Stonewall Top 100 Employers 2012

The Workplace Equality Index Why wouldn’t I want to add more value from at least seven per cent of my colleagues? If all I have to do is to make sure they’re treated with dignity and respect and allowed to be themselves, which isn’t a lot to ask in this world, it’s not a complicated conclusion to reach. And the loyalty that comes with it is immeasurable. You get more from your staff, it’s totally free and it’s given with good will.

Bill Payne Former Chief Executive Metropolitan Housing Partnership Stonewall Top 100 Employers 2012

Welcome to Stonewall’s Top 100 In a labour market when competition for talent is stronger than ever between employers, the organisations featured in Employers 2012, our eighth annual our guide have recognised the importance of fostering working guide to Britain’s most gay-friendly environments in which lesbian, gay and bisexual people can truly be themselves. This commitment is critical to building employers. We are delighted to a progressive and forward-thinking brand – and a place in the Stonewall Top 100 Employers is the standard against which showcase the great progress being this commitment can be judged. made in so many workplaces Submissions to the Index have been tested against new and towards full equality for Britain’s tougher criteria this year, which makes the accomplishments of the Top 100 Employers featured here even more impressive. 1.7 million lesbian, gay and Participating in the Index is a signal to staff, customers and bisexual employees. services users of your commitment to equality and we’re proud to showcase these achievements.

At Stonewall, we have a vision of a Britain in which every lesbian, gay and bisexual person can fulfil every drop of their potential. By seeking to recruit, develop and retain the very best talent regardless of sexual orientation, the employers in this guide are helping make this vision a reality.

Congratulations to all of the employers in the 2012 Top 100. If your organisation isn’t featured, it may be time to ask why.

Ben Summerskill Chief Executive

Stonewall Top 100 Employers 2012 1 Stonewall Top 100 Employers 2012

Britain’s 1.7 million lesbian, gay This year 363 employers entered the Index, collectively employing more than 1.9 million people. The 100 entrants and bisexual (LGB) employees with the highest scores – those doing most to create a safe have been legally protected from and inclusive environment for their employees, customers, service users and stakeholders – are listed on pages 4 and 5. discrimination and harassment Stonewall has been working with Britain’s leading employers at work for less than a decade. for gay staff as part of our Diversity Champions programme Following the introduction of since 2001, and the Index is actively marketed to the programme’s 600 members. Ninety-eight of the Top 100 these landmark protections, LGB Employers listed in this booklet are members of the Diversity Champions programme and we are delighted to recognise people are increasingly choosing the continuing progress of organisations striving to achieve to take their skills, energy and the full potential of all their staff. talent to workplaces where they Distribution of scores, 2012 The Workplace Equality Index is marked out of a total of 200 are more than just ‘tolerated’. points. Each section of the Index is weighted for its impact on organisational culture. This year, scores ranged between Even in a tough economic climate, the best employers know 9 and 185 and a score of 130 was needed to reach the Top 100. that they must unlock the full potential of all their employees The average score for employers in the Top 100 was 152 points to thrive. Groundbreaking Stonewall research has shown that and the average score of all submissions was 98 points. LGB people who can be open about their sexual orientation at work are more productive, creative and loyal. That’s why many of Britain’s most successful businesses and public service providers are taking action to help their gay employees bring their whole selves to work and perform at their best.

Stonewall’s Top 100 Employers is the definitive list of Britain’s gay-friendly employers, compiled from submissions to the annual Workplace Equality Index. It assesses employers’ performance in areas from tackling anti-gay bullying and harassment to supporting the career development of LGB employees and the presence of senior role models for them.

With more challenging, in-depth criteria and greater weighting given to the first-hand experiences and attitudes of LGB employees, the Workplace Equality Index 2012 is the most authoritative review of LGB inclusion in Britain’s workplaces ever undertaken. This year, the top ranking employers are those who have demonstrated that their work has significantly improved their LGB employees’ experiences.

Range of scores 2012

200 Entry point 180 to the Top 100 160 140 120 100 80 60 40 20 0 350 300 250 200 150 100 50 1

Rank

2 Stonewall Top 100 Employers 2012 Methodology

The Stonewall Top 100 Employers Global criteria For 2012, Stonewall set additional criteria for global employers, is compiled from submissions to to recognise worldwide support for LGB equality. the Workplace Equality Index. The criteria cover topics that range from global non-discrimination Now in its eighth year, the Index policy to worldwide partner benefits and relocation support. Nineteen submissions to the global criteria were made and these is a benchmarking tool for were assessed and ranked alongside the entrant’s scores in the employers to measure their efforts main Workplace Equality Index. to create inclusive workplaces for For further information on the global criteria and case studies lesbian, gay and bisexual (LGB) please visit www.stonewall.org.uk/at_work/wei. employees. Assessment Employers submit written responses to the criteria set by Stonewall, accompanied by supporting evidence. Stonewall Entrance then assesses and awards them marks out of a maximum of The Index is free to enter for any British employer. Most entrants 200 points. Where supporting evidence is not provided, credit are members of Stonewall’s best practice employers’ programme, cannot be awarded. To guarantee rigour in compiling the Top Diversity Champions. As well as demonstrating a commitment 100 Employers, every employer is assessed twice – first by to LGB equality, membership of the programme gives employers Stonewall’s Workplace Team, and second by our policy experts. access to tailored advice, support and benchmarking data to help them progress towards full equality for gay staff. Finally, to ensure full scrutiny of the submission, a range of employers are selected at random for a face-to-face Criteria consultation with an external consultant selected for their Submissions to the Index are assessed against 25 questions workplace expertise. across eight areas of good practice: – employee policy Staff feedback survey – employee engagement To supplement evidence submitted by employers, Stonewall – staff training and development seeks feedback directly from the LGB staff of entrants to the – monitoring Workplace Equality Index. The results of this survey are worth – supplier policy five per cent of the total available marks, a five-fold increase – LGB community engagement since the introduction of the staff survey in 2009. – the ‘pink plateau’ – additional evidence. The survey asks nine short questions covering key indicators of LGB-inclusive workplace culture, including: The full criteria, along with case studies from Britain’s top – whether they are open about their sexual orientation gay-friendly employers, are explored in depth on pages 12 to 23. with colleagues – confidence reporting anti-gay bullying Revision for 2012 – having well-informed straight/heterosexual colleagues For 2012, the Workplace Equality Index criteria were fully revised – support from line and senior managers and updated. Stonewall updates the Index criteria every three – having visible role models in the workplace. years to reflect evolving good practice and legislation, such as the provisions of the Equality Act 2010. Changes to the Index In 2012, more than 7,500 individual LGB employees of Index criteria for 2012 seek to: entrants completed the survey. Their responses were collated – challenge both high performing organisations and those and analysed by Stonewall and fed directly into the marking just beginning to tackle workplace discrimination and overall assessment of the Index. – focus on the outcomes of diversity initiatives, not just policies – address inequality within the LGB population and establish how employers support gay men, lesbians and bisexual people as distinct groups – reward sector-specific innovation.

