal Air Force PROUDEMPLOYERS.ORG.UK

DEFENCE AND SECURITY: IN FOCUS

‘As a Christian and a Church of England priest who is also in a civil partnership, I am proud to serve in the Royal Air Force (RAF) and play an active role in the RAF Freedom LGBT network to improve the experience of our personnel. I understand more than most that society, and the church, is something that is slow to move – however, progress is being made. The RAF can be seen as a microcosm of society – the issues that happen outside the RAF can also be found within it and people who struggle need support. My own coming out was difficult, worrying that some people would no longer care about me. While the church I was in really struggled with it, in the RAF, I have found an employer that nurtures my identity and allows me the freedom to be myself. Issues to do with LGBT matters can be hard for people outside the community to comprehend, and my hope is that if you are struggling I can at least be a listening ear, advocate and friend. I am a joyful participant in network activities, including marching in London Pride and developing policies.’ – The Reverend (Squadron Leader) Andrew Chapman

‘Having access to the RAF Freedom LGBT network and support from people who understand what I am going through has definitely helped me in my transition since July 2015. I was guided by an RAF officer who had transitioned while serving and who served as the transgender lead on the RAF LGBT network. In addition, my managers were able to get support from the diversity and inclusion policy staff to make sure my transition was well managed. Alongside my day job in busy air traffic control, I am now a volunteer unit representative with the RAF Freedom LGBT network as I am passionate about improving awareness around LGBT issues, offering support and advice from my own experience and signposting colleagues to extra help if they need it. I have already made Overall, I am happy that I will be improving the experience of LGBT some great memories, personnel by helping to make better policies and also making people aware with people around me of the RAF LGBT community. Allowing this community to grow will in turn, I can trust. hopefully, enable RAF LGBT personnel and others to understand how we can all work better when we work together.’

– Senior Aircraftman Rachael Trimble

26 Defence and security section supported by the Royal Air Force STARTINGOUTGUIDE.ORG.UK

DEFENCE AND SECURITY: DIVERSITY CHAMPIONS

Atlas Elektronik UK Ministry of Defence Police uk.atlas-elektronik.com mod.police.uk BAE Systems Royal Air Force baesystems.com raf.mod.uk Defence Science and Technology Royal Navy Laboratory royalnavy.mod.uk gov.uk The Army GCHQ army.mod.uk gchq.gov.uk The GEO Group UK Ltd HMP Thameside geogroup.co.uk hmpthameside.org Wilson James MI5 wilsonjames.co.uk mi5.gov.uk MI6 sis.gov.uk Ministry of Defence mod.uk

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NUMBER OF TOP 100 EMPLOYERS EDUCATION FROM THIS SECTOR SECTOR OVERVIEW 2006 0 2012 7 2007 3 2013 8 Our partner universities and colleges work hard to ensure that their LGBT 2008 2 2014 7 staff and students flourish in a safe and inclusive environment. They also 2009 3 2015 10 play a role in creating a safer and equal world for generations to come. 2010 4 2016 13 Colleges and universities are taking steps to address homophobic, biphobic 2011 7 and transphobic language and behaviour – in the classroom and beyond. Many engage in our Rainbow Laces campaign to promote LGBT inclusion in sport. Universities in particular are engaging in our international work, recognising their roles and responsibilities as global civic institutions. Many 2016 EDUCATION of these have joined our Global Diversity Champions programme this year, TOP 100 EMPLOYERS suggesting a bright future for the sector. CARDIFF UNIVERSITY/ 20 From academic roles and teaching to project work and administration, there PRIFYSGOL CAERDYDD are plenty of professional opportunities in this sector. SWANSEA UNIVERSITY/ 36 PRIFYSGOL ABERTAWE TEESSIDE UNIVERSITY 44 2016 INDEX FACTS UNIVERSITY OF BIRMINGHAM 50 education organisations entered the 2016 Workplace Equality UNIVERSITY OF ESSEX =53 54 Index UNIVERSITY OF MANCHESTER =53 91% of these organisations have an LGBT employee network group DE MONTFORT UNIVERSITY 58 39% of these organisations have an allies programme UNIVERSITY OF SHEFFIELD =61 of these organisations have engaged in targeted initiatives with YORK ST JOHN UNIVERSITY =61 78% other organisations in their region or sector that have had a LEEDS BECKETT UNIVERSITY 64 specific impact on LGBT people in the wider community UNIVERSITY OF GREENWICH 80 of these organisations have supported staff to take part in LGBT LONDON SOUTH BANK 92 78% community events UNIVERSITY VISION WEST 93 WHAT THEIR STAFF SAY NOTTINGHAMSHIRE COLLEGE of respondents in the sector were satisfied with the support they 83% receive from their manager of respondents would feel comfortable reporting bullying and 73% harassment to their employers on the grounds of sexual orientation or gender identity of staff felt their senior leaders demonstrate visible commitment 51% to LGBT equality WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

31 Education section supported by De Montfort University PROUDEMPLOYERS.ORG.UK

EDUCATION: IN FOCUS

At De Montfort University (DMU), we celebrate our LGBT staff, students and local community members. Each year, in recognition of LGBT History Month, DMU organises #DMUpride, a month of activities including an open lecture series, films and theatre to enhance the learning culture. In March 2016, we launched DMUfreedom, our equality and diversity charter for 2016–2020, encouraging staff, students and partners to have the freedom to be, freedom to inspire and freedom to succeed, clearly declaring our commitment to equality and diversity.

‘Coming out as a gay man was one of the most empowering decisions I have ever made; I knew from the moment I joined DMU that I could talk proudly of my partner John. I was delighted to launch DMUfreedom, which encourages all our staff and students to feel at ease and have the freedom to be themselves.’ – Professor Dominic Shellard, Vice-Chancellor

‘This is proving to be an exciting and productive year. We launched the Centre for LGBTQ Research at DMU, with more than 200 staff and students attending. The fact that this is one of very few such centres in the UK is testament to the supportive and welcoming environment for LGBTQ+ students, for which DMU is known nationally.’ – Professor Julie Fish, Chair in Social Work and Health Inequalities

‘I am really conscious of the inequality that can still exist for LGBTQ+ staff and students in many countries around the world. This is why I am particularly pleased to be the nominated executive board lead for equality and diversity here at DMU, as my role with the international staff and student communities will ensure that all voices are heard at DMU when it comes to equality.’ – James Gardner, Pro Vice-Chancellor for Strategic and International Partnerships

‘As Vice President Welfare and Community, DMU gave me confidence to be true to myself – I came out very recently (in November 2015), and knowing that I can openly be with my girlfriend is one of the best feelings in the world. I am very happy to support, and work with, the LGBTQ+ society to celebrate the LGBTQ+ community and help it with the valuable advice and social activities it offers.’ – Keira Rounsley, Vice President Welfare and Community, De Montfort Students’ Union ... knowing that I can openly be with my girlfriend is one of the best feelings in the world.

32 Education section supported by De Montfort University STARTINGOUTGUIDE.ORG.UK

EDUCATION: DIVERSITY CHAMPIONS

Aberystwyth University/Prifysgol Institute of Cancer Research South Essex College of Further and University of Greenwich Aberystwyth icr.ac.uk Higher Education gre.ac.uk aber.ac.uk Keele University southessex.ac.uk University of Hertfordshire Anglia Ruskin University keele.ac.uk Southampton Solent University herts.ac.uk anglia.ac.uk King’s College London solent.ac.uk University of Kent Bath Spa University kcl.ac.uk St. George's, University of London kent.ac.uk bathspa.ac.uk Leeds Beckett University sgul.ac.uk University of Leicester Birkbeck, University of London leedsbeckett.ac.uk Staffordshire University le.ac.uk bbk.ac.uk Leeds City College staffs.ac.uk University of Liverpool BPP University leedscitycollege.ac.uk Swansea University/Prifysgol liv.ac.uk bpp.com Lewisham Southwark College Abertawe University of Manchester Bradford College lesoco.ac.uk swansea.ac.uk manchester.ac.uk bradfordcollege.ac.uk Liverpool John Moores University Teach First University of Nottingham Bromley College of FE & HE ljmu.ac.uk teachfirst.org.uk nottingham.ac.uk bromley.ac.uk London School of Business and The Open University University of Oxford Brunel University London Management open.ac.uk ox.ac.uk brunel.ac.uk lsbm.ac.uk University College London University of Plymouth Buckinghamshire New University London School of Economics and ucl.ac.uk plymouth.ac.uk bucks.ac.uk Political Science University for the Creative Arts (UCA) University of Portsmouth Canterbury Christ Church University lse.ac.uk ucreative.ac.uk port.ac.uk canterbury.ac.uk London School of Hygiene & Tropical University of Aberdeen University of Reading Cardiff Metropolitan University Disease abdn.ac.uk reading.ac.uk lshtm.ac.uk cardiffmet.ac.uk University of Bedfordshire University of Roehampton Cardiff University/Prifysgol Caerdydd London South Bank University beds.ac.uk roehampton.ac.uk lsbu.ac.uk cardiff.ac.uk University of Birmingham University of Salford City and Islington College Manchester Metropolitan University bham.ac.uk salford.ac.uk mmu.ac.uk candi.ac.uk University of Bradford University of Sheffield City of Glasgow College Middlesex University bradford.ac.uk shef.ac.uk mdx.ac.uk cityofglasgowcollege.ac.uk University of Brighton University of Southampton City of Westminster College Napier University brighton.ac.uk southampton.ac.uk napier.ac.uk cwc.ac.uk University of Bristol University of South Wales/Prifysgol De Colchester Institute Newcastle University bristol.ac.uk Cymru colchester.ac.uk ncl.ac.uk University of Cambridge southwales.ac.uk Coleg y Cymoedd Newham College of Further Education cam.ac.uk University of St. Andrews cymoedd.ac.uk newham.ac.uk University of Central Lancashire st-andrews.ac.uk Coventry University Newham Sixth Form College (NewVic) uclan.ac.uk University of St Mark & St John coventry.ac.uk newvic.ac.uk University of Chichester marjon.ac.uk De Montfort University Newtec chi.ac.uk University of the West of England dmu.ac.uk newtec.ac.uk University of Cumbria uwe.ac.uk Durham University Nottingham Trent University cumbria.ac.uk University of the West of Scotland dur.ac.uk ntu.ac.uk University of Derby uws.ac.uk Epping Forest College Ofsted derby.ac.uk University of Warwick efc.ac.uk ofsted.gov.uk University of Dundee warwick.ac.uk Gateshead College Oxford Brookes University dundee.ac.uk University of West London gateshead.ac.uk brookes.ac.uk University of East Anglia uwl.ac.uk Glyndŵr University/Prifysgol Glyndŵr Queen Mary, University of London uea.ac.uk University of Westminster Wrecsam qmul.ac.uk University of East London westminster.ac.uk glyndwr.ac.uk Royal College of Art uel.ac.uk University of Winchester Goldsmiths, University of London rca.ac.uk University of Edinburgh winchester.ac.uk gold.ac.uk Royal Holloway, University of London ed.ac.uk University of Wolverhampton Griffin Schools Trust rhul.ac.uk University of Essex wlv.ac.uk griffinschoolstrust.org Scottish Qualifications Authority essex.ac.uk University of Worcester Hackney Community College sqa.org.uk University of Exeter worcester.ac.uk hackney.ac.uk Sheffield Hallam University exeter.ac.uk West Lothian College Havering College of Further and shu.ac.uk University of Glasgow west-lothian.ac.uk Higher Education Somerset College gla.ac.uk West Nottinghamshire College havering-college.ac.uk somerset.ac.uk wnc.ac.uk Imperial College London South Downs College York St John University imperial.ac.uk southdowns.ac.uk yorksj.ac.uk

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NUMBER OF TOP 100 EMPLOYERS EMERGENCY FROM THIS SECTOR SERVICES 2006 15 2012 13 2007 15 2013 15 2008 20 2014 10 SECTOR OVERVIEW 2009 26 2015 10 2010 22 2016 9 People’s lives literally depend on our emergency services, but research 2011 18 reveals that LGBT people’s public safety is particularly at risk. That’s why it’s critical that police, fire and ambulance services are attentive to inequalities. Police and fire services have worked hard to combat the stereotypes of their working environments as straight, male and macho. Many forces have 2016 embraced Stonewall’s anti-bullying and hate crime initiatives. Many more EMERGENCY SERVICES are proactive in promoting and encouraging LGBT role models and allies TOP 100 EMPLOYERS across their workforce. And some have taken huge steps to demonstrate their commitment to their local LGBT community through outreach and CHESHIRE FIRE & RESCUE 13 events. SUFFOLK CONSTABULARY 15 Working for the emergency services is an exciting career move, one with LEICESTERSHIRE POLICE 17 public responsibility and diverse challenges. In this sector, you can make SUSSEX POLICE 22 a big difference to the lives of LGBT people, as well as the wider public. NORFOLK CONSTABULARY 32

LONDON AMBULANCE SERVICE =46 NHS TRUST 2016 INDEX FACTS NORTH EAST AMBULANCE emergency services organisations entered the 2016 Workplace SERVICE NHS FOUNDATION =46 30 Equality Index TRUST NOTTINGHAMSHIRE POLICE 64 of these organisations have an LGBT employee network group 87% WEST MIDLANDS POLICE 71 of these organisations have an allies programme 53% POLICE SCOTLAND 83 of these organisations have engaged in targeted initiatives with NOTTINGHAMSHIRE FIRE & 89 87% other organisations in their region or sector that have had a RESCUE SERVICE specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 93% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 75% receive from their manager of respondents would feel comfortable reporting bullying and 68% harassment to their employers on the grounds of sexual WHERE orientation or gender identity ARE THE of staff felt their senior leaders demonstrate visible commitment DIVERSITY 58% to LGBT equality CHAMPIONS IN THIS SECTOR?

