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Starting out 16-17, Full Proof 2 New.Cdr THE LGBT CAREERS GUIDE Supported by 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.
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