Stonewall Top 100 Employers 2012 3 Britain’s Top 100 Employers for LGB Staff The following are the Stonewall Top 100 Employers in Britain for lesbian, gay and bisexual people in 2012. These organisations have scored the highest on both Stonewall’s 25-question Workplace Equality Index, and have been able to demonstrate their best practice with supplementary evidence.

1 Ernst & Young 14 Hampshire Constabulary 2 Home Office 15 Brighton & Hove City Council 3 Barclays 16 Environment Agency for 4 Sussex Partnership NHS England and Wales Foundation Trust 16 London Borough of Tower 5 Metropolitan Housing Hamlets Partnership 18 Lloyds Banking Group 6 Goldman Sachs 19 Baker & McKenzie LLP 7 Accenture 20 National Assembly for Wales 8 IBM 21 East Sussex County Council 9 Gentoo 21 University of Salford 10 Simmons & Simmons 23 Leicestershire County Council 11 The Co-operative 23 South Wales Police 11 University of Cambridge 25 British Transport Police 13 Nottinghamshire Healthcare NHS Trust

4 Stonewall Top 100 Employers 2012 26 Derby City Council 62 The Security Service (MI5) 27 Department for Work and Pensions 65 Barts and The London NHS Trust and 27 ITV plc Tower Hamlets Community Health Services 27 Southend-on-Sea Borough Council 65 South Essex Homes 30 London Borough of Islington 67 Clydesdale Bank 30 Merseyside Police 67 Skillset Sector Skills Council 30 North Wales Police 67 Warwickshire County Council 33 Genesis Housing Association 67 Your Homes Newcastle 33 Irwin Mitchell LLP 71 Crown Office and Procurator Fiscal Service 33 Nacro 71 Kent Community Health NHS Trust 33 Transport for London 73 Eversheds LLP 37 Citizens Advice 73 Hertfordshire Partnership NHS Foundation Trust 37 Leeds City Council 75 Arts Council England 39 Birmingham City Council 75 Dyfed Powys Police 39 St Mungo’s 77 Manchester City Council 41 Bristol City Council 77 Royal Navy 41 Core Assets Group 77 University of the West of England 41 National Audit Office 80 Herbert Smith LLP 41 Pinsent Masons LLP 80 London Borough of Hackney 45 Crown Prosecution Service for 82 Gwent Police England and Wales 83 Berneslai Homes 45 Morgan Stanley 83 J.P. Morgan 45 Royal Bank of Scotland Group 83 Sheffield City Council 45 Victim Support 83 University College London 49 Cardiff University 87 Department of Energy and Climate Change 49 Kent Police 87 Devon & Cornwall Police 49 Suffolk Constabulary 87 Liverpool Community Health NHS Trust 49 West Mercia Constabulary 90 Plus Dane Group 53 Department of Health 90 The Scottish Government 53 Newham College of Further Education 92 London Borough of Waltham Forest 53 Rugby Football League 92 National Offender Management Service 56 Cardiff County Council 94 Barnardo’s 56 Liverpool John Moores University 94 London Ambulance Service NHS Trust 56 Office for National Statistics 94 Scottish Prison Service 56 Royal Air Force 94 West Sussex County Council 60 Hertfordshire County Council 98 Aviva 60 Tyne and Wear Fire and Rescue Service 98 Procter & Gamble 62 American Express 100 PricewaterhouseCoopers 62 Hogan Lovells

Stonewall Top 100 Employers 2012 5 Top Employers by Sector The Stonewall Top 100 Employers 2012 showcases employers from a broad range of industries. In 2012 the top performing sector is professional services, with an average point score of 136 out of a possible 200 points. The joint lowest-performing sectors are education and leisure, art and media, with an average point score of 88.

Index sector averages 2012 (score out of 200)

160

140

120

100

80

60

40

20

0 Professional Police Banking & Local Government Fire & Housing Third Sector Health & Legal Leisure, Arts Education Services Finance Government Rescue Social Care & Media

Top 10 Private and Public Employers Top 10 Private Sector Employers Top 10 Public Sector Employers

1 Ernst & Young 1 Home Office 2 Barclays 2 Sussex Partnership NHS Foundation Trust 3 Goldman Sachs 3 Metropolitan Housing Partnership 4 Accenture 4 Gentoo Group 5 IBM 5 University of Cambridge 6 Simmons & Simmons 6 Nottinghamshire Healthcare NHS Trust 7 The Co-operative 7 Hampshire Constabulary 8 Lloyds Banking Group 8 Brighton & Hove City Council 9 Baker & McKenzie LLP 9 Environment Agency for England and Wales 10 ITV plc 10 London Borough of Tower Hamlets

6 Stonewall Top 100 Employers 2012 Sector High Fives Government Banking and Finance

1 Home Office 1 Barclays 2 Environment Agency for England and Wales 2 Goldman Sachs 3 National Assembly for Wales 3 Lloyds Banking Group 4 Department for Work and Pensions 4 Morgan Stanley 5 National Audit Office 4 Royal Bank of Scotland Group

Law Firms Third Sector

1 Simmons & Simmons 1 Nacro 2 Baker & McKenzie LLP 2 Citizens Advice 3 Irwin Mitchell LLP 3 St Mungo’s 4 Pinsent Masons 4 Victim Support 5 Hogan Lovells 5 Barnardo’s

Police Local Government

1 Hampshire Constabulary 1 Brighton & Hove City Council 2 South Wales Police 2 London Borough of Tower Hamlets 3 British Transport Police 3 East Sussex County Council 4 Merseyside Police 4 Leicestershire County Council 4 North Wales Police 5 Derby City Council

Education Health

1 University of Cambridge 1 Sussex Partnership NHS Foundation Trust 2 University of Salford 2 Nottinghamshire Healthcare NHS Trust 3 Cardiff University 3 Barts and The London NHS Trust and 4 Newham College of Further Education Tower Hamlets Community Health Services 5 Liverpool John Moores University 4 Kent Community Health NHS Trust 5 Hertfordshire Partnership NHS Foundation Trust

High Five Global Employers These organisations scored Global Employers highest in our additional criteria 1 Ernst and Young 2 IBM for global employers 3 Goldman Sachs 4 Accenture 5 Simmons & Simmons

Stonewall Top 100 Employers 2012 7 Award Winners 2012 Employer of the Year Ernst & Young

Ernst & Young (EY) is Stonewall’s Employer of the Year 2012. EY achieved the highest score of any submission to the Workplace To say we are thrilled and proud Equality Index, including direct feedback from their lesbian, gay to be named Stonewall’s Employer and bisexual (LGB) staff. of the Year 2012 is truly an One of the largest professional services firms in the world, EY put diversity and inclusiveness at the heart of everything they do. For understatement. We believe that 2011, one of their six global priorities was to ‘lead in diversity and a strong commitment to diversity inclusiveness’. From employee policy to diversity training, and from monitoring and evaluation to community engagement, EY is able and inclusiveness is not only to demonstrate inspiring leadership in all areas of LGB-related diversity practice. important for our people, but is also a business imperative in what Responsibility for delivering a culture in which all people can excel at EY is driven at a senior level. On the UK & Ireland Leadership is an increasingly competitive and Team, Liz Bingham is the Managing Partner for People, defining and delivering EY’s People Strategy. Liz is an openly gay woman interconnected world. and a member of EYGLES, the Ernst & Young employee network for lesbian, gay, bisexual and transgender staff. Liz Bingham Managing Partner for People This year EYGLES has grown to more than 200 members. During UK & Ireland 2011 the network focused on a range of initiatives including: – targeted LGB recruitment events, such as the Diversity Careers Show and EY’s sponsorship of National Student Pride to help attract the right calibre of people and reinforce EY’s brand as an employer of choice for LGB people – developing LGB-specific leadership development programmes – implementing a programme of engagement with clients around sexual orientation as a workplace issue – educating the workforce through raising awareness around the LGB agenda, by holding workshops for partners to advance their understanding of the workplace experiences of LGB staff.