35 Emergency services section supported by Surrey Police and Sussex Police PROUDEMPLOYERS.ORG.UK

EMERGENCY SERVICES: IN FOCUS

Surrey Police and Sussex Police are two forces that support diverse communities in Surrey and Sussex, and it’s incredibly important to us that our workforce reflects that rich diversity. Both organisations are Stonewall Diversity Champions, with Sussex Police ranked 22nd in the 2016 Stonewall Top 100 Employers. Both forces also have active staff networks offering confidential support to LGBT colleagues, and these networks meet regularly with the forces’ chief officers, HR and diversity teams to ensure that LGBT colleagues' views are heard. Here's what some of our people think:

‘Surrey Police is a fantastic LGBT inclusive employer to work for and has been hugely supportive of me since I transferred in just over a year ago. I currently manage the uniformed response for the north division and as a senior manager am passionate about building a diverse service, as well as building links with our LGBT communities.’ – Superintendent Clinton Blackburn

‘I have worked at Sussex Police for over nine years. Thanks to the supportive, LGBT inclusive environment I have always felt comfortable and able to be myself. I have been Chair of the Sussex Police LGBT Network for several years now and I am happy being a guide and role model for colleagues in the force who identify as LGBT or as allies.’ – Jane Carter, Trainer

‘Surrey Police has not only enabled me to do the job I love but also to be myself. In my eight years as an officer, not only has the LGBT staff network gone from strength to strength, but the support of officers of all ranks has been overwhelming; the highlight being the rainbow flag flying at HQ for IDAHoBiT. Where else would you see the chief constable eating a slice of rainbow cake at a charity fundraiser?’ – Detective Sergeant Carly Humphreys

‘I have worked for Sussex Police for 15 years and am proud to be part of a supportive and diverse organisation championing LGBT staff. I am currently a Critical Incident Inspector, committed to enhancing and supporting our diverse workforce.’ – Inspector Mark Evans

Keeping people safe is what we’re here for, but the huge range of job roles, skills and people contributing to this might surprise you. If you’ve got what it takes, we can offer you the opportunity to progress quickly, specialise and feel valued in our organisations. I am... committed to enhancing and supporting our diverse workforce.

36 Emergency services section supported by Surrey Police and Sussex Police STARTINGOUTGUIDE.ORG.UK

EMERGENCY SERVICES: DIVERSITY CHAMPIONS

Avon and Somerset Constabulary East Sussex Fire and Rescue Mid and West Wales Fire & South Wales Fire & avonandsomerset.police.uk Service Rescue Service/Gwasanaeth Rescue/Gwasanaeth Tân ac Achub esfrs.org Avon Fire and Rescue Service Tân Ac Achub Canolbarth a De Cymru avonfire.gov.uk Essex County Fire and Rescue Gorllewin Cymru southwales-fire.gov.uk Service mawwfire.gov.uk Bedfordshire and Luton Combined Staffordshire Police essex-fire.gov.uk Fire Authority Norfolk Constabulary staffordshire.police.uk bedsfire.com Greater Manchester Fire & Rescue norfolk.police.uk Suffolk Constabulary Service Bedfordshire Police North East Ambulance Service suffolk.police.uk manchesterfire.gov.uk bedfordshire.police.uk NHS Foundation Trust Surrey Police Hampshire Constabulary neas.nhs.uk Cambridgeshire Fire & Rescue surrey.police.uk hampshire.police.uk Service North Wales Fire and Sussex Police cambsfire.gov.uk Hampshire Fire and Rescue Service Rescue/Gwasanaeth Tân ac sussex.police.uk hantsfire.gov.uk Achub Gogledd Cymru Cheshire Constabulary nwales-fireservice.org.uk Tyne and Wear Fire and Rescue cheshire.police.uk Hertfordshire Constabulary Service herts.police.uk North Wales Police/Heddlu twfire.gov.uk Cheshire Fire & Rescue Service Gogledd Cymru cheshirefire.gov.uk Kent Fire and Rescue Service north-wales.police.uk Welsh Ambulance Service NHS kent.fire-uk.org Civil Nuclear Constabulary Trust/Ymddiriedolaeth GIG Northumbria Police Gwasanaethau Ambiwlans Cymru cnc.jobs Lancashire Constabulary northumbria.police.uk lancashire.police.uk ambulance.wales.nhs.uk Cleveland Fire Brigade Nottinghamshire Fire & Rescue West Midlands Fire Service clevelandfire.gov.uk Leicestershire Fire and Rescue Service Service wmfs.net County Durham and Darlington Fire notts-fire.gov.uk leicestershire-fire.gov.uk and Rescue Service West Midlands Police Nottinghamshire Police west-midlands.police.uk ddfra.co.uk Leicestershire Police nottinghamshire.police.uk leics.police.uk Derbyshire Fire & Rescue West Yorkshire Fire & Rescue Police Scotland Service derbys-fire.gov.uk London Ambulance Service NHS scotland.police.uk Trust westyorksfire.gov.uk Devon & Somerset Fire & Rescue londonambulance.nhs.uk Scottish Fire and Rescue Service West Yorkshire Police Service westyorkshire.police.uk dsfire.gov.uk London Fire and Emergency firescotland.gov.uk Planning Authority Dorset Police london-fire.gov.uk South East Coast Ambulance dorset.police.uk Service Merseyside Fire and Rescue Dorset & Wiltshire Fire & Rescue secamb.nhs.uk Service Service merseyfire.gov.uk dwfire.org.uk Durham Constabulary durham.police.uk Dyfed Powys Police/Heddlu Dyfed- Powys dyfed-powys.police.uk

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NUMBER OF ENERGY AND TOP 100 EMPLOYERS FROM THIS SECTOR MANUFACTURING 2006 2 2012 0 2007 1 2013 0 2008 1 2014 0 SECTOR OVERVIEW 2009 2 2015 2 2010 2 2016 2 Many organisations in this sector are taking great steps to drive cultural 2011 1 change for LGBT diversity and inclusion. To overcome the skills shortage across the sector, employers are committing to build truly inclusive workplaces to attract and develop the best talent. Opportunities range from scientific and engineering positions to logistics 2016 ENERGY and sales roles. Employers include the ‘big six’ energy companies and their AND MANUFACTURING challengers, as well as petroleum and water companies. Employees in this sector may be based in a variety of locations, in the UK and globally. TOP 100 EMPLOYERS BP 43 Global working may bring challenges for LGBT employees as laws and attitudes towards sexual orientation and gender identity vary dramatically EDF ENERGY 68 between countries. Choose an employer that provides relevant support and guidance – Stonewall works with a number of global employers in this capacity. Many of the organisations in this section have well-established network groups for LGBT staff, covering employees both here and abroad.

2016 INDEX FACTS energy and maufacturing organisations entered the 2016 3 Workplace Equality Index 100% of these organisations have an LGBT employee network group 100% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 67% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 100% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 84% receive from their manager WHERE of respondents would feel comfortable reporting bullying and ARE THE 78% harassment to their employers on the grounds of sexual DIVERSITY orientation or gender identity CHAMPIONS of staff felt their senior leaders demonstrate visible commitment 56% to LGBT equality IN THIS SECTOR?

Energy and manufacturing section 39 supported by EDF Energy PROUDEMPLOYERS.ORG.UK

ENERGY AND MANUFACTURING: IN FOCUS

As the UK’s largest producer of low carbon power, EDF Energy has around 15,000 employees working to generate and supply a fifth of the nation's electricity. Diversity and inclusion play such a central role in the company that it received the National Equality Standard in 2015. EDF Energy has an active LGBT Supporters Network and is a regular supporter of Pride festivals across the UK.

‘At EDF Energy, we’re building an organisation where everyone can be themselves and perform their best. We employ talented people so they can achieve great things in our business and the community. Supporting employees on LGBT issues and wider diversity and inclusion, whatever their background or identity, is one way we can help them be a real force for good. That's great for our people, our customers and our business. Genuine inclusion is not only the right thing for our business – in my experience, the highest performing teams are usually the most diverse. I work with our network to champion LGBT issues and wider inclusion. That has involved supporting reverse mentoring, speaking about LGBT inclusion internally and externally, and supporting Bristol Pride, among other activities.’ – Mark Gorry, Chief Nuclear Officer and Senior Sponsor, LGBT Supporters Network, and Stonewall's 2015 Ally of the Year

‘Everyone has more than one identity so it’s important that our employee networks work together to tackle issues that cut across race, gender, ability, sexual orientation, gender identity or anything else. Our BAME and LGBT networks have teamed up to support Stonewall’s NoBystanders campaign, for example. With the Disabilities and Carers Network, they’ve shared experiences of same-sex couples, and we’ve all collaborated on health and well-being events. It's another way we help our employees be their best.’ – Christine Waata, Small Modular Reactor Technical Lead and Chair of EDF Energy Black, Asian and Minority Ethnic (BAME) Network

‘I’m proud of what our network has achieved and how it’s helping our employees at work and at home. We’ve run events on transgender support, bisexuality and tackling LGBT issues in engineering, and celebrated LGBT inclusion through Prides in many cities. We work with Stonewall, InterEngineering, InterEnergy, our supply chain partners and others to bring change to our sector. It’s fantastic to be part of something that brings genuine change and is so well supported by our business and employees.’ – Darren Towers, Head of Education and Skills, and Chair of EDF Energy LGBT Supporters Network I’m proud of what our network has achieved and how it’s helping our employees at work and at home.

Energy and 40 manufacturing section supported by EDF Energy STARTINGOUTGUIDE.ORG.UK

ENERGY AND MANUFACTURING: DIVERSITY CHAMPIONS

BP National Grid bp.com nationalgrid.com Centrica Rolls-Royce centrica.com rolls-royce.com Dwr Cymru/Welsh Water Scottish Power dwrcymru.com scottishpower.co.uk E.ON UK Scottish Water eon-uk.com scottishwater.co.uk EDF Energy Shell edfenergy.com shell.com GE Thames Water ge.com thameswater.co.uk

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NUMBER OF TOP 100 EMPLOYERS FINANCIAL FROM THIS SECTOR SERVICES 2006 15 2012 8 2007 12 2013 8 2008 12 2014 7 SECTOR OVERVIEW 2009 9 2015 7 2010 8 2016 4 Incorporating retail banks, regulatory authorities and much more, the 2011 7 sector is broader than you might think. One thing that unites financial services employers is having the resources to commit time and funds to LGBT inclusion. Underpinning this is a genuine commitment – this sector is a key player pushing for global changes for their LGBT staff. 2016 FINANCIAL SERVICES With great cross-sector activity and empowered staff network groups, TOP 100 EMPLOYERS employees can expect organisations in this sector to shout about their work. LLOYDS BANKING GROUP 2 ROYAL BANK OF SCOTLAND 32 If you like the idea of the corporate world and its attractive financial FINANCIAL CONDUCT AUTHORITY 40 rewards, investigate the most LGBT inclusive employers in this sector. Careers in financial services extend beyond high street branches and HSBC 70 trading floors – to HR and risk analysis, events management, marketing and technology. STAR PERFORMER 2016 INDEX FACTS BARCLAYS financial services organisations entered the 2016 Workplace 42 Equality Index 93% of these organisations have an LGBT employee network group 57% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 52% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 60% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 85% receive from their manager of respondents would feel comfortable reporting bullying and 79% harassment to their employers on the grounds of sexual WHERE orientation or gender identity ARE THE of staff felt their senior leaders demonstrate visible commitment 60% DIVERSITY to LGBT equality CHAMPIONS N.b. The above statistics represent all banking and finance organisations IN THIS SECTOR?