EY’s 2011 Global People Survey showed that 92 per cent of the firm’s LGB employees agree that the firm has created an inclusive environment where people with diverse backgrounds and experiences can succeed – a powerful endorsement of its ongoing commitment to diversity and inclusiveness.

Quick Facts Number of UK employees: Over 9,000 Sector: Professional services Location: 21 offices UK wide Diversity Champion since: 2006

8 Stonewall Top 100 Employers 2012 Individual Champion of the Year Bill Payne, Metropolitan Housing

Senior leaders can have a transformative effect on the culture of an organisation and the workplace experience of staff, both It’s my job as a leader to stand gay and straight. Strong and effective senior champions act as up and say what matters. It’s a visible indicators of an organisation’s commitment to tackling LGB equality. privilege to have been part of

Over a four-year period (up to January 2012) as CEO of an organisation that has enabled Metropolitan Housing Partnership (MHP), Bill Payne has been a sizeable and talented section an enthusiastic and tireless champion of LGB issues, not only within the organisation, but also the wider housing sector. of our workforce to be treated

Upon joining MHP, Bill identified its approach to LGBT issues as with respect and to have the a key strength and one that he could build on in reshaping the confidence to be who they are organisation’s mission and workplace culture. Bill enthusiastically engaged with both the board and senior management to in the workplace and maximise ensure LGBT issues were addressed across the organisation. Bill also sponsored MHP’s Single Equality Scheme, which takes their contribution. a progressive approach to LGBT equality in delivering business effectiveness. Bill Payne Former Chief Executive As part of his visible commitment to tackling LGBT equality, Metropolitan Housing Partnership Bill communicated regularly with all staff on LGBT issues via emails, written articles and his personal blog page. Bill has also addressed the wider housing sector in the trade press and through attendance as a speaker at conferences. He personally supported MHP’s sponsorship of the Chartered Institute of Housing’s Guide to Services for LGBT people and helped secure sponsorship for the launch event.

MHP’s research on the experiences of LGBT asylum seekers, Over Not Out (2009) was undertaken at Bill’s behest, and was used by him as a tool for internal awareness-raising within, and outside of, MHP. The research was used by MHP to lobby the UK Border Agency and the Home Office to change the way in which LGBT people are treated in the asylum system.

Quick Facts Date joined MHP: February 2008 Previous roles: – CEO, Yorkshire Housing Trust – CEO, Moat Housing Society – President, Chartered Institute of Housing Diversity Champion since: 2004

Stonewall Top 100 Employers 2012 9 Award Winners 2012 Employee Network Group of the Year Accenture

The Accenture LGBT Employee Network is an integral part of the company’s overall business plan and corporate strategy. Over the We are thrilled to have won last few years, the network has built on its aspiration to become the Network Group of the Year business critical and it now plays an instrumental role in positioning Accenture as an employer of choice to all those who value award, and think it reflects the openness and respect. great progress that we have made In 2010 the LGBT Network, backed by senior leaders, drove the over the last year. We cannot launch of the LGBT Leadership Development Programme; the first initiative of its kind in place specifically for LGBT people at wait for the year ahead and Accenture. As a result of the programme’s success, the initiative will now be taken forward as a core part of Accenture’s training the opportunity to develop the curriculum and is being piloted in the US and Australia in 2012. network even further.

Alongside the success of the LGBT Leadership Development Programme, the network has been making further progress Nicholas Barnett & Elspeth Kirkman by focusing on the different requirements of lesbians, bisexuals, Co-Leads gay men and transgendered people. This has been done by Accenture LGBT Network assigning different LGBT network members to work closely with business unit leads, often at board level, to inform and shape their diversity plans and activities.

Network members have also worked closely with the firm’s Human Capital and Diversity team to develop and deliver challenging and sophisticated LGBT-related diversity training for all Accenture employees. LGBT training has been supplemented by inviting LGBT speakers to training events to talk about their own experience of being openly gay in the workplace.

The network group also goes beyond internal working and actively engages with Accenture clients on LGBT best practice. By working with external organisations to mobilise and elevate the LGBT agenda, Accenture is helping to build inclusive environments beyond its own institutional boundary.

The success and the value of this work was recognised at Accenture’s 2011 National ‘People Oscar’ awards where the LGBT Employee Network became the first diversity network in the history of the ceremony to scoop the award for Best Internal Team. Quick Facts Number of UK employees: 10,500 Number of network group members: 175 Date network group formed: 2003 Diversity Champion since: 2003

10 Stonewall Top 100 Employers 2012 Most Improved Employer Department of Energy and Climate Change

The Department of Energy and Climate Change (DECC) is the Stonewall Most Improved Employer 2012. This award is As the youngest department in for the employer who has made the most progress against the Whitehall, we’re delighted that Workplace Equality Index criteria in the previous 12 months. DECC has been awarded Most This achievement is all the more impressive given that the department was only created in 2008 – it has made delivering Improved Employer 2012. This equality for its lesbian, gay and bisexual employees a key part is a reflection of the hard work of its diversity objectives. The department has recognised that success or failure in tackling the challenging agenda it faces over the last year by the LGBT rests on the skills and efforts of all of its people. Network with colleagues across In the past year, the department has: the department to make DECC – nominated a board-level champion for LGB&T issues and the staff network, in addition to a senior champion for the diverse place it now is. all diversity issues – commissioned an independent diversity audit of policies Jeremy Cousins and procedures Chair – introduced LGB-inclusive diversity e-learning appropriate for all staff DECC LGBT Network – held two internal speaking events to raise awareness among colleagues of LGB issues in the workplace – commenced an annual audit of suppliers for their LGBT inclusive policies.

The department’s LGBT Network for staff has supported and championed these activities and is taking a proactive role in creating a safe and supportive working environment for its members. The six committee members are given recognised time for network activities, as well as using ‘Give and Gain’ days to volunteer for LGB charities including the Terrence Higgins Trust and London Lesbian and Gay Switchboard.

Quick Facts Number of UK employees: 1,300 Location: London and Aberdeen Diversity Champion since: 2010

Stonewall Top 100 Employers 2012 11 Evaluation Criteria and Case Studies

The Criteria: 1 Employee Policy 2 Employee Engagement 3 Staff Training and Development 4 Monitoring 5 Supplier Policy 6 LGB Community Engagement 7 Pink Plateau

12 Stonewall Top 100 Employers 2012 Stonewall Top 100 Employers 2012 13 Evaluation Criteria and Case Studies

Employee Case Study 1 Policy The Co-operative

Strong and robust policies are necessary to underpin an effective LGB staff benefits approach to tackling workplace discrimination. From ensuring equal access to benefits for same-sex partners to communicating The Co-operative demonstrates its zero tolerance of bullying, employee policy is the foundation of commitment to sexual orientation a working environment that respects all individuals. equality in the workplace by having Employers will ultimately be more successful if they can create LGB-inclusive benefits for its a culture where diversity is acknowledged and where people are truly valued. Organisations that succeed in this will: employees and actively promoting – prevent prejudice from undermining effective performance them to its LGB staff. – increase employee morale and job satisfaction – retain the best people and use their talents to the full The Co-operative Group was founded in 1844 and was built – become an employer of choice for talented people who on the key principles of equality and inclusion. The group want to work in a progressive and ethical workplace. continues that tradition today by placing these principles at the heart of everything it does, from insurance and funeral services Part 1 of the Workplace Equality Index explores employee policy to retail and banking. in detail across six questions, from policy review to diversity strategy and employment tribunals. Employee policy is worth As the Co-operative is a geographically dispersed business, 14 per cent of the total marks available in the Index. increasing diversity is inevitable within its employee population. The group has responded by developing and implementing Written policy policies which seek to ensure that all employees feel they are Every employer in the Stonewall Top 100 has sexual orientation fully included and able to contribute within their team. explicitly included in a non-discrimination policy. Ensuring that progress is scrutinised at the very top of the organisation, Part of this work involves assessing staff benefits to ensure ninety-seven of the Top 100 Employers had their equality policy, inclusiveness for LGB employees. For example, the private strategy or action plan reviewed by their board in the past year. medical insurance offered by the group recognises married and civil partners alike. The bereavement, adoption and paternity Resourcing and accountability leave, driving and domestic violence policies are also explicitly Every Top 100 Employer has a team or individual who is available to LGB employees. To maintain inclusiveness, the responsible for delivering an inclusive working environment for group’s diversity team undertakes regular reviews of policies lesbian, gay and bisexual (LGB) employees. The best employers that are likely to affect LGB colleagues. ensure that the work of their diversity staff is well structured, integrated into their business and that their diversity teams have Managers are guided in the application of these policies for access to – and buy-in from – senior decision makers. LGB employees through HR briefings and fact sheets. To ensure appropriate take-up of staff benefits among LGB employees, Policy review they are actively promoted to staff via the group’s LGB Top 100 Employers ensure that their recruitment, benefits and newsletter Respect. HR policies and procedures are fully inclusive by conducting

Inclusive benefits for LGB staff: Top 100

100 90 80 70 60 50 40 30 20 10 0 LGB-inclusive language Managers briefed on Benefits promoted For more case studies, please refer to our used in all policies benefits for LGB staff directly to LGB staff research and guides: http://www.stonewall.org.uk/at_work/research_and_guides

14 Stonewall Top 100 Employers 2012 regular policy audits. This helps organisations to ensure they are complying fully with the Equality Act, and are not directly Case Study or indirectly discriminating against employees on the grounds of their sexual orientation. Gentoo

Employee benefits Benefits and conditions are important motivators for employees. Following the Civil Partnership Act 2004 and the Equality Act Bullying and harassment 2010, it is important that employers explicitly include same-sex partners in their employee benefits. 94 of our Top 100 Employers Stonewall research shows that nearly have updated their benefits to ensure policies make explicit one in five lesbian, gay and bisexual reference to same-sex couples – including pensions, parental and adoptive parental leave, discounts on company services people say they have experienced and private healthcare. bullying from their colleagues because

More than four in five of the Top 100 Employers are taking of their sexual orientation. Gentoo, steps to promote inclusive benefits to their LGB staff – this a housing association based in includes targeting HR communications to the LGB staff network and providing information specific to same-sex couples, such as Sunderland, has taken proactive steps emphasising that a civil partner can be nominated for survivor to tackle this problem. pension rights. Gentoo have adopted clear policies relating to homophobic Tribunals bullying and harassment, whereby all staff are responsible The Index monitors whether employers have had an for maintaining a work environment which does not tolerate employment tribunal hearing against their organisation that discrimination on the grounds of sexual orientation. included a complaint on the grounds of sexual orientation. Where this complaint has been upheld, marks are deducted The organisation recognises that LGB bullying and harassment from the organisation’s overall score. None of Stonewall’s Top can take many forms and can affect anyone, regardless of their 100 Employers had an employment tribunal on the grounds sexual orientation. To better identify homophobic behaviour, of sexual orientation upheld this year. Gentoo is explicit about what constitutes LGB-related bullying and harassment in their harassment at work policies. Bullying and harassment Supplementary guidance notes for managers and HR advisors Anti-gay harassment can take the form of someone being reinforce this zero-tolerance approach. In addition, the staff ignored or excluded, physically or verbally abused, being handbook on sexual orientation equality gives guidance on ‘outed’ as gay or made the subject of jokes and offensive challenging homophobic behaviour. remarks. Nearly one in five lesbian, gay and bisexual people – almost 350,000 employees in Britain – say they have Recognising the barriers to reporting LGB-related bullying and experienced bullying from their colleagues because of their harassment, Gentoo has implemented a number of initiatives sexual orientation. to improve reporting rates. These include a confidential email address for the staff LGB network group, provision for Every employer in the Top 100 explicitly prohibits anti-gay anonymous reporting to the HR team and third-party advice bullying in its harassment policy, and almost nine in 10 also and support. Gentoo also collects information on the nature provide clear definitions of anti-gay bullying and harassment. of each complaint so they are able to identify those relating The Index asks employers how they ensure that anti-bullying to sexual orientation. policies are promoted to staff so that all employees understand the expected standards of behaviour.

Despite strong legal protection, many LGB people are reluctant to complain about harassment at work. Nearly 90 per cent of the Top 100 Employers have taken steps to remove the barriers that LGB staff can face when reporting bullying and harassment. Examples include anonymous or confidential whistleblowing programmes, LGB staff network groups and trade union representatives to support and represent LGB employees.