43 Financial services section supported by Bloomberg PROUDEMPLOYERS.ORG.UK

FINANCIAL SERVICES: IN FOCUS

‘I’ve been working in the finance industry for nearly 20 years, starting with a brief career in offshore banking in Jersey before moving to London to join a large software company. There, I worked as a technical manager in financial products before joining Bloomberg, where I’ve spent the last seven years advancing my career, currently as a project manager in our Trading Solutions team. Bloomberg has been a great company to work for, not only from a career perspective but also because of the people who I’ve been fortunate to work with. The vision of the company and its proactive attitude to fostering a diverse and inclusive culture makes coming to work every day a pleasure. It was this open environment that allowed me to come out to my family, friends and colleagues, knowing that it was a safe place to do so. That was about three years ago and since then, I haven’t looked back. Finally being able to be myself, not worrying about what people might think or say, or that my career might suffer in some way, I’ve become an active member of Bloomberg’s diversity and inclusion communities. I am currently serving as regional co-chair of BProud – a network committed to fostering a safe and comfortable environment for LGBT employees and their allies at Bloomberg. This year, we ran a fantastic This year, we ran a fantastic series of talks, celebratory events and series of talks, celebratory volunteering opportunities in support of our Pride month campaign events and volunteering #proudtobe. The events allowed us to promote and celebrate the work we do as a community to create a welcoming and inclusive environment for all opportunities. staff. These included a talk entitled “Everything You Ever Wanted to Know About LGBT (But Were Afraid to Ask)” held in partnership with Stonewall, a Q&A with Coronation Street actor and role model Charlie Condou, a documentary screening and entering a team in Pride Run. Marching alongside members of the Bloomberg BProud community and the Bloomberg-supported Albert Kennedy Trust at this year’s Pride in London march was the perfect way to end the month.’ – Chris Harper, Trading Solutions Project Manager

44 Financial services section supported by Bloomberg STARTINGOUTGUIDE.ORG.UK

FINANCIAL SERVICES: DIVERSITY CHAMPIONS

Arval FactSet Europe Limited Prudential arval.co.uk factset.com prudential.co.uk Bank of England Financial Conduct Authority RBS bankofengland.co.uk fca.org.uk rbs.co.uk Barclays Financial Ombudsman Service Santander barclays.co.uk financial-ombudsman.org.uk santander.co.uk Bloomberg Financial Services Compensation Standard Life bloomberg.com Scheme standardlife.com BNP Paribas, Corporate and fscs.org.uk Tesco Bank Investment Bank HSBC tescobank.com bnpparibas.com hsbc.com The Co-operative Bank BNP Paribas, Investment Partners Lloyds Banking Group co-operativebank.co.uk bnpparibas-ip.co.uk lloydsbankinggroup.com TSB BNP Paribas, Lease Group M&S Bank tsb.co.uk leasingsolutions.bnpparibas.co.uk bank.marksandspencer.com Virgin Money BNP Paribas, Personal Finance Mastercard uk.virginmoney.com bnpparibas-pf.com mastercard.com Visa Europe Citi Moody's visaeurope.com citigroup.com moodys.com Yorkshire Bank Clydesdale Bank Nationwide Building Society ybonline.co.uk cbonline.co.uk nationwide.co.uk European Bank for Reconstruction PayPal & Development paypal.com ebrd.com

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NUMBER OF TOP 100 EMPLOYERS GOVERNMENT FROM THIS SECTOR SECTOR OVERVIEW 2006 20 2012 15 2007 18 2013 11 Central government looks after national affairs such as health, defence, 2008 17 2014 8 foreign policy and the environment. The government is responsible for the 2009 21 2015 8 general welfare of citizens and helps protect the most vulnerable people 2010 16 2016 7 in society. 2011 10 Most government departments and agencies have their own LGBT networks. There are also two major cross-government LGBT networks; the LGB Civil Service Rainbow Alliance and a:gender for trans and intersex staff. 2016 GOVERNMENT The civil service can be a good long-term career option, with TOP 100 EMPLOYERS opportunities to work in varied departments and roles. One way of joining NATIONAL ASSEMBLY FOR the civil service is the ‘fast stream’ talent management programme for WALES/CYNULLIAD 3 graduates with leadership potential. CENEDLAETHOL CYMRU Typically, employees working in this sector receive benefits including WELSH GOVERNMENT/LLWODRAETH 17 generous annual leave, volunteering leave, flexible working, family- CYMRU friendly policies and cycle-to-work schemes. CROWN OFFICE & PROCURATOR 25 FISCAL SERVICE OFFICE FOR NATIONAL 2016 INDEX FACTS STATISTICS/SWYDDFA 36 YSTADEGAU GWLADOL government organisations entered the 2016 Workplace Equality 30 Index LAND REGISTRY 61 80% of these organisations have an LGBT employee network group ENVIRONMENT AGENCY 72 NATIONAL CRIME AGENCY 91 53% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 63% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community STAR PERFORMER of these organisations have supported staff to take part in LGBT HOME OFFICE 70% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 83% receive from their manager of respondents would feel comfortable reporting bullying and 76% harassment to their employers on the grounds of sexual orientation or gender identity WHERE of staff felt their senior leaders demonstrate visible commitment ARE THE 56% to LGBT equality DIVERSITY CHAMPIONS IN THIS SECTOR?

49 PROUDEMPLOYERS.ORG.UK

GOVERNMENT: IN FOCUS

‘I have always been out at work, even at a time when a lack of workplace LGBT legislation and less tolerant social attitudes meant that my rights could be compromised, discrimination and harassment could go un- challenged, and acceptance was limited. Despite these challenges, I felt I owed it to myself to be the true, authentic me – a proud gay woman who believes that an inclusive culture is fundamental to staff well-being and creating successful workplaces. It was difficult at times and early on in my working life I was the subject of workplace ‘banter’ and a victim of discrimination. My experience spans the voluntary, private and public sectors and it is in the public sector that I have found the greatest solidarity and proactive engagement in terms of LGBT awareness and celebrating difference. As one of the largest departments in government, the Ministry of Justice (MoJ) works to provide a more effective, transparent and responsive criminal justice system for victims and the public. To do that we need to nurture talented, enthusiastic and engaged staff who reflect and understand the diversity of the communities in which we work, and who feel comfortable in championing their own and others' difference and promoting inclusivity. In order to achieve this, we put a strong focus on addressing the barriers I love this role and my faced by under-represented groups and integrating diversity and inclusion work is formally into business processes, leadership behaviours and departmental culture. recognised in my My own personal role in promoting LGBT awareness in the MoJ has been development objectives. significant as I chair our LGBT network. I love this role and my work is formally recognised in my development objectives. It allows me to take a key, strategic role in influencing workplace and public policy on LGBT issues alongside providing a platform to engage with staff at all levels within the department, from senior leaders to staff working in courts and prison establishments across the country. It also encourages excellent networking across government departments, opening up opportunities for development and shared working. I am very lucky that this work integrates well with my day job as employee engagement lead for the MoJ, where I use employee insight to work with leaders and managers to come up with recommendations to improve workplace culture and performance. I am hugely proud to work in an organisation and sector where I can bring my whole self to work and am valued and championed as an LGBT role model.’ – Charlotte Jackson, Employee Engagement advisor, Ministry of Justice

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GOVERNMENT: DIVERSITY CHAMPIONS

ACAS Department for International Trade House of Commons Scottish Enterprise acas.org.uk gov.uk parliament.uk scottish-enterprise.com Cabinet Office Department for Transport Intellectual Property Office Scottish Government gov.uk gov.uk gov.uk gov.scot Civil Service Resourcing Department for Work and Pensions Land Registry Scottish Prison Service gov.uk gov.uk landregistry.gov.uk sps.gov.uk Crown Office & Procurator Fiscal Department of Health Ministry of Justice Serious Fraud Office Service dh.gov.uk gov.uk sfo.gov.uk copfs.gov.uk Environment Agency National Assembly for Skills Development Scotland Crown Prosecution Service environment-agency.gov.uk Wales/Cynulliad Cenedlaethol skillsdevelopmentscotland.co.uk cps.gov.uk Cymru Equality and Human Rights The Insolvency Service assemblywales.org Department for Business, Energy Commission gov.uk and Industrial Strategy equalityhumanrights.com National Audit Office The Labour Party gov.uk nao.org.uk Foreign & Commonwealth Office labour.org.uk Department for Communities and gov.uk National Crime Agency The National Archives Local Government nationalcrimeagency.gov.uk Health & Safety Executive nationalarchives.gov.uk gov.uk hse.gov.uk Natural Resources Wales/Cyfoeth Wales Audit Office/Swyddfa Department for Culture, Media & Naturiol Cymru Historic England Archwilio Cymru Sport naturalresources.wales historicengland.org.uk audit.wales gov.uk Office for National Home Office Welsh Government/Llwodraeth Department for Education Statistics/Swyddfa Ystadegau gov.uk Cymru gov.uk Gwladol wales.gov.uk HM Revenue & Customs ons.gov.uk Department for Environment, Food hmrc.gov.uk & Rural Affairs Public Health England gov.uk Home Office gov.uk gov.uk Department for International Scottish Courts and Tribunals Development Homes and Communities Agency Service gov.uk homesandcommunities.co.uk scotcourts.gov.uk

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NUMBER OF TOP 100 EMPLOYERS HEALTH AND FROM THIS SECTOR SOCIAL CARE 2006 6 2012 7 2007 3 2013 8 2008 3 2014 11 SECTOR OVERVIEW 2009 3 2015 11 2010 5 2016 13 People working in health and social care are driven by their passion for 2011 6 helping people. Contributing to the health and well-being of others can be incredibly rewarding and is a vital part of thriving communities. Roles include running large NHS acute trusts, commissioning or delivering 2016 HEALTH AND health services and working with offenders in a probation service. SOCIAL CARE Traditionally, this sector has focused more on the needs of LGBT patients and service users than LGBT staff. However, Diversity Champions in this TOP 100 EMPLOYERS sector have worked with Stonewall and made significant progress GOLDEN JUBILEE FOUNDATION 29 towards LGBT equality in the workplace. ESSEX COMMUNITY 30 Employers in this sector support LGBT staff by having senior champions, REHABILITATION COMPANY vibrant staff network groups and visible LGBT role models. Health and OXLEAS NHS FOUNDATION TRUST 32 CENTRAL LONDON COMMUNITY social care is increasingly creating inclusive workplaces for LGBT staff – 46 demonstrated by a steady increase in Top 100 Employers. HEALTHCARE NHS TRUST CARDIFF AND VALE UNIVERSITY HEALTH BOARD/BWRDD LECHYD 50 PRIFYSGOLD CAERDYDD A'R FRO 2016 INDEX FACTS CORE ASSETS GROUP 55 health and social care organisations entered the 2016 ST ANDREW'S HEALTHCARE 58 48 Workplace Equality Index BETSI CADWALADR UNIVERSITY HEALTH BOARD/BWRDD IECHYD =72 79% of these organisations have an LGBT employee network group PRIFYSGOL BETSI CADWALADR NORTHUMBRIA HEALTHCARE NHS 54% of these organisations have an allies programme FOUNDATION TRUST =72 of these organisations have engaged in targeted initiatives with HERTFORDSHIRE PARTNERSHIP NHS 86 69% other organisations in their region or sector that have had a FOUNDATION TRUST specific impact on LGBT people in the wider community BERKSHIRE HEALTHCARE NHS 97 FOUNDATION TRUST of these organisations have supported staff to take part in LGBT 69% community events STAR PERFORMER WHAT THEIR STAFF SAY NOTTINGHAMSHIRE of respondents in the sector were satisfied with the support they HEALTHCARE NHS TRUST 86% receive from their manager of respondents would feel comfortable reporting bullying and 78% harassment to their employers on the grounds of sexual orientation or gender identity WHERE of staff felt their senior leaders demonstrate visible commitment ARE THE 56% to LGBT equality DIVERSITY CHAMPIONS IN THIS SECTOR?