Eighty-five of the Top 100 Employers ensure they collect information on the nature of bullying and harassment complaints, including whether the complaint relates to sexual orientation. This knowledge enables them to spot any patterns For more case studies, please refer to our in reporting and tackle any problems at a strategic level. Workplace guide on Bullying and Harassment: http://www.stonewall.org.uk/at_work/research_and_guides

Stonewall Top 100 Employers 2012 15 Evaluation Criteria and Case Studies

Employee Case Study Engagement Leicestershire 2 County Council Informing, educating and supporting all employees in relation Awareness-raising to sexual orientation are vital steps towards creating an inclusive workplace culture. Employee engagement can include providing The best organisations realise that lesbian, gay and bisexual (LGB) colleagues with the support they need to engage with all staff – to feel comfortable being ‘out’ at work, or using internal communication channels to raise all employees’ awareness both LGB and non-LGB – on sexual of issues affecting LGB people. The business benefits of LGB orientation equality issues. This often equality include greater employee engagement, better service delivery to LGB consumers and service users and additional involves having a programme in opportunities for brand enhancement in competitive markets. place to ensure that initiatives on LGB

Part 2 of the Workplace Equality Index covers staff engagement equality reach all members of staff, with LGB issues in depth across four areas, including employee helping to create a workplace where networks for LGB staff, demonstrating senior leadership support and buy-in among all staff. Employee engagement is worth everyone feels able to discuss sexual 24 per cent of the total marks available in the Index, an increase orientation issues with confidence of 7 per cent from 2011. and where staff are able to be Senior leadership on LGB issues themselves. Organisational culture starts at the top, and the leaders of gay-friendly employers recognise their responsibility for speaking Leicestershire County Council’s LGBT Workers Group held out on discrimination. Many employers have appointed a senior its first annual conference, ‘Out for the Count’ in February champion for LGB equality in their organisation. A champion 2011, which was targeted at all staff, whatever their sexual doesn’t have to be lesbian, gay or bisexual themselves, but orientation. The event was advertised on all-staff intranet pages should provide visible support for LGB colleagues. To be rather than just the network group’s page, and featured in all successful and credible, it is critical that initiatives to promote staff communication bulletins. As a result, 38 per cent of the an inclusive working culture need to be endorsed and validated delegates identified themselves as ‘straight’. by senior leaders. The conference was structured with non-gay delegates in mind Eighty-two of the Top 100 Employers have a nominated and included a series of sessions to raise their awareness of champion at their most senior level of management – board the issues facing LGB colleagues. Key questions from the day level or equivalent – who have acted to promote LGB equality included ‘How important do you think it is for LGB colleagues in their organisations in a variety of ways: to be open about their sexual orientation at work?’ and ‘As a – communicating a strong leadership message to all staff straight person, what do you think the main barrier to coming on LGB equality through articles, speeches and deeds out at work is for your LGB colleagues?’ – raising LGB-related issues with senior-level colleagues – acting as executive sponsor to an employee network group Feedback from the non-gay delegates was extremely positive. and attending network events. Gay employees have also reported positive changes in the workplace following the event. Managers were encouraged Employee Networks: Top 100 Activities 2012 to circulate the conference materials among their teams as an additional form of awareness-raising. This example of best

100 practice demonstrates the impact that awareness-raising can 90 have on workplace culture and the importance of engaging 80 with all staff, regardless of sexual orientation. 70 60 50 40 30 20 10 0 Advise on Support career Address varied Work with Advise on For more case studies, please refer to our employee development needs of LGB other internal business policy population networks development/ Workplace guide on Straight Allies: service delivery http://www.stonewall.org.uk/at_work/research_and_guides

16 Stonewall Top 100 Employers 2012 This year Stonewall is delighted to recognise the outstanding contribution of one senior champion with an individual award. Case Study Bill Payne of the Metropolitan Housing Partnership is profiled on page 9. Barclays

Employee networks An LGB employee network group enables LGB staff to share information, support each other and work together to improve Staff attitude surveys their workplace. These groups also offer employees a chance to network, both within their own organisation and with other Engaged employees are vital to the businesses and LGB community groups. success of any organisation. When

Establishing employee networks demonstrates an organisation’s results from the 2009 employee commitment to diversity in the workplace. Doing so tells opinion survey indicated significantly employees that the organisation values its entire staff base, and that it recognises the need to support staff who may feel lower satisfaction scores from LGB invisible or under-represented in a workplace environment. colleagues within Barclays Retail Consulting their own LGB staff can help organisations avoid common pitfalls when implementing diversity initiatives. Every Business Banking Technology (RBBT), employer in the Top 100 has established an employee network the executive team agreed the need for lesbian, gay and bisexual staff. More than nine in 10 networks are actively being used by the employer to: for a specific programme to address – consult on LGB issues in employee policy the issue. – support the career development of network members – hold social events for LGB employees Anthony Watson, Chief Information Officer, Europe Retail – collaborate with other networks, both internally and within and Business Banking, led the programme and helped design their sector or region innovative interventions that would inform, inspire and – act as a point of contact for LGB staff with issues at work. influence change across the business.

Each year, Stonewall recognises one employee network for the This initiative involved a unique survey that captured feedback positive contribution it has made to the lives of its members and from both LGB and heterosexual colleagues on attitudes and the culture of its organisation. Stonewall’s Employee Network perceptions towards sexual orientation. Results indicated that of the Year 2012 is the Accenture LGBT Network. It is profiled a lack of awareness, rather than intolerance, was driving the on page 10. workplace culture. The programme also included an interactive awareness-raising event for LGB and non-LGB staff. Round- All-staff engagement table discussions provided a platform for open debate and The attitudes and behaviours of straight colleagues are critical personal stories connecting sexual orientation to professional to ensuring that LGB employees feel comfortable being open performance, to drive home the business case message. about their sexual orientation. Only 42 per cent of LGB people responding to the Workplace Equality Index staff survey feel The results have shaped Retail Business Banking’ 2011 strategic that their straight colleagues have a good understanding agenda, where the focus will continue to be on engaging of gay workplace issues – the lowest rated measure of the non-LGB staff around issues facing their LGB colleagues, and whole survey. enabling the whole workforce to be informed about sexual orientation. Many Top 100 Employers are making progress by communicating confidently and comfortably about LGB workplace issues, Measurements show that both LGB representation and making clear this is a business matter, not a taboo or private engagement at GRBT have already been positively influenced issue. By publicising activities and initiatives to support LGB by the programme. Feedback showed that some colleagues colleagues, organisations can foster an open culture where have chosen to disclose their LGB status for the first time, lesbian, gay and bisexual visibility becomes part of the demonstrating a changing workplace culture. This reinforces mainstream: Retail Business Banking’s plans to lead the field in creating an – every Top 100 Employer makes information on LGB issues inclusive workplace that values diversity. available to new staff – almost all regularly publish articles highlighting LGB issues in internal communications – seven in 10 Top 100 Employers include LGB-specific questions in staff attitude surveys – half of the Top 100 Employers have a programme to engage ‘straight allies’ in support of LGB equality. For more case studies, please refer to our Workplace guide on Monitoring: http://www.stonewall.org.uk/at_work/research_and_guides

Stonewall Top 100 Employers 2012 17 Evaluation Criteria and Case Studies

Staff Training and Case Study 3 Development Morgan Stanley

Training is a valuable tool in raising awareness of lesbian, Reverse mentoring gay and bisexual (LGB) issues in the workplace, and should be aimed at all staff. Successful training will equip staff to foster The best employers recognise that an inclusive working environment and reinforce the message career development opportunities that they do not need to tolerate discrimination of any kind. Topics covered in effective diversity training can include: need to be equally accessible to – current legislation and how it informs an employer’s policies every employee. These employers and expected behaviours – awareness of LGB issues like ‘coming out’, recognising acknowledge and actively address discrimination and the effects of stereotyping the factors that can hinder the career – fairness in recruitment, selection and promotion – skills to challenge inappropriate behaviour effectively progression of LGB employees. – training for board members, managers or frontline staff In July 2011 Morgan Stanley introduced an LGB-specific on the leadership behaviours needed to promote diversity. ‘reverse mentoring’ programme (where junior staff coach senior colleagues), founded on the principle that the best way Part 3 of the Workplace Equality Index covers staff training to address LGB issues is to build open communication and and development across five questions. It is worth 19 per cent personal relationships. The LGB employee network Gay and of the total marks available. Lesbian Employees at Morgan Stanley (GLEAMS) identified a number of reverse mentors who have been partnered Training with non-LGB senior managers from their own division. The Managers and senior leaders should understand their key programme complements Morgan Stanley’s existing ‘LGB Allies’ responsibilities in setting workplace culture, and training should initiative and is designed to facilitate two-way development inspire and equip leaders to act as positive role models for and communication for both the manager and the GLEAMS inclusiveness. Interviewers and recruiters need to understand member. The programme’s structure ensures improved how discrimination can occur in the recruitment process, and awareness of LGB issues among senior members of the firm apply recruitment methods consistently. New starters should and, just as importantly, establishes a senior relationship understand the diversity policies and standards of behaviour network for GLEAMS members. expected in the workplace. Working with a reverse mentor also increases managers’ The Index asks employers how they target different groups of understanding of the GLEAMS network and the experience staff for diversity training. Almost all Top 100 Employers cover of being an LGB employee at Morgan Stanley. This increases relevant legislation, policies, language and stereotypes in their managers’ ability to support gay employees within their diversity training, but fewer than half explore specific issues department and ensure that they can be authentic leaders facing lesbian and bisexual women or multiple identities and and contributors and succeed in their chosen career paths. discrimination. Seventy-one of the Top 100 Employers have By actively promoting the programme to LGB employees successfully delivered training to more than three-quarters and involving senior colleagues from the LGB Ally scheme, of their staff. Morgan Stanley is laying a foundation both for developing future LGB leaders and for fostering a more thoroughly inclusive work culture. Diversity Training: Top 100

100 90 80 70 60 50 40 30 20 10 0 Language, Challenging Managing Lesbian Fair Unconscious For more case studies, please refer to our stereotypes inappro- diverse staff & bisexual recruitment bias & priate groups issues & selection Workplace guide on Career Development: assumptions behaviour http://www.stonewall.org.uk/at_work/research_and_guides

18 Stonewall Top 100 Employers 2012 Line managers Line managers are responsible for setting a culture of respect Case Study in their teams. Employers often overlook this role, but it can make a crucial difference in the day-to-day experience of LGB Ernst & Young employees and their confidence being ‘out’ at work.

Three-quarters of the Top 100 Employers include diversity knowledge and experience in their appointment criteria for line Network group leading career managers. Almost four in five provide managers with advanced training on diversity issues that are directly relevant to their role development as people managers. Ernst & Young recognises the

Career development for LGB staff important role its LGB employees Despite the confidence of some prominent LGB business leaders play in running, resourcing and and public servants in being open about their sexual orientation, LGB people remain under-represented at senior levels in many maintaining their successful LGB organisations. Numerous employers are now focusing on the employee network group – Ernst & career development and ambitions of their LGB staff to ensure that boardroom diversity goes beyond gender and race. Young’s Gay, Lesbian, Bisexual and Transgender Network (EYGLES). Three in five Top 100 Employers critically review their talent programmes and career development processes to ensure that As a result, EYGLES leadership team LGB people are participating. Sixty-three organisations in the members include a network group Top 100 operate a formal mentoring scheme for LGB staff, which is either co-ordinated by an LGB employee network or goal in their annual performance enables participants to choose a mentor with the same sexual review processes. orientation as themselves. Four in five Top 100 Employers offer a counselling service that is sensitive to issues faced by LGB Ernst & Young also has a Values Award system to provide on- people, such as offering advice on adoption or the dissolution the-spot extra awards for any staff members who demonstrate of civil partnerships. a strong commitment to living the firm’s values, including supporting diversity and inclusion ideals such as LGB equality. These awards are also recognised during the end-of year-reviews.

EYGLES not only actively supports the development of its members through representing their interests and providing internal and external opportunities that are formally recognised by Ernst & Young’s performance management process, but it also gives its members exposure to inspirational leaders who are helping to shape the wider LGB inclusiveness agenda.

Each year EYGLES sends a member of its leadership team to the Stonewall Leadership Programme. The group also sends delegates to the ‘Out & Equal’ conference in the USA and has on a number of occasions fielded members to speak at the Stonewall Workplace Conference.

The network has also been supporting Ernst & Young’s lead in the area of inclusive leadership, both externally and internally. EYGLES, for example, co-hosted an event with Beth Brooke (a member of Ernst & Young’s global board and the firm’s most senior openly gay role model) on that topic. The group also hosted a panel discussion on inclusive leadership at the Royal Society of Arts and has piloted a similarly themed workshop for the firm’s talent pipeline.

Stonewall Top 100 Employers 2012 19 Evaluation Criteria and Case Studies

Monitoring Case Study 4 IBM

Monitoring and evaluation are critical to ensuring that workplace Practical outputs diversity initiatives are successful. In addition to enabling organisations to check that diversity policy is being implemented IBM has made a conscious effort effectively, monitoring the sexual orientation of employees provides to drive a culture of voluntary self- invaluable management intelligence. Through monitoring, an employer can manage its workforce more effectively, improve identification when talking about diversity strategy and measure progress over time. diversity, and to identify and nurture