53 PROUDEMPLOYERS.ORG.UK

HEALTH AND SOCIAL CARE: IN FOCUS

‘I grew up on the Wirral. It was very industrial, very macho. A friend who was gay was beaten up in the schoolyard. It was only when I moved to London in the early 90s that I decided, “That’s it”. I didn't move to come out – I moved to train as a nurse – but from the outset I was out and comfortable in my own skin. But my parents were getting older, so in 2002 I needed to move home. I found a job in Wales as a junior charge nurse and moved there. The cultural shift moving to North Wales was like night and day, almost as if I retrenched back into the closet. It affected my job performance and things got on top of me. I was doing my best but it wasn’t good enough. I sought union help and there wasn't much around so I got involved in trade unionism. I’m still a registered nurse but now I focus 100 per cent of my time on the union role. I got moved to another department, which was the best thing because the charge nurse there was gay. He was the first gay role model I had in my life. He had integrity, and was professional, honest and caring. He thought about his staff and he fought for them. I was able to come out again because of him. My new colleagues just accepted me, there was no My new colleagues just negativity and they were confident to approach me. I was then able to build good strong relationships. accepted me, there was no negativity and they were I’m a completely different person to who I was in 2002. I’m more confident and better able to do my job. We are getting LGBT patients in the confident to approach me. department and I’ve been able to challenge homophobia, not in an aggressive way but an educated way, getting people to think about what they’ve said and hopefully not say it again. I’m now happy to accept that I’m a role model even though you always expect a role model to be famous and important, to have achieved something and be heroic – and that’s not me! I’m becoming more self-assured. I know so many people and they know I’m gay and it's helping chip away at the culture and changing it slightly. It's about living your life honestly, being who you are.’ – Billy Nichols, Royal College of Nursing Steward, Betsi Cadwaladr University Health Board

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HEALTH AND SOCIAL CARE: DIVERSITY CHAMPIONS

Abertawe Bro Morgannwg Croydon Health Services NHS Trust Lincolnshire Partnership Royal College of Nursing University Health Board/Bwrdd croydonhealthservices.nhs.uk Foundation Trust rcn.org.uk Iechyd Prifysgol Abertawe Bro Derbyshire Community Health lpft.nhs.uk Royal Free London NHS Foundation Morgannwg Services Maidstone and Tunbridge Wells Trust abm.wales.nhs.uk dchs.nhs.uk NHS Trust royalfree.nhs.uk Aneurin Bevan Health East Kent Hospitals University NHS mtw.nhs.uk Royal Liverpool and Broadgreen Board/Bwrdd Iechyd Prifysgol Foundation Trust NHS Business Services Authority University Hospitals NHS Trust Aneurin Bevan ekhuft.nhs.uk nhsbsa.nhs.uk rlbuht.nhs.uk wales.nhs.uk East London NHS Foundation Trust NHS England Royal Marsden Hospital Arden & GEM eastlondon.nhs.uk england.nhs.uk royalmarsden.nhs.uk ardengemcsu.nhs.uk Essex Community Rehabilitation NHS Highland SEPT Avon and Wiltshire Mental Health Company nhshighland.scot.nhs.uk sept.nhs.uk Partnership NHS Trust essexcrc.co.uk awp.nhs.uk NHS Litigation Authority Sheffield Teaching Hospitals NHS General Medical Council nhsla.com Foundation Trust Berkshire Healthcare NHS gmc-uk.org sth.nhs.uk Foundation Trust NHS National Services Scotland berkshirehealthcare.nhs.uk Golden Jubilee Foundation nhsnss.org St Andrew’s Healthcare nhsgoldenjubilee.co.uk standrewshealthcare.co.uk Betsi Cadwaladr University Health NHS Scotland Board/Bwrdd Iechyd Prifysgol Greater Manchester West Mental scot.nhs.uk Surrey and Borders Partnership Health NHS Foundation Trust NHS Foundation Trust Betsi Cadwaladr Norfolk Community Health and gmw.nhs.uk sabp.nhs.uk bcu.wales.nhs.uk Care NHS Trust Birmingham & Solihull Mental Guy’s and St Thomas’ NHS norfolkcommunityhealthandcare. The Mid Yorkshire Hospitals NHS Health NHS Foundation Trust Foundation Trust nhs.uk Trust guysandstthomas.nhs.uk midyorks.nhs.uk bsmhft.nhs.uk North East London NHS Foundation Brighton and Sussex University Health Education England Trust The Newcastle upon Tyne Hospitals Hospitals NHS Trust hee.nhs.uk nelft.nhs.uk NHS Foundation Trust newcastle-hospitals.org.uk bsuh.nhs.uk Heart of England NHS Foundation North Staffordshire Combined Cardiff and Vale University Health Trust Healthcare NHS Trust The Royal College of Midwives Board/Bwrdd lechyd Prifysgold heartofengland.nhs.uk combined.nhs.uk rcm.org.uk Caerdydd a'r Fro Heritage Care Northumbria Healthcare NHS University College London Hospitals cardiffandvaleuhb.wales.nhs.uk heritagecare.co.uk Foundation Trust uclh.nhs.uk Care Quality Commission Hertfordshire Partnership northumbria.nhs.uk University Hospital Southampton cqc.org.uk University NHS Foundation Trust Nottinghamshire Healthcare NHS NHS Foundation Trust Central London Community hpft.nhs.uk Foundation Trust uhs.nhs.uk Healthcare NHS Trust Hywel Dda University Health nottinghamshirehealthcare.nhs.uk University Hospitals Birmingham clch.nhs.uk Board/Bwrdd lechyd Prifysgol Nuffield Health NHS Foundation Trust Colchester Hospital University NHS Hywel Dda nuffieldhealth.com uhb.nhs.uk hywelddalhb.wales.nhs.uk Foundation Trust Nursing and Midwifery Council University Hospitals of Morecambe colchesterhospital.nhs.uk Ipswich Hospital NHS Trust nmc.org.uk Bay NHS Foundation Trust ipswichhospital.nhs.uk uhmb.nhs.uk Core Assets Group Oxford Health NHS Foundation coreassets.com King's College Hospital NHS Trust Velindre NHS Trust/Ymddiriedolaeth County Durham and Darlington Foundation Trust oxfordhealth.nhs.uk GIG Felindre kch.nhs.uk velindre-tr.wales.nhs.uk NHS Foundation Trust Oxleas NHS Foundation Trust cddft.nhs.uk Leeds Community Healthcare NHS oxleas.nhs.uk West Yorkshire Community Trust Rehabilitation Company Powys Teaching Health leedscommunityhealthcare.nhs.uk westyorkshirecrc.co.uk Board/Bwrdd lechyd Addysgu Powys powysthb.wales.nhs.uk

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NUMBER OF TOP 100 EMPLOYERS HOUSING FROM THIS SECTOR SECTOR OVERVIEW 2006 1 2012 7 2007 2 2013 7 When it comes to creating inclusive, strong and diverse communities, the 2008 2 2014 9 housing sector makes a real positive impact on communities. This sector 2009 4 2015 11 has continued to improve how it works with the LGBT community while 2010 5 2016 7 maintaining an open and friendly environment for staff. 2011 4 Housing is about collaboration with other service providers to build and create safe spaces for all people. Those who choose to work in housing will enjoy interesting, vibrant and meaningful work with kind, fun and switched- on colleagues. Housing sector staff care about what they do and want to 2016 HOUSING meet the different needs of a diverse and growing population. TOP 100 EMPLOYERS The housing sector has a strong sector-wide group, HouseProud, which B3LIVING 4 brings together LGBT staff. It also strengthens the inclusive, social and caring working culture that someone can expect going into this field. TOWER HAMLETS HOMES 5 METROPOLITAN 8 CIRCLE HOUSING GROUP 22 2016 INDEX FACTS YOUR HOMES NEWCASTLE 36 housing organisations entered the 2016 Workplace Equality L&Q 64 30 Index THE RIVERSIDE GROUP 69 73% of these organisations have an LGBT employee network group 43% of these organisations have an allies programme STAR PERFORMER of these organisations have engaged in targeted initiatives with 67% other organisations in their region or sector that have had a GENTOO specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 63% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 89% receive from their manager of respondents would feel comfortable reporting bullying and 81% harassment to their employers on the grounds of sexual orientation or gender identity of staff felt their senior leaders demonstrate visible commitment 70% to LGBT equality WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

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57 PROUDEMPLOYERS.ORG.UK

HOUSING: IN FOCUS

‘I am Executive Director for Care and Support at Riverside and Co-chair of Spectrum, our LGBT staff group. I joined the company in 1987, a very different time for the LGBT community. I had some experience volunteering with an HIV and AIDS charity and an LGBT youth group, all evidence to support my application for the role of support worker, so I decided to come out at my interview. I have been out at work from day one. This decision was the right one for me and has allowed me to be genuine and authentic with my colleagues. Having nothing to hide meant I felt less vulnerable to prejudice and discrimination. I believe it is important to have role models in senior positions, so when the opportunity arose to become the Co-chair of Spectrum I was happy to accept. This means I am now in a position to influence and raise the profile of LGBT issues with the senior team. I spearheaded a number of campaigns, including our Friends of Spectrum allies programme, improving LGBT self-declaration, and championing the Finding Safe Spaces training. Riverside was the first housing association within the sector to commission this training. We helped Stonewall Housing with research to find out what life is like for LGBT people who are sleeping Having nothing to hide rough. It is all too common for members of the LGBT community to need meant I felt less to leave their family home, without proper planning or time to secure vulnerable to prejudice alternative accommodation. It is really important for those working with rough sleepers to be aware of LGBT people’s experiences and the impact and discrimination. of homophobia, transphobia and biphobia. I am also responsible for our retirement living services. When people get older and move into retirement living settings or a care home environment, they may not always feel able to be themselves. It’s shocking when people from a generation who fought hard for equality are forced back into the closet in their autumn years. We must make sure that discrimination does not exist in our tenant services. And it is equally important that our colleagues are aware of LGBT issues relating to older people, to support our diverse communities. A career in housing is a fantastic choice for those who really want to make a difference. In my experience, it’s a diverse environment that values people for who they are.’ – John Glenton, Executive Director for Care and Support, Riverside

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HOUSING: DIVERSITY CHAMPIONS

Accord Group Freebridge Community Housing Link Group Sixtown Housing accordgroup.org.uk freebridge.org.uk linkhousing.org.uk sixtownhousing.org Affinity Sutton Group Genesis Housing Association Metropolitan Soho Housing affinitysutton.com genesisha.org.uk metropolitan.org.uk sohoha.org.uk Amicus Horizon Gentoo Midland Heart Sovereign Housing amicushorizon.org.uk gentoogroup.com midlandheart.org.uk sovereign.org.uk B3Living Gloucester City Homes Northwards Housing Spectrum Housing Group b3living.org.uk gch.co.uk northwardshousing.co.uk spectrumhousing.co.uk Brent Housing Partnership Great Places Housing Group Nottingham City Homes Staffordshire Housing Group bhphousing.co.uk greatplaces.org.uk nottinghamcityhomes.org.uk staffshousing.org.uk Broadland Housing Association Guinness Partnership Nottingham Community Housing The Riverside Group broadlandgroup.org guinnesspartnership.com Association riverside.org.uk ncha.org.uk Bron Afon Community Housing/Tai Hanover The Wheatley Group Cymunedol Bron Afon hanover.org.uk Origin Housing wheatley-group.com bronafon.org.uk originhousing.org.uk Hanover (Scotland) Housing Tower Hamlets Homes C&C Association Phoenix Community Housing towerhamletshomes.org.uk candcgroupplc.com hanover.scot Association Trivallis Housing Association phoenixch.org.uk Cardiff Community Housing Havebury Housing Partnership trivallis.co.uk Association/Cymdeithas Tai havebury.com Queen’s Cross Housing Association Viridian Cymuned Caerdydd qcha.org.uk Hexagon Housing viridianhousing.org.uk ccha.org.uk hexagon.org.uk Radian Group Wolverhampton Homes Circle Housing Group radian.co.uk Home Group wolverhamptonhomes.org.uk circle.org.uk homegroup.org.uk Sanctuary Housing Your Homes Newcastle Coastal Housing Group sanctuary-housing.co.uk Isos Housing yhn.org.uk coastalhousing.co.uk isoshousing.co.uk Severnside Housing East Thames Group severnsidehousing.co.uk Kirklees Neighbourhood Housing east-thames.co.uk knh.org.uk Shepherds Bush Housing Group EMH Homes sbhg.co.uk L&Q emhhomes.org.uk lqgroup.org.uk First Choice Homes Oldham Lewisham Homes fcho.co.uk lewishamhomes.org.uk Fortis living fortisliving.com