Monitoring is covered by four questions of the Workplace Equality LGBT leadership talent. Index, and is worth a total of 14 per cent of the available marks. All employees are invited to provide their diversity information via an online tool, About You, that allows them to update Data collection their personal information at any time, empowered with the To provide a complete picture of lesbian, gay and bisexual (LGB) knowledge that it is 100 per cent confidential and not visible demographics in an organisation, data collection should be aligned to their managers. The organisation runs various campaigns to key stages in the employment cycle – in recruitment and selection, encouraging all staff to self-declare their personal information, induction and exit or via regular, anonymous staff surveys. including sexual orientation, and it actively explains the benefits of doing so. Data analysis The Index requires employers to demonstrate the aspects of the IBM analyses this data at an aggregate level to understand employee experience that are scrutinised by their monitoring its workforce dynamics and to better understand its hiring, exercises. Monitoring data can be used to answer key questions advancement and retention practices. Breaking down the about workplace culture, such as: findings by level, business area and duration at IBM enables – Are LGB candidates disadvantaged at any stage of the the company to compare joiners, leavers and promotions. recruitment process? LGBT data is reviewed by IBM’s Diversity Board – in 2010 the – Are gay employees represented in senior management positions? board identified that while the number of employees and – Do LGB staff feel different to straight colleagues about work? managers declaring their sexual orientation was on the – Is turnover greater among LGB employees? increase, this was not the case at executive level. As a result, IBM implemented initiatives focused on increasing the Two-thirds of the Top 100 Employers critically examine their organisation’s ‘out’ executive population. recruitment processes for their impact on LGB applicants. Eighty- seven of the Top 100 make sure they compare the experiences of To help develop its future LGBT leaders, IBM correlated the gay staff to those of straight colleagues in a staff attitude survey. LGBT data with its high-potential employee database and devised ways to develop the skills, capabilities and behaviours Response rates of future LGBT leaders. As a result, IBM ran a leadership Monitoring sexual orientation will only generate meaningful and development programme for the next generation of ‘out reliable results when employees feel safe and confident disclosing leaders’. Sixteen LGBT employees from the UK were sponsored their sexual orientation. The proportion of staff who declare their to attend a European leadership development conference for sexuality is a barometer of the effectiveness of an organisation’s LGBT people, empowering them to become more confident diversity measures. Fifteen of the Top 100 Employers have collected ‘out’ leaders. data on more than 90 per cent of employees, demonstrating a high level of confidence among their LGB staff.

Reporting and actions Organisations should use the outcomes of monitoring exercises to inform their approach to diversity, and not treat monitoring as an end in itself. By regularly reviewing monitoring data at senior management level and communicating findings to managers, organisations can set targets and measure progress against key indicators. By communicating the results of surveys to all staff, organisations can maintain employee engagement and encourage participation in future monitoring activities. For more case studies, please refer to our Forty per cent of the Top 100 publicly report their diversity statistics Workplace guide on Monitoring: – including sexual orientation. http://www.stonewall.org.uk/at_work/research_and_guides

20 Stonewall Top 100 Employers 2012 Supplier Policy Case Study 5 South Wales Police

The Workplace Equality Index asks employers to work with Embedding LGB diversity in the suppliers, contractors and partner organisations to ensure they comply with their policies and procedures on lesbian, gay and supply chain bisexual (LGB) equality and inclusion. Supplier policy is covered The best organisations know that by two questions of the Index and is worth five per cent of the total available marks. encouraging their suppliers to make their workplaces and services more By embedding equality and diversity in tendering, contract awards and contract management processes, employers protect gay-friendly means they will end up themselves from the risk of engaging partner organisations that with better services themselves. do not comply with equality legislation. They also avoid exposing their own staff to discriminatory working environments. This can They also know that their own efforts involve testing suppliers through the tendering or procurement to become more gay-friendly can process and working with existing suppliers to improve their policies. Stonewall’s recently published guidance, Procurement: easily be undermined by suppliers Embedding lesbian, gay and bisexual equality in the supply who do not share the same values. chain, contains practical steps to working with your suppliers on sexual orientation equality. South Wales Police advises potential suppliers of its equality and diversity requirements at the qualification stage of The Index asks employers to show how they: procurement exercises. An equality impact assessment is – assess potential suppliers on their diversity credentials carried out to decide how relevant equality and diversity issues, – ensure partner organisations train their staff on equality including sexual orientation, are to that contract. Where and diversity issues relevant, the bidder is asked for a robust proposal for achieving – monitor supplier organisations’ customer feedback for equal opportunities as part of their tender. Specific questions LGB-related complaints. may be put to bidders about whether they have an equal opportunities policy, whether they provide equality training Ninety-four of the Top 100 Employers require their suppliers to for all their staff, whether they monitor the composition of hold LGB-inclusive equality and diversity policies. Forty-eight of their workforce – and whether sexual orientation is specifically the Top 100 have launched specific initiatives with their supply addressed in these policies and initiatives. Bidders may be ruled chain to improve LGB equality. out of tenders if they cannot provide positive responses to some of these questions.

Suppliers’ continued compliance on equality, including LGB equality, is then monitored through contract monitoring meetings. If a supplier breaches the contract terms and conditions on sexual orientation equality, that contract may be terminated on the grounds of non-compliance.

To encourage LGB diversity good practice in its supplier and Supplier Policy: Top 100 partner organisations, South Wales Police also invites them to the its All Wales LGBT History Month events as part of a wider

100 awareness-raising campaign. 90 80 70 60 50 40 30 20 10 0 Require suppliers Request suppliers’ Can terminate Undertake For more case studies, please refer to our to hold sexual sexual orientation contracts for initiatives to orientation- monitoring data breach in policy encourage good Workplace guide on Procurement inclusive diversity practice policy http://www.stonewall.org.uk/at_work/research_and_guides

Stonewall Top 100 Employers 2012 21 Evaluation Criteria and Case Studies

LGB Community Case Study 6 Engagement Goldman Sachs

Progressive employers recognise that being forward-thinking Volunteering on lesbian, gay and bisexual (LGB) equality is not only crucial in the labour market – LGB people are also consumers and service At Goldman Sachs, staff are users, representing a market estimated to be worth £70-81 encouraged and supported to billion per year in Britain alone. For many LGB people – and the wider population – an organisation’s attitude towards the LGB participate in community events and community is just as important as its behaviour as an employer. volunteering initiatives. The firm has

The benefits of LGB community engagement for businesses an established global Community include: TeamWorks (CTW) programme that – increasing brand presence in lucrative markets – enhanced reputation and increased loyalty among customers is the cornerstone of its community and other stakeholders outreach. Founded in 1997, this – greater attractiveness to potential talent – demonstrating that products and services reflect the needs global volunteering initiative gives of the LGB community. employees a paid day off from

Engagement with the LGB community also helps organisations work to participate in team-based to comply with the law – the Equality Act makes it illegal to projects, partnering with non-profit discriminate against someone when providing them with goods or services because of their sexual orientation. organisations. As the firm explains, “Each year, CTW seeks to offer innovative Part 6 of the Workplace Equality Index covers engagement volunteering opportunities around the world that make a with the LGB community – from organisations targeting LGB tangible difference in the community and that foster inter- consumers and jobseekers, to supporting community groups and intra-divisional camaraderie within the firm.” In 2011, key and events. It is worth 11 per cent of the total available marks. LGB-focused projects in London that were supported include: – a day spent with the service users of Age UK’s older LGBT The Index requires employers to demonstrate how they: project, taking around 30 individuals to Kew on an all-day – target vacancies to LGB jobseekers excursion – engage with LGB charities and community groups – a morning spent in a CV workshop with young people from – attend Pride and other gay community events The Albert Kennedy Trust to help them develop their CVs. – tailor products or services to LGB consumers. This was followed by an afternoon excursion to London Zoo – a day spent transforming the courtyard garden at Terrence Every organisation in the Top 100 is engaging with the wider Higgins Trust’s Lighthouse site, doing a variety of chores such LGB community in some way. Three-quarters of our Top 100 as pruning, planting, tidying, weeding, bench cleaning and Employers have advertised products, services or vacancies in painting to maintain the garden for service users. the ‘pink media’ and 95 of the Top 100 support employees to attend community events such as Pride. These examples of good practice not only demonstrate the organisation’s commitment to tackling sexual orientation Community Engagement: Top 100 equality within the firm, but also across LGB communities in need – while reinforcing the company’s brand values. 100 90 80 70 60 50 40 30 20 10 0 Advertise in the Attend LGB Sponsor LGB community For more case studies, please refer to our pink media community events event or group research and guides: http://www.stonewall.org.uk/at_work/research_and_guides