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NUMBER OF TOP 100 EMPLOYERS INSURANCE FROM THIS SECTOR SECTOR OVERVIEW 2006 1 2012 1 2007 0 2013 1 The insurance industry has a global footprint that plays a vital role 2008 1 2014 1 in people’s security and allowing businesses to work as effectively as 2009 1 2015 1 possible. Graduates from all degree subjects are able to work in the sector 2010 1 2016 1 in a huge variety of roles, from sales to data analysis and beyond. 2011 1 Exciting, innovative things are happening in insurance with cross-sector network groups like Link and LinkUpNorth championing change across the UK, and looking to support employees outside London. 2016 INSURANCE While Aviva is still the only insurer in the Stonewall Top 100 Employers list, the number of insurers in the Diversity Champions programme is increasing TOP 100 EMPLOYERS rapidly. Watch this space! AVIVA 46

2016 INDEX FACTS insurance organisations entered the 2016 Workplace Equality 8 Index 80% of these organisations have an LGBT employee network group 40% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 80% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 80% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 81% receive from their manager of respondents would feel comfortable reporting bullying and 75% harassment to their employers on the grounds of sexual orientation or gender identity of staff felt their senior leaders demonstrate visible commitment 55% to LGBT equality WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

61 Insurance section supported by AIG PROUDEMPLOYERS.ORG.UK

INSURANCE: IN FOCUS

‘I don’t think many people grow up wanting to work in insurance – it’s not one of the professions that readily springs to mind. But that’s a real shame as it’s such an interesting and rewarding industry to work in. Most people don’t know much about the available roles and careers in insurance – they may think about the obvious ones such as underwriters, claims adjustors or risk assessors, but the range of jobs is vast. As well as those traditional, technical roles, the industry offers amazing career paths in areas like HR, technology, legal and finance. I’m a Finance Business Partner, which means I work directly with business units to support strategic and tactical priorities by delivering insight and guidance from a financial viewpoint. Before joining AIG, I worked at an insurance broker, heading up financial planning and analysis, and before that I worked in the same capacity in the banking sector. As a bisexual man, being out in the workplace was more difficult at my previous companies because I never felt the culture was accepting of difference. I was also coming to terms with my own sexuality so it wasn’t something I felt comfortable with. At AIG, I’ve been open about my sexuality since day one and that’s really helped me devote more time to my job and I’ve been open about my career rather than waste energy on pretending to be something I’m not. It’s also opened up an incredible network of people who I would not have sexuality since day one know, had I not been open about myself. and that’s really helped The insurance industry is growing and modernising rapidly and the good me devote more time to insurance companies realise that having a diverse workforce is the key to my job. being successful. AIG is showing real commitment to increasing the diversity of its staff. I’m part of the LGBT staff network, which works to support an inclusive culture for LGBT people and ensure that people feel they can be themselves without any detriment to their career. I am extremely proud of our Insurance Futures programme, which brings young LGBT people from universities to our offices for the day, demonstrating the type of careers that exist within insurance and what it means to be LGBT within our industry. We want to show that our industry can be a fantastic choice and your sexuality is no barrier to your career.’ – Malcolm Gregory ACMA CGMA, Global Property & Special Risks Business Partner

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INSURANCE: DIVERSITY CHAMPIONS

AIG LV= aig.com lv.com Aon Marsh aon.co.uk marsh.com Aviva QBE Insurance aviva.com QBEeurope.com AXA Insurance RSA Group axa.co.uk rsagroup.com Cardif Pinnacle Swinton Insurance cardifpinnacle.com swinton.co.uk Catlin Group Swiss Re catlin.com swissre.com Legal & General Group Zurich legalandgeneralgroup.com zurich.co.uk Lloyd’s of London lloyds.com

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NUMBER OF TOP 100 EMPLOYERS INVESTMENT FROM THIS SECTOR BANKING AND ASSET 2006 2 2012 1 2007 2 2013 1 2008 2 2014 1 MANAGEMENT 2009 1 2015 1 2010 1 2016 4 SECTOR OVERVIEW 2011 1

Investment banks have typically been late to adopt LGBT diversity and inclusion. Goldman Sachs has led the field as this sector’s Star Performer. 2016 INVESTMENT BANKING However, this year has been pivotal – Bank of America Merrill Lynch and AND ASSET MANAGEMENT Macquarie entered the Top 100 Employers list for the first time. They know that their industry is extremely competitive; their success depends on hiring TOP 100 EMPLOYERS only the brightest and best. J.P. MORGAN 41 Investment banking and asset management have traditionally lagged BANK OF AMERICA 90 behind retail banks in LGBT inclusion because their focus is business-to- MERRILL LYNCH business. Change is coming though; recent initiatives focus on empowering MACQUARIE 93 allies to stand up for LGBT colleagues. In typically male-dominated CITI 100 environments like the trading floor, this sends a strong signal to diverse staff or potential employees. Interbank and Trans*formation, the sector's network groups, are driving change. Trailblazing organisations' genuine commitment to LGBT diversity STAR PERFORMER and inclusion is a sign that others will soon follow suit. GOLDMAN SACHS

2016 INDEX FACTS investment banking and asset management organisations 42 entered the 2016 Workplace Equality Index 93% of these organisations have an LGBT employee network group 57% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 52% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 60% community events WHERE WHAT THEIR STAFF SAY ARE THE of respondents in the sector were satisfied with the support they 85% receive from their manager DIVERSITY of respondents would feel comfortable reporting bullying and CHAMPIONS 79% harassment to their employers on the grounds of sexual IN THIS orientation or gender identity SECTOR? of staff felt their senior leaders demonstrate visible commitment 60% to LGBT equality

N.B. The above statistics represent all banking and finance organisations 65 PROUDEMPLOYERS.ORG.UK

INVESTMENT BANKING AND ASSET MANAGEMENT: IN FOCUS

‘I joined the company on the graduate scheme back in 1997. Having succeeded in being offered a role, I then spent the summer before starting work travelling in Africa, latterly on a charity building project. After that, working in this sector was quite a shock, initially! After a series of placements in fixed income, equities and asset allocation, I was fortunate to be offered a role in the equities department – working for the UK Smaller Companies team. Most days, I would get to meet two to three companies and their chief executives to discuss their business strategy and performance, a real privilege and a challenge. I became the lead fund manager, and over time I saw many companies thrive and grow dramatically – but also quite a few move in the opposite direction! After 10 years in the role, I decided I wanted a change and moved within M&G to work on the Global Dividend fund, which – while also an equity fund – typically invests in the very largest international businesses. Despite being significantly larger businesses than those I had previously been following, the required skills of assessing a business’s quality and its valuation were very similar. This career is fascinating if you’re interested in why some companies I became the lead fund succeed and others fail, the impact that management can have on a manager, and over time I company – and general world events (since everything can have an saw many companies thrive impact on businesses). and grow dramatically. Our position as an organisation and industry is a highly privileged one, in that our clients trust us to manage and invest their money. To generate superior returns, we need to be original thinkers and be prepared to have different views to the general consensus. As a result, we look for people with a wide range of skills, backgrounds and approaches – and this is one of the reasons that M&G is such an open, welcoming place for LGBT employees.’ – Simon Bailey, Deputy Fund Manager, M&G Investments

66 STARTINGOUTGUIDE.ORG.UK INVESTMENT BANKING AND ASSET MANAGEMENT: DIVERSITY CHAMPIONS

Bank of America Merrill Lynch Goldman Sachs International Rothschild baml.com goldmansachs.com rothschild.com BlackRock J.P. Morgan Royal Bank of Canada blackrock.com jpmorgan.com rbc.com Commerzbank M&G Investments Societe Generale commerzbank.co.uk mandg.co.uk societegenerale.com Credit Suisse Macquarie Standard Chartered Bank credit-suisse.com macquarie.com sc.com Deutsche Bank Morgan Stanley State Street Corporation db.com morganstanley.com statestreet.com Fidelity International Nomura UBS Investment Bank fidelity.co.uk nomura.com ubs.com Franklin Templeton Investments Northern Trust franklintempleton.co.uk northerntrust.com

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NUMBER OF TOP 100 EMPLOYERS LEGAL FROM THIS SECTOR SECTOR OVERVIEW 2006 0 2012 7 2007 0 2013 8 The legal sector provides valuable advice and guidance to a range of 2008 1 2014 11 private and public sector organisations as well as individuals. Practice 2009 4 2015 11 areas include traditional areas such as tax, corporate, criminal, litigation 2010 4 2016 12 and finance, and niche fields such as media and shipping law. 2011 7 Working in the legal sector offers a wide range of opportunities. These range from fee-earning legal professions to support roles such as secretarial, IT support, HR, business development and project management. The sector boasts several active LGBT network groups and the high-profile 2016 LEGAL sector network InterLaw. TOP 100 EMPLOYERS With a Star Performer and 12 Top 100 Employers, the legal profession PINSENT MASONS 5 continues to be progressive and forward-thinking on LGBT issues. It leads LGBT inclusion in the private sector and offers considerable pro-bono (free) CLIFFORD CHANCE 9 work on LGBT matters. BAKER & MCKENZIE 11 FRESHFIELDS BRUCKHAUS 17 DERINGER 2016 INDEX FACTS NORTON ROSE FULBRIGHT 22 legal organisations entered the 2016 Workplace Equality HERBERT SMITH FREEHILLS 25 40 Index DWF 56 93% of these organisations have an LGBT employee network group HOGAN LOVELLS 57 REED SMITH 72 65% of these organisations have an allies programme CMS CAMERON MCKENNA 80 of these organisations have engaged in targeted initiatives with EVERSHEDS 86 63% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community DENTONS 97 of these organisations have supported staff to take part in LGBT 78% community events STAR PERFORMER WHAT THEIR STAFF SAY SIMMONS &SIMMONS of respondents in the sector were satisfied with the support they 89% receive from their manager of respondents would feel comfortable reporting bullying and 81% harassment to their employers on the grounds of sexual orientation or gender identity of staff felt their senior leaders demonstrate visible commitment 72% to LGBT equality WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

69 Legal section supported by Burges Salmon PROUDEMPLOYERS.ORG.UK

LEGAL: IN FOCUS

‘I’m a senior associate in Burges Salmon’s Real Estate team, having joined the firm on qualification in 2008. I am passionate about diversity and inclusion, and feel incredibly fortunate to be practising law in a firm that shares my values. Individuality is encouraged here and our teams consistently perform at their best as a result – one size definitely does not fit all. I am honoured to be a senior LGBT role model, encouraging and supporting others. I sit within our Diversity and Inclusion Group, dealing with all areas of diversity – from gender and sexual orientation to well-being and mental health. I am also a firm-wide ambassador, raising awareness of diversity issues, sharing knowledge and best practice, being a first port-of-call for any queries and feedback, and publicising local and national events. Burges Salmon is also an active member of various local and national LGBT initiatives, including being a founding member and promoter of a Bristol and South West lawyers’ group in which I take a leading role, inspiring other local organisations to do even more to promote inclusivity within their organisations.’ – Michael Bray, Senior Associate

‘Burges Salmon is the first employer at which I have felt comfortable enough to be myself and open about my sexuality. Since coming out here, I have been totally supported, accepted and respected by my colleagues and supervisors for being me. I am actively involved in our LGBT community and encouraged to do so – you don’t have to hide. To me, it’s important to work somewhere like Burges Salmon where you can be yourself.’

– Gavin Williams, Solicitor

‘I feel I can be (and I am) open with everyone, including Burges Salmon’s partners, about my sexuality and relationship status. Things like being able to say “my boyfriend” rather than “my partner” make a huge difference.’ – John Smith, Solicitor

‘As a member of the firm’s training team, I’m in front of everyone on a daily basis so it’s important to feel able to be myself without fear of prejudice or judgement. My sexuality has never been an obstacle in my career and Burges Salmon has always been 100 per cent supportive in helping me to develop and succeed in my role. There is a real sense of openness across the firm, where your skillset and ambition is recognised and rewarded, regardless of your sexual orientation or gender.’ – Richard Schollick, Learning Technology Specialist My sexuality has never been an obstacle in my career and Burges Salmon has always been 100 per cent supportive.