22 Stonewall Top 100 Employers 2012 Pink Plateau LGB Role model Craig Stephenson, 7 National Assembly for Wales

Significant barriers still exist for lesbian, gay and bisexual people getting to the top of organisations and – more important – feeling able to be ‘out’ in these roles. LGB visibility at the senior levels of an organisation is a powerful indicator of equality and provides inspiration to other staff. Part 7 of the Workplace Equality Index, the pink plateau recognises the level of seniority and visibility attained by LGB people in the organisation and is worth six per cent of the total available marks.

This year, the revised Index criteria places a greater emphasis Having visible, openly gay role models on the use of openly gay role models to promote an inclusive culture for other LGB staff. Employers are asked to demonstrate brings a range of benefits to an how senior openly gay staff: organisation and its staff, regardless – are involved in staff networks – act as mentors to junior colleagues, in a formal or informal of where they sit in an organisation. capacity At The National Assembly for Wales (NAW), Craig Stephenson – promote the visibility of gay people in internal communications is the Principal Private Secretary to the Presiding Officer and – reflect the diversity of the LGB community. acts as a visible role model for LGB staff and an active advocate for LGB equality both inside the organisation and in the wider Three in five in the Top 100 Employers have an ‘out’ LGB person community. He co-founded OUT-NAW, the Assembly’s LGBT at their most senior level, and every organisation in the Top 100 staff network, and actively promotes LGB equality to managers, has an openly LGB member of staff at management level. staff and network members.

At NAW, Craig has been instrumental in writing material on LGB issues for line managers, including guidance to help them support LGB staff. Craig also works with colleagues across the organisation to ensure that NAW is represented at LGBT events, such as the Cardiff-Wales Mardi Gras.

Craig works with external staff networks to share best practice, including sharing NAW’s LGB-inclusive dignity at work and domestic abuse policies. He was until recently the national representative for LGBT equality at the FDA union, which represents senior public servants. He has also communicated LGB issues nationally, promoting the Assembly’s gay-friendly culture in an interview with BBC Radio Wales.

Furthermore, Craig was instrumental in developing Step Up Cymru, the NAW mentoring scheme that enables people from Role Models: Top 100 under-represented groups to be mentored by either a local councillor or an Assembly Member. A number of participants 100 on the scheme were LGB and benefited by increasing their 90 knowledge of elected representatives and becoming more 80 active citizens. As part of the scheme, gay mentees met with 70 60 the leader of Cardiff Council to discuss potential barriers to 50 LGB people standing as elected representatives. Craig has used 40 his experience of this scheme, and his training as a coach and 30 mentor, to develop an internal mentoring scheme for LGB staff 20 and their managers at NAW. 10 0 Active in network Profile in internal Mentor LGB groups communications colleagues

Stonewall Top 100 Employers 2012 23 Looking Ahead Our Resources

Stonewall will continue to Stonewall publications referenced – Monitoring: How to monitor sexual orientation challenge employers to adopt in the workplace. Katherine Cowan, Stonewall 2006. good practice and measure the – Bullying: Preventing the bullying and harassment of gay employees. Katherine Cowan, Stonewall 2007. impact of their lesbian, gay and – Peak Performance: Gay people and productivity. April Guasp and Jean Balfour, Stonewall 2008. bisexual (LGB) equality initiatives. – Serves You Right: Lesbian and Gay People’s Expectations Our Diversity Champions of Discrimination. Ruth Hunt and Sam Dick, Stonewall 2008. – Marketing: How to market to gay consumers. Programme offers specialist Charlotte Wheeler-Quinnell, Stonewall 2010. – Blow the whistle on gay hate. Stonewall 2010. resources and expert guidance – What’s it got to do with you? Stonewall 2010. to organisations seeking to – Straight Allies: How they help create gay friendly workplaces. Nathaniel Miles, Stonewall 2011. become an employer of choice – Procurement: Embedding lesbian, gay and bisexual equality in the supply chain. Alice Ashworth and Andrew Davenport, for LGB talent. Stonewall 2011.

The work that remains for employers is clear: Stonewall Workplace programmes referenced – bisexual men and women are seven times more likely to disguise their sexual orientation in the workplace Stonewall Leadership Programme – only 15 per cent of the Top 100 have monitoring information An intensive and inspirational two-day residential course on all of their staff, while three in five do not publish for rising lesbian, gay and bisexual professionals. For more monitoring data publicity details visit – one quarter are unable to field a diverse range of LGB www.stonewall.org.uk/at_work role models – fewer than half of the Top 100 engage directly with Stonewall’s Workplace Conference suppliers on diversity initiatives The UK’s leading conference on sexual orientation equality – thirty-eight of the Top 100 employers do not evaluate in the workplace. For more details visit the effectiveness of their awareness-raising. www.stonewall.org.uk/wpc2012

Written and produced by Alex Van Vliet and Chris Edwards Edited by Lorna Fray Designed by Reduction Cover photograph: Creative Process

© Stonewall 2012

24 Stonewall Top 100 Employers 2012 Diversity Champions programme Work with Stonewall and realise the benefits of diverse workplaces

The Diversity Champions programme is Britain’s good practice At £2,000 per annum, membership represents exceptional value employers’ forum on sexual orientation. The programme has for money and a cost-effective way of implementing employers’ been helping businesses and public services to develop inclusive responsibilities under the Equality Act 2010. workplace cultures for a decade, ensuring that all of their staff can perform to their full potential. To find out how Stonewall can help your organisation, please get in touch. No matter what stage of the journey you’re The best employers recognise that people perform better currently at, we’d be delighted to talk with you. when they can be themselves and acknowledge the business- critical role of equality and diversity in enabling this. Work with our members and make your workplace the best it can be.

Being part of the programme gives employers access to key benefits including: – tailored individual client management to advise and work with your organisation Laura Doughty – joint branding, and exclusive use of the Stonewall Deputy Chief Executive Diversity Champion logo – exclusive networking with hundreds of member organisations across all sectors – tailored benchmarking meetings to support your progress in workplace equality and diversity – free and exclusive profiling in Starting Out, our careers guide and website aimed at LGB talent – inspiring seminars and workshops to help you learn best practice from leading experts – practical best practice guides on topics including marketing, procurement and monitoring – discounted registration for the annual Workplace Conference and Leadership Programme – Proud Employers – reach out to a wider talent pool by advertising on our job site.

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