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LEGAL: DIVERSITY CHAMPIONS

5 Paper Buildings CMS Cameron McKenna K&L Gates Shepherd & Wedderburn 5pb.co.uk cms-cmck.com klgates.com shepwedd.co.uk Addleshaw Goddard DAC Beachcroft King & Wood Mallesons Simmons & Simmons addleshawgoddard.com dacbeachcroft.com kwm.com simmons-simmons.com Allen & Overy LLP Dentons UKMEA LLP Kingsley Napley LLP Slaughter and May allenovery.com dentons.com kingsleynapley.co.uk slaughterandmay.com Anderson Strathern DLA Piper UK LLP Kirkland & Ellis International LLP Solicitors Regulation Authority andersonstrathern.co.uk dlapiper.com kirkland.com sra.org.uk Arnold & Porter LLP DWF LLP Lester Aldridge LLP Squire Patton Boggs (UK) LLP arnoldporter.com dwf.co.uk lesteraldridge.com squirepattonboggs.com Ashurst Eversheds LLP Linklaters Stephenson Harwood Legal ashurst.com eversheds.com linklaters.com shlegal.com Baker & McKenzie Freeths Macfarlanes LLP Sullivan & Cromwell LLP bakermckenzie.com freeths.co.uk macfarlanes.com sullcrom.com Berwin Leighton Paisner Freshfields Bruckhaus Deringer Matrix Chambers Taylor Wessing blplaw.com freshfields.com matrixlaw.co.uk taylorwessing.com Bircham Dyson Bell LLP Gateley PLC Mayer Brown International LLP The Law Society bdb-law.co.uk gateleyplc.com mayerbrown.com lawsociety.org.uk Bird & Bird LLP Gowling WLG Mills & Reeve Thompsons Solicitors twobirds.com gowlingwlg.com mills-reeve.com thompsons.law.co.uk Blake Morgan LLP Hardwicke Nabarro Thursfields Solicitors blakemorgan.co.uk hardwicke.co.uk nabarro.com thursfields.co.uk Bolt Burdon Hempsons Norton Rose Fulbright LLP Travers Smith LLP boltburdon.co.uk hempsons.co.uk nortonrosefulbright.com traverssmith.com Boodle Hatfield Herbert Smith Freehills Olswang Trowers & Hamlins LLP boodlehatfield.com herbertsmithfreehills.com olswang.com trowers.com Bristows LLP Hill Dickinson Penningtons Manches LLP Weil, Gotshal & Manges bristows.com hilldickinson.com penningtons.co.uk weil.com Browne Jacobson LLP Hogan Lovells LLP Pinsent Masons White & Case LLP brownejacobson.com hoganlovells.com pinsentmasons.com whitecase.com Burges Salmon Holman Fenwick Willan LLP Reed Smith LLP Withers LLP burges-salmon.com hfw.com reedsmith.com withersworldwide.com Charles Russell Speechlys LLP Irwin Mitchell Solicitors Reynolds Porter Chamberlain LLP charlesrussellspeechlys.com irwinmitchell.com rpc.co.uk Cleary Gottlieb Steen & Hamilton Shearman & Sterling (London) LLP LLP shearman.com cgsh.com Clifford Chance LLP cliffordchance.com

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NUMBER OF TOP 100 EMPLOYERS LEISURE, ARTS FROM THIS SECTOR AND MEDIA 2006 3 2012 2 2007 4 2013 2 2008 3 2014 2 SECTOR OVERVIEW 2009 1 2015 1 2010 0 2016 1 This sector contains such diverse employers that it’s difficult to pin down a 2011 2 typical organisation or role. From galleries and visitor attractions to advertising, design agencies and broadcasters, this sector attracts people with a desire to use their creative skills. Although this sector has a limited presence in Stonewall’s Top 100 2016 LEISURE, Employers, we expect this to increase over the next few years. Many ARTS AND MEDIA Stonewall Diversity Champions in this exciting sector are making great TOP 100 EMPLOYERS strides on LGBT issues. They’re striving to support their LGBT staff and increase the representation of LGBT people in their work. CREATIVE SKILLSET 20 The thriving industry-wide LGBT network group, InterMedia, brings together professionals from over 200 organisations in this sector. In addition, the majority of large organisations in this sector have their own LGBT network group, providing support on how to be yourself in the workplace. This can make a real difference as you embark on your career.

2016 INDEX FACTS leisure, arts and media organisations entered the 2016 14 Workplace Equality Index 64% of these organisations have an LGBT employee network group 50% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 50% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 79% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 86% receive from their manager of respondents would feel comfortable reporting bullying and WHERE 86% harassment to their employers on the grounds of sexual ARE THE orientation or gender identity DIVERSITY of staff felt their senior leaders demonstrate visible commitment 66% CHAMPIONS to LGBT equality IN THIS N.B. The staff response represents media – there was not enough response from arts for analysis SECTOR?

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LEISURE, ARTS AND MEDIA: IN FOCUS

‘I’ve been working in the arts for almost three years as Diversity Manager at Tate. Before I started here I knew next to nothing about the visual arts, which made for a fairly steep but enjoyable learning curve. I spend a lot of time talking to staff, explaining the business case for diversity and inclusion, advising on best practice and delivering training. My role is strategically focused; I work closely with our Head of Organisational Development to help our culture become more inclusive, create accountability mechanisms and ensure that diversity and inclusion form an explicit priority in our business plan. Working at Tate, and NUS before this, has been a fantastic experience. I feel proud to have worked for two organisations that take D&I so seriously. There’s still lots to be done in terms of increasing the representation of people of colour, intersectional identities and social mobility, but there are a huge number of people fighting for improvements, and winning. Our LGBT* network has been pivotal in the creation of the Queer British Art exhibition (2017) at Tate Britain. It’s people like this that make my job possible. Some of them I am lucky enough to be able to call friends and collaborators. The benefit of working in The benefit of working in the arts is being surrounded by creative people who question norms and are excited by difference. The ability to be at the arts is being surrounded work wearing whatever makes me feel most comfortable, without the by creative people who restrictions of a “formal” dress code or gendered clothing norms, has question norms and are allowed me space to explore how I represent my identity. Working hours are flexible, we have strong trade union representation, well-consulted excited by difference. policies, and an incredibly competent and helpful HR team that is in tune with the experiences of LGBT* staff. Being openly queer has never consciously impacted on me here, although as an organisation and in the sector more widely we are specifically focusing on helping all our staff to understand and address unconscious bias, which has already had a big impact. The arts are famous for being liberal and welcoming to LGBT* staff, and my experience here has certainly reflected that. If you aren’t a curator, artist or conservator, which make up a small proportion of the staff teams in galleries, there are plenty of roles in IT and catering through to design, communications and retail. So whatever your understanding of art, there are great opportunities in the sector!’ – Emma Green, Diversity Manager, Tate

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Advertising Standards Authority Dentsu Aegis Network Net Natives Telegraph Media Group asa.org.uk dentsuaegisnetwork.com netnatives.com tmgacademy.co.uk Arts Council England Discovery Corporate Services Ofcom UBM artscouncil.org.uk Limited ofcom.org.uk ubm.com Arts Council of Wales/Cyngor corporate.discovery.com Ogilvy & Mather Group UK Viacom International Media Celfyddydau Cymru GroupM ogilvy.co.uk Networks artswales.org.uk groupm.com Omnicom careers.vimn.com BBC ITV omnicomgroup.com Wales Millennium Centre/Canolfan bbc.co.uk itv.com Pearson Mileniwm Cymru wmc.org.uk British Film Institute Live Nation pearson.com bfi.org.uk livenation.co.uk Royal Opera House Wiley wiley.com Channel 4 Television Museum of London roh.org.uk channel4.com museumoflondon.org.uk Sky WPP wpp.com Creative Scotland National Museum sky.com creativescotland.com Wales/Amgueddfa Cymru Tate Dennis Publishing museumwales.ac.uk tate.org.uk denniscareers.co.uk

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NUMBER OF TOP 100 EMPLOYERS LOCAL FROM THIS SECTOR GOVERNMENT 2006 21 2012 18 2007 24 2013 18 2008 20 2014 17 SECTOR OVERVIEW 2009 14 2015 15 2010 23 2016 15 Always well-represented in our Top 100 Employers, this sector includes 2011 23 city, county and borough councils – which all administer government locally. Large and complex, these organisations are responsible for the smooth running of civic life. This spans town planning and public transport to social 2016 LOCAL care, housing, education, and conducting civil partnerships and weddings. GOVERNMENT Councils are often major supporters of LGBT community events and TOP 100 EMPLOYERS support groups, providing vital services that otherwise wouldn’t exist. LEICESTERSHIRE COUNTY COUNCIL 7 As local authorities have responsibility for education, many work with 15 Stonewall’s Education Champions programme to equip teachers to NEWCASTLE CITY COUNCIL NORTHUMBERLAND COUNTY challenge homophobia, biphobia and transphobia. 25 COUNCIL Local government offers a huge variety of roles, from office-based to BIRMINGHAM CITY COUNCIL 28 frontline positions. Working in this sector is a great way to get involved LONDON BOROUGH OF TOWER 30 in issues affecting your area and serve your community. HAMLETS SHEFFIELD CITY COUNCIL 41 BURY COUNCIL 60 NOTTINGHAMSHIRE COUNTY 64 2016 INDEX FACTS COUNCIL local government organisations entered the 2016 Workplace RHONDDA CYNON TAFF 44 Equality Index COUNCIL/CYNGOR BWRDEISTREF =78 SIROL RHONDDA CYNON TAF of these organisations have an LGBT employee network group 82% SUFFOLK COUNTY COUNCIL =78 of these organisations have an allies programme SOUTHEND-ON-SEA COUNTY 36% 82 COUNCIL of these organisations have engaged in targeted initiatives with CARMARTHENSHIRE COUNTY 85 84% other organisations in their region or sector that have had a COUNCIL/CYNGOR SIR GÂR specific impact on LGBT people in the wider community MEDWAY COUNCIL 93 82% of these organisations have supported staff to take part in LGBT LONDON BOROUGH OF ISLINGTON 96 community events NOTTINGHAM CITY COUNCIL 97 WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 82% receive from their manager WHERE of respondents would feel comfortable reporting bullying and ARE THE 73% harassment to their employers on the grounds of sexual orientation or gender identity DIVERSITY of staff felt their senior leaders demonstrate visible commitment CHAMPIONS 50% to LGBT equality IN THIS SECTOR?

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LOCAL GOVERNMENT: IN FOCUS

‘I started volunteering for Rhondda Cynon Taf Council when I was 16 years old and have held various positions in the Youth Service since 2009. I’ve been in my current role as Entitlement Officer for two years. The main part of my job is to raise awareness of children’s and young people’s rights, inspect youth provisions and empower young people to take part in youth democracy. I also support equality and well-being work in secondary schools to involve peers in developing an inclusive school environment and tackle prejudice-based behaviour. I’m Co-chair of our LGBT+ staff network, Perthyn, and I work closely with our allies network. Perthyn is Welsh for “belonging”, which is exactly the message we want to share with our staff. The network is having great success with a travelling coffee morning that introduces both networks to staff in their own offices. It has also supported staff members to attend Pride Cymru for the last three years. My experience in local government has been extremely positive and my sexuality has never limited my opportunities within the organisation. I have been privileged to work with supportive managers and colleagues throughout my working life, who have all played in part in raising my I’ve been able to support confidence and spurring on my activism. young people struggling Over the last five years, I’ve spoken to over 1,000 young people, teachers to come to terms with and staff about homophobia, gender identity, stereotyping and prejudice- their sexuality. based behaviour, and I’ve been able to support young people struggling to come to terms with their sexuality. I’m confident that as this generation enters the workplace we will see more LGBT people who aren’t afraid to talk about their weekend plans or use their partners’ names openly during chats by the water machines. For me, working in local government means working with the public, for the public. I think local authorities have a duty to set a good example to the various communities they serve and the companies that operate within them. Rhondda Cynon Taf Council employs 12,500 people; if all of those people see the benefits of equality, diversity and inclusion, the message will hit home in every community. I owe the rights and protections I have to the generations of LGBT people who fought before me. My hope is that my work helps make life easier, better and happier for the next generation.’ – Martyn David, Entitlement Officer, Rhondda Cynon Taf Council

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Aberdeen City Council Fife Council London Borough of Harrow Royal Borough of Greenwich aberdeencity.gov.uk fifedirect.org.uk harrow.gov.uk royalgreenwich.gov.uk Argyll and Bute Council Flintshire County Council/Cyngor London Borough of Islington Sheffield City Council argyll-bute.gov.uk Sir y Fflint islington.gov.uk sheffield.gov.uk flintshire.gov.uk Basildon Borough Council London Borough of Southwark Southend-on-Sea Borough Council basildon.gov.uk Gloucestershire County Council southwark.gov.uk southend.gov.uk gloucestershire.gov.uk Birmingham City Council London Borough of Sutton Suffolk County Council birmingham.gov.uk Hampshire County Council sutton.gov.uk suffolk.gov.uk hants.gov.uk Borough of Poole London Borough of Tower Hamlets Sunderland City Council poole.gov.uk Hertfordshire County Council towerhamlets.gov.uk sunderland.gov.uk hertsdirect.org Bournemouth Borough Council Medway Council Swindon Borough Council bournemouth.gov.uk Highland Council medway.gov.uk swindon.gov.uk highland.gov.uk Bristol City Council Midlothian Council Thurrock Council bristol.gov.uk Hull City Council midlothian.gov.uk thurrock.gov.uk hullcc.gov.uk Buckinghamshire County Council Newcastle City Council Torfaen County Borough buckscc.gov.uk Leeds City Council newcastle.gov.uk Council/Cyngor Bwrdeistref Sirol leeds.gov.uk Torfaen Bury Council North Lanarkshire Council torfaen.gov.uk bury.gov.uk Leicester City Council northlanarkshire.gov.uk leicester.gov.uk Warwickshire County Council Calderdale Metropolitan Borough Northampton Borough Council warwickshire.gov.uk Council Leicestershire County Council northampton.gov.uk calderdale.gov.uk leics.gov.uk Welsh Local Government Nottingham City Council Association/Cymdeithas Carmarthenshire County London Borough of Bexley nottinghamcity.gov.uk Llywodraeth Leol Cymru Council/Cyngor Sir Gâr bexley.gov.uk Nottinghamshire County Council carmarthenshire.gov.uk wlga.gov.uk London Borough of Brent nottinghamshire.gov.uk West Lothian Council Cheshire West and Chester brent.gov.uk Perth & Kinross Council Council westlothian.gov.uk London Borough of Croydon pkc.gov.uk cheshirewestandchester.gov.uk West Sussex County Council croydon.gov.uk Rhondda Cynon Taff City of York Council westsussex.gov.uk London Borough of Hackney Council/Cyngor Bwrdeistref Sirol york.gov.uk hackney.gov.uk Rhondda Cynon Taf Derbyshire County Council London Borough of Haringey rctcbc.gov.uk derbyshire.gov.uk haringey.gov.uk Dorset County Council dorsetforyou.com

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NUMBER OF TOP 100 EMPLOYERS PROFESSIONAL FROM THIS SECTOR SERVICES 2006 0 2012 4 2007 5 2013 6 2008 6 2014 3 SECTOR OVERVIEW 2009 6 2015 2 2010 5 2016 2 The professional services sector provides specialist solutions and 2011 4 knowledge-based services to organisations. Career opportunities in this sector are varied and rewarding, including delivering expert guidance in tax advisory, accounting, restructuring and strategic consulting. This sector also includes IT consultants, recruitment agencies and facilities 2016 PROFESSIONAL management – industries that require strong relationships and reputations SERVICES to attract and retain clients. From FTSE 100 organisations to start-up TOP 100 EMPLOYERS enterprises, this sector offers opportunities to work for a varied client base. This means that you’ll be continually challenged as you collaborate PWC 11 to develop the business solutions of the future. KPMG 44 With two Stonewall Star Performers, the professional services sector has signalled its commitment to providing workplace cultures that are as inclusive as they are challenging. This could be the perfect opportunity for STAR PERFORMERS the first step in your career. ACCENTURE EY 2016 INDEX FACTS professional services organisations entered the 2016 13 Workplace Equality Index 92% of these organisations have an LGBT employee network group 85% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 38% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 77% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 89% receive from their manager of respondents would feel comfortable reporting bullying and WHERE 79% harassment to their employers on the grounds of sexual ARE THE orientation or gender identity DIVERSITY of staff felt their senior leaders demonstrate visible commitment 58% to LGBT equality CHAMPIONS IN THIS SECTOR?

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PROFESSIONAL SERVICES: IN FOCUS

EY is committed to building a better working world for our people, clients and communities. One example of this commitment is our longstanding support for the LGBT community and its allies, promoting diversity and inclusiveness in its wider sense. We also work with other organisations to help promote this. We're proud to be a Stonewall Star Performer, in recognition of our consistently high performance in Stonewall’s Top 100 Employers and are also proud of the success of others in our sector. Most recently, we launched internal support guidelines for gender identity, expression and transition, another step on our continuing journey. EY is also proud to have been the headline sponsor of National Student Pride since 2011, helping us to reach a wider audience and demonstrate that openly expressing your individual sexual orientation and gender identity shouldn’t be a barrier to success in today's working world. In the UK and Ireland, our LGBT and Allies network – Unity – was founded in 1995 and goes from strength to strength. Unity has been a driving force for change, educating and informing staff and leaders within our own business and across the wider business community. It’s clearly working – Unity boasts more than 450 members across the UK and Ireland and is regularly approached by clients looking for advice on their diversity strategies. Unity is also present in many other EY locations around the world, including the USA, Japan, Hong Kong, Canada, Australia, Taiwan, Singapore and Germany. Reflections from members of the Unity network:

‘At EY I have been comfortable and encouraged to be myself at work from day one. As Co-chair of our LGBT network in Scotland and Newcastle, I am passionate about ensuring all our new joiners have the same fantastic experience!’ – Cara, Director, Edinburgh EY consistently demonstrates that it is an ‘I started at EY two years ago. Within that time I have come out, attended inclusive place to work. a broad range of LGBT events and attended the Stonewall Young Leaders programme. EY is a firm that not just supports, but also invests in, LGBT talent.’ – Adam, Corporate Finance Analyst, Bristol

‘EY consistently demonstrates that it is an inclusive place to work, both in terms of policy and practice. Being a member of Unity has allowed me to grow my professional network and develop my goal to be a prominent advocate for the LGBT community. One of my proudest moments at EY has been contributing to our guidelines on gender identity, expression and transition. I feel proud and fortunate to work for such a progressive organisation.’ – Anjeli, Consultant, London

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PROFESSIONAL SERVICES: DIVERSITY CHAMPIONS

Accenture Compass Group KPMG PwC accenture.com compass-group.co.uk kpmg.co.uk pwc.com Adecco Deloitte Mazars RSM adecco.co.uk deloitte.co.uk mazars.co.uk rsmuk.com Alpha Financial Markets Empiric Mercer Sodexo Consulting empiric.com mercer.com sodexo.com alphafmc.com Equal Approach Mitie The SR Group Baringa Partners equalapproach.com mitie.com thesrgroup.com baringa.com EY Oliver Wyman The Sugarman Group BDO LLP ey.com oliverwyman.com sugarman.co.uk bdo.co.uk First Source Ombudsman Services Thomson Reuters Capco firstsource.com ombudsman-services.org students.thomsonreuters.com capco.com Health Assured PA Consulting Group Willis Towers Watson Capgemini healthassured.org paconsulting.com willistowerswatson.com uk.capgemini.com Insala Page Group Carmichael UK insala.com page.com carmichaeluk.com Institute of Chartered Accountants CBI in England and Wales cbi.org.uk icaew.com

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NUMBER OF TOP 100 EMPLOYERS PROPERTY, FROM THIS SECTOR ENGINEERING AND 2006 0 2012 0 2007 0 2013 0 2008 0 2014 0 CONSTRUCTION 2009 0 2015 0 2010 0 2016 0 SECTOR OVERVIEW 2011 0

Engineering alone employs around 5.4 million workers in Britain. Construction a further 2.93 million in 280,000 businesses. The property industry including property management, commercial and residential sales and lettings employs around 155,300 people. This hugely varied sector is dominated by small-to-medium-sized enterprises. However, a number of very large property, engineering and construction organisations employ thousands of people across the world. With a sector-wide skills shortage, there’s a growing emphasis on improving diversity and inclusion to attract the best talent. Stonewall is increasingly helping to change perceptions and practices in this sector, paving the way for fair and inclusive workplace cultures.

2016 INDEX FACTS property, engineering and construction organisations entered 8 the 2016 Workplace Equality Index 50% of these organisations have an LGBT employee network group 13% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 63% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 50% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 89% receive from their manager of respondents would feel comfortable reporting bullying and WHERE 79% harassment to their employers on the grounds of sexual ARE THE orientation or gender identity DIVERSITY of staff felt their senior leaders demonstrate visible commitment 52% CHAMPIONS to LGBT equality IN THIS SECTOR?

93 Property, engineering and construction section supported by Balfour Beatty PROUDEMPLOYERS.ORG.UK

PROPERTY, ENGINEERING AND CONSTRUCTION: IN FOCUS

The demand for skilled workers in our industry has never been higher and attracting a more diverse workforce is vital. We believe in creating an inclusive environment to attract people of all backgrounds, giving them the opportunities to progress their career. Our LGBT Affinity Network, sponsored by high-level leadership including our Group Chief Executive, Leo Quinn, aims to improve diversity in the company – making sure that Balfour Beatty is a great place to work for everybody. The network is co-chaired by Senior Planner Christina Riley, who has been working at the company for three years:

‘In 2014, after 20 years suppressing my gender identity, I transitioned from male to female because of support from the Balfour Beatty LGBT Network. The network changed my life and I am happy to say I am now my authentic self. Coming out at work also cured a lot of stress that had built up over the years, hiding who I really was from my friends, family, my children and work colleagues. Balfour Beatty was one of the first construction companies to enter the The benefits of being an Stonewall Workplace Equality Index. As an organisation, we pride LGBT graduate in the ourselves on creating an atmosphere where everybody can bring their construction sector are authentic selves to work. We actively share the message that sexual orientation and gender identity are not barriers to career success, and wide-ranging. as a result we are enabling colleagues to be happier in the workplace and perform to their full potential. Working in the construction sector, there are many opportunities for graduates of all backgrounds. The image of construction is changing across all disciplines. From construction management to quantity surveying, engineering to design management, there are courses that apply to all areas of construction and infrastructure. This change in image reflects our graduate intake, which in turn reflects the diverse world we live and work in. The benefits of being an LGBT graduate in the construction sector are wide-ranging. Being myself at work has set me free to be more dynamic in my chosen career. It has opened doors and opportunities for me that I could never have imagined, allowing me to be more focused at work, more creative and also help to develop others.' – Christina Riley, Senior Planner

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Amec Foster Wheeler BNP Paribas, Real Estate Cushman & Wakefield Savills amecfw.com realestate.bnpparibas.co.uk cushmanwakefield.com savills.co.uk Arcadis BuroHappold Engineering Gerald Eve LLP The British Land Company arcadis.com burohappold.com geraldeve.com britishland.com Arup BW Workplace Experts JLL The Crown Estate arup.com wearebw.com jll.co.uk thecrownestate.co.uk Atkins Carillion Knight Frank LLP Turley atkinsglobal.com carillionplc.com knightfrank.co.uk turley.co.uk Balfour Beatty CBRE Lendlease Unite Group balfourbeatty.com cbre.co.uk lendlease.com unite-group.co.uk Bilfinger GVA CITB Mott MacDonald WSP | Parsons Brinckerhoff gva.co.uk citb.co.uk mottmac.com wsp-pb.co.uk

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NUMBER OF TOP 100 EMPLOYERS SPORT FROM THIS SECTOR SECTOR OVERVIEW 2006 0 2012 0 2007 0 2013 0 Sport plays an important role in the UK, and this sector employs thousands 2008 0 2014 0 around the country. The sector comprises varied organisations – from 2009 0 2015 0 national governing bodies to individual clubs competing for honours at 2010 0 2016 0 home and abroad. 2011 0 Careers in sport are just as varied – there’s a wealth of potential roles, not just in the pool or on the pitch. These include finance, marketing, community relations, administration and IT. Despite the image, working in HR at a major football club has more in common with HR roles at international banks than coaching. While there isn’t a sector-wide LGBT network, many workplaces have their own or cooperate with other organisations on LGBT issues. There’s also an increasing number of roles focused on equality and diversity in sport. Athletes and administrators continue to come out and act as high- profile role models as our sporting culture changes for the better.

There are no statistics available for this sector.

WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

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SPORT: IN FOCUS

‘I work for the ASA (Amateur Swimming Association). The ASA is the English national governing body for swimming, diving, water polo, synchronised swimming and open water swimming. Our mission is to create a happier, healthier and more successful nation through swimming. I am a Health and Wellbeing Manager and I lead nationally on inclusion in participation, a job that ties extremely well with my personal experience and passions as an openly gay man. My sexual orientation has always been a tiny part of who I am, minuscule in comparison to how important sport is in my life. I only started to merge the two very recently, which my job has undoubtedly supported. My life outside of swimming tends to revolve around hockey; I lead the European Youth Hockey panel, I’m an international umpire, and this year I am the Men’s 1XI Captain for the London Royals Hockey Club, the UK’s largest LGBT hockey club. I could not be prouder to take on that role as we enter our second season in the league. Being able to be out at work, particularly in a role like mine, is a huge benefit. It’s my job to open the floodgates to swimming for so many others, and being a part of one of those minority groups means that I can relate Being able to be out at much more. I absolutely adore what I do; I have seen the happiness that work, particularly in a sport can provide to so many people, and it is my job to ensure that swimming can do that for everyone. role like mine, is a huge benefit. The ASA is an incredibly open and welcoming place to work. We work hard to drive change in traditional swimming participation and we want to reflect that in our workforce too. I love the people I work with, and have never felt more comfortable being myself in a professional environment. However, it is vital that we and other sport governing bodies continue to work with our facility providers, clubs and athletes to help them demonstrate their commitment to addressing homophobia, biphobia and transphobia in sport. We need to work with real-life role models to lead the way for LGBT+ people, reassuring them that it is OK to play sport, whatever your sexual orientation or gender identity.’ – Jamie Hooper, Health and Wellbeing Manager, Amateur Swimming Association

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Amateur Swimming Association The Football Association of swimming.org Wales/Welsh Football Trust Sport England faw.org.uk sportengland.org UK Sport Sport Scotland uksport.gov.uk sportscotland.org.uk Youth Sport Trust Sport Wales youthsporttrust.org sportwales.org.uk

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NUMBER OF TECHNOLOGY TOP 100 EMPLOYERS FROM THIS SECTOR SECTOR OVERVIEW 2006 0 2012 0 2007 0 2013 0 As one of the fastest growing and evolving sectors, it is little wonder that 2008 0 2014 1 technology appeals to so many first-time jobseekers. As the sector grows, 2009 0 2015 1 so do its products, services, opportunities and roles. 2010 0 2016 1 The value of a diverse and inclusive workforce is widely recognised 2011 0 throughout the sector. Many firms are making great progress in their work on sexual orientation and gender identity. IBM is a Stonewall Star Performer and works on pioneering initiatives that will define future best practice. Fujitsu debuted in our Top 100 Employers in 2016 and is renowned 2016 TECHNOLOGY for its work in all areas of diversity. TOP 100 EMPLOYERS Technology companies are increasingly visible at Pride events across the FUJITSU 100 UK and the world, signalling their commitment to LGBT equality. The cross- industry LGBT network, InterTech, enables networking and arranges events to improve knowledge and practice on LGBT issues. STAR PERFORMER 2016 INDEX FACTS IBM technology organisations entered the 2016 Workplace Equality 8 Index 88% of these organisations have an LGBT employee network group 50% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 13% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 63% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 89% receive from their manager of respondents would feel comfortable reporting bullying and 81% harassment to their employers on the grounds of sexual orientation or gender identity of staff felt their senior leaders demonstrate visible commitment 78% to LGBT equality WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

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‘I’d been working as a business analyst and project manager for 17 years when I joined ThoughtWorks three months ago. I come from a research science background, with experience across multiple sectors working as the liaison between technology teams and the end customer. I’m always in front of the client and the team, getting everyone to think in new ways about what will solve the issues their users face. The most interesting part is getting clients to see beyond what they think is possible, and finding out what will bring them and their users the most value. I’ve been out as non-binary genderqueer for over 10 years and was out as LGBTQ+ for many years before that. While I use “she” or “they” as pronouns, I use a gender non-specific name. Being out as non-binary means being visibly outside the mainstream and bringing diversity to people’s attention. When I joined ThoughtWorks, their systems gave me a place to show my gender identity but there was no way to say which pronouns I preferred. As it’s a technology company with an open mind and an inclusive attitude, this was resolved within six weeks. Now, 3,600 people globally can make their preferred pronouns visible to anyone wanting to contact them. I’ve made friends with colleagues worldwide over this and other changes we’re making to cater for anyone outside the gender binary. Being out as non-binary We’re also starting to promote gender diversity beyond the binary across means being visibly all regions, via internal talks and wider discussions. outside the mainstream While there aren’t many non-binary genderqueer people in technology, and and bringing diversity to we’re especially rare over the age of 45, it’s great to be in a company that works hard to ensure it’s inclusive. ThoughtWorks gives me opportunities to people’s attention. contribute to the wider team’s understanding of the diversity of experience of LGBTQ+ people, by running a series of talks as part of the LGBTQ+ internal group – bringing queer theory into the technology space. Although I’m different and talk about queer theory and the gender binary, at the end of the day I’m just a member of the project team, discussing my partner of 10 years, and talking about why we’ll never marry as others discuss their wedding plans or dating failures. Everyone is the same on the team – as ThoughtWorks is a flat organisation, we all have the space to share our opinions and our experience.’ – Dr J Harrison, Lead Business Analyst, ThoughtWorks

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Airwave Fujitsu Oracle airwavesolutions.co.uk fujitsu.com oracle.com Amazon Google Rackspace amazon.com google.co.uk rackspace.co.uk Atos HEG Salesforce uk.atos.net heg.com salesforce.com Avanade IBM SAP avanade.com ibm.com sap.com CA Technologies LexisNexis UK ThoughtWorks ca.com lexisnexis.co.uk thoughtworks.com Dell Microsoft Uber dell.co.uk microsoft.com uber.com Ebay National Physical Laboratory Virgin Media ebay.co.uk npl.co.uk virginmedia.com

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NUMBER OF TOP 100 EMPLOYERS THIRD SECTOR FROM THIS SECTOR SECTOR OVERVIEW 2006 5 2012 5 2007 4 2013 3 The third sector often attracts people who have an interest in improving the 2008 6 2014 5 lives of others and supporting their communities. Here, you’ll find a range of 2009 4 2015 5 charities – from non-governmental organisations and lobbying groups to 2010 4 2016 4 support services and campaigning charities like Stonewall. 2011 4 Although employers in this sector are not-for-profit, they’re still professional organisations that expect to hire talented and dedicated employees. Third sector Stonewall Diversity Champions appreciate how a diverse workforce strengthens their talent and the effectiveness of their campaigns 2016 THIRD SECTOR and services. Many conduct research into the LGBT communities they TOP 100 EMPLOYERS serve and ensure that their services reflect and embrace people’s diverse VICTIM SUPPORT CYMRU 13 identities. TOUCHSTONE 50 ST MUNGO’S 72 2016 INDEX FACTS BARNARDO’S 86 third sector organisations entered the 2016 Workplace Equality 13 Index 62% of these organisations have an LGBT employee network group 38% of these organisations have an allies programme of these organisations have engaged in targeted initiatives with 77% other organisations in their region or sector that have had a specific impact on LGBT people in the wider community of these organisations have supported staff to take part in LGBT 62% community events WHAT THEIR STAFF SAY of respondents in the sector were satisfied with the support they 90% receive from their manager of respondents would feel comfortable reporting bullying and 86% harassment to their employers on the grounds of sexual orientation or gender identity of staff felt their senior leaders demonstrate visible commitment 70% to LGBT equality WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

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‘Starting as CEO of Touchstone in 2004, I was really proud of our diversity. With over 70 per cent of staff and service users from around the globe, I was satisfied – smug even – that we were a truly representative and fair organisation. However, by 2010 I had begun to feel less certain; with only one out member of staff from amongst over 80 colleagues, it began to dawn on me that we had a big problem. This issue was personal too; as the mother of two openly gay children, I had to acknowledge that Touchstone was probably not a safe place to work for my kids, or anyone else’s! With Stonewall’s support, Touchstone has become more open and fair, ranking 19 in the Stonewall Top 100 LGBT inclusive employers 2015 and 50 in 2016. I was also named Senior Champion of the Year 2015 – my proudest moment, especially as my children were proud of me too. Touchstone is still on it’s journey to achieve justice and equality but we have travelled some distance in that quest. Our progress is proof that anyone can bring about real cultural change within an organisation if they really want to. Although change starts with leadership from the top, it succeeds through leadership from all.’ – Alison Lowe, CEO

‘I’m a Service Manager for Touchstone in Kirklees, where I lead the delivery of mental health-specific advocacy services for people in hospital and in the community. The role is varied, often challenging and always rewarding. At one end of the spectrum, we see people during their darkest times, then we see them celebrating the achievement of long-held goals and aspirations. We stand alongside people and give them whatever tools they need to speak up, get themselves heard and start to make positive change happen. It’s an amazingly inspiring environment to be in, and it’s really important to me that I can feel completely at ease just being myself. The third sector feels like a Touchstone gets the best out of me every day because all my energies are channelled into the job and the service users. The third sector feels very special place to me; like a very special place to me; here you’ll find people with proper lived here you’ll find people with experience who want to turn that into opportunities to improve the lives proper lived experience. of others. We’re limited on time and budgets so we have to be really innovative and pragmatic – sharing a laugh and a smile also helps us along the way.’ – Jane Mackay, Kirklees Advocacy Manager

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Action for Children Community Links Royal National Lifeboat Institution St. Anne’s Community Services actionforchildren.org.uk commlinks.co.uk rnli.org st-annes.org.uk Age UK Cheshire, Cheshire East English Heritage Royal Trinity Hospice Swanswell and Wirral english-heritage.org.uk royaltrinityhospice.london swanswell.org ageuk.org.uk/cheshireeast Evolve Housing + Support Shelter Cymru Teach First Barnardo’s evolvehousing.org.uk sheltercymru.org.uk teachfirst.org.uk barnardos.org.uk Joseph Rowntree Foundation SSAFA Touchstone BIG Lottery Fund jrf.org.uk ssafa.org.uk touchstonesupport.org.uk biglotteryfund.org.uk Macmillan St Christopher’s Hospice Victim Support Cymru Centrepoint macmillan.org.uk stchristophers.org.uk victimsupport.org.uk centrepoint.org.uk NSPCC St Mungo’s Wellcome Trust Change, Grow, Live nspcc.org.uk mungos.org wellcome.ac.uk changegrowlive.org P3 Citizens Advice p3charity.org citizensadvice.org.uk

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NUMBER OF TOP 100 EMPLOYERS TRAVEL, TRANSPORT FROM THIS SECTOR AND TOURISM 2006 2 2012 1 2007 2 2013 0 2008 1 2014 1 SECTOR OVERVIEW 2009 1 2015 0 2010 1 2016 0 This sector wants to recruit the best and most diverse talent available; from 2011 1 cabin crew to bus drivers, rail engineers to HQ staff. The UK’s best-known travel, transport and tourism organisations are stepping up their LGBT inclusion and encouraging others to do the same. Leading by example, each of the employers in this section is on its way to becoming LGBT inclusive. Most have strong equality and diversity policies, and others directly and regularly engage with all staff on LGBT issues. Stonewall is working to develop LGBT inclusive cultures in Diversity Champion organisations and also for the millions of people they serve. We hope that more businesses from this industry follow suit, reflecting best practice and offering LGBT people supportive, inclusive places to work.

There are no statistics available for this sector.

WHERE ARE THE DIVERSITY CHAMPIONS IN THIS SECTOR?

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‘Since I transitioned in 2014, following the introduction of the Equality Act, British Airways has gone above and beyond the law to make me feel welcome and accepted, and I genuinely believe they are proud to employ me. From visiting schools as their most senior female pilot and as a role model, to my success in the Rainbow List being celebrated by various members of the team, it is fantastic to know that the organisation really embraces all of its members of staff. And we really do perform better because British Airways enables us to be ourselves. I’ve been a pilot for 44 years now, and while I’m nearing the end of my career, I will leave knowing that diversity and inclusion have come an extremely long way in this sector. I would absolutely encourage all interested applicants to think about a career move to British Airways, not just because of its popularity as a brand, but also too because of its core values and respect for all staff and customers.’ – Catherine Burton, Captain, British Airways I will leave knowing that diversity and inclusion have come an extremely long way in this sector.

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Addison Lee Heathrow Airport Thomas Cook Airlines addisonlee.com heathrow.com thomascook.com Andaz Hotels MTR Crossrail Transport for London andaz.hyatt.com mtrcrossrail.co.uk tfl.gov.uk British Airways Network Rail Wyndham Worldwide ba.com networkrail.co.uk wyndhamworldwide.com Eurostar eurostar.com

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THE LGBT CAREERS GUIDE

Stonewall Email: [email protected] Web: stonewall.org.uk Charity No. 1101255

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The greatest care has been taken in compiling this guide; however, no responsibility can be accepted by Stonewall for the accuracy of the information presented. Where opinion is expressed it is that of the author or advertiser and does not necessarily coincide with the views of Stonewall.

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