Fostering inclusivity is not just a choice; it’s the right thing to do, and it also makes business sense too. Creating an environment where everyone, regardless of their sexuality, feels accepted and valued is crucial for the success and well-being of both employees and the organisation as a whole. In this blog post, we'll explore practical steps to make your workplace more LGBTQ+ inclusive, embracing the principles of respect, understanding, and teamwork.

Importance of Inclusivity
Inclusivity is not just a buzzword; it's a cornerstone for a thriving and successful workplace. Embracing diversity, including individuals of all sexual orientations and gender identities, contributes significantly to an organisation's innovation, creativity, and overall success. When employees feel valued for who they are, irrespective of their background, they bring their authentic selves to work, leading to increased engagement and productivity. Inclusive workplaces also foster a sense of belonging, reducing turnover and attracting top talent. Moreover, an inclusive environment encourages diverse perspectives, which is vital for problem-solving and decision-making. By prioritising inclusivity, organisations not only create better working environments for their employees but also position themselves as socially responsible and forward-thinking entities.

Understanding the current landscape of diversity and inclusion in the UK workplace is essential for driving positive change. According to a study by Stonewall, a leading LGBTQ+ rights organisation:

• More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.
• Almost two in five bi people (38%) aren’t out to anyone at work about their sexual orientation, compared to seven per cent of gay men and four per cent of lesbians.
• One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.
• Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.
• Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.

These statistics underscore the need for continuous efforts in creating inclusive workplaces where all employees feel accepted, supported, and free to be themselves. By addressing these challenges, organisations can take meaningful steps towards building a truly inclusive culture that reflects the diverse tapestry of the workforce in the UK.

14 Practical Steps to Foster LGBTQ+ Inclusivity

So how can organisations promote inclusivity? We have put together our 14 practical steps to foster LGBTQ+ Inclusivity.

1. Recognise that Identities are Complex
   Everyone is different. Make sure to set some time aside to get to know your current team and any new starters, this creates a safe space for them to share who they really are and share any issues they’re experiencing.
    
2. Don’t Expect Anyone to ‘Out’ Themselves
   Being ‘Out’ at work is a choice that each individual should feel comfortable to make for themselves. Many people won’t feel safe or comfortable outing themselves at work, so design your programmes to include people, whether they are ‘out’ are not.
    
3. Educate and Raise Awareness
   Start by fostering a culture of awareness. Provide educational resources that help employees understand the diversity within the LGBTQ+ community. Simple workshops or presentations can go a long way in dispelling myths and stereotypes, promoting empathy and understanding.
    
4. Inclusive Language
   Language matters Encourage the use of inclusive language that respects diverse identities. Be mindful of gender pronouns and create an environment where individuals feel comfortable expressing their preferred pronouns without fear of judgment.
   
   Inclusive Terms
   
   
   • Hi all, folks, team, friends, team, everybody, everyone, or specific terms like customers, clients, employees
   • Invite your partners, spouses to the event
   • Chair, chairperson, door attendant, bartender, server etc
   • Humankind
   • Best person for the job
   • The person in the green shirt
   • Sexual orientation, sexuality
   • Gender identity
   • Trans, trans person, transgender person, trans man, trans woman
   
   Non Inclusive Terms
    
   • Hi guys, ladies, gentlemen
   • Invite your boyfriend, girlfriend, husband, wife to the event
   • Chairman, doorman, barman, barmaid, waiter, waitress etc
   • Mankind
   • Best man for the job
   • The man in the green shirt
   • Sexual preference
   • Sex, specifically mistaking sex for gender
   • Transgendered, transwoman, transman
   • Decided to be/become a man or woman 
      
5. Normalise Pronouns
   Including the option to had pronouns in your email signatures and various platforms your organisation use is an important move towards inclusivity. As mentioned, this should be optional, as not everyone will feel comfortable sharing their pronouns. Not everyone will feel comfortable sharing their pronouns. You could say something like:
   
   “Anyone who wants to add their pronouns to their email signature is welcome to. Adding these words helps make it clear that we respect each other’s gender identities and normalise conversations about gender.”
   
   You can display pronouns in Teams Profiles, Slack profiles, Zoom participant names, staff bios, HR and payroll software etc.
    
6. Celebrate Diversity
   Celebrate different cultural events and observances related to the LGBTQ+ community. Acknowledge Pride Month or other relevant occasions by organising events, displaying inclusive decorations, or even sharing stories of LGBTQ+ individuals within the organisation. This not only promotes awareness but also helps create a sense of belonging.
    
7. Establish Support Networks
   Consider setting up support networks or affinity groups within the workplace. These groups provide a platform for employees to connect, share experiences, and offer support. This fosters a sense of community and shows that the organisation values and encourages diversity.
    
8. Inclusive Policies
   Review and update existing policies to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, healthcare benefits, and family leave policies. Communicate these policies clearly to all employees to ensure everyone is aware of their rights and feels supported.
    
9. Lead by Example
   Leaders play a pivotal role in shaping company culture. Encourage leaders to lead by example, embracing diversity and inclusivity in their daily interactions. When employees see leadership actively promoting an inclusive environment, it sets a powerful precedent for the entire organisation.
    
10. Foster a Safe Space
    Create a workplace where individuals feel safe to be themselves. This involves addressing any instances of discrimination promptly and effectively. Implement reporting mechanisms and ensure that employees trust the process, knowing that their concerns will be taken seriously.
     
11. Continuous Training and Development
    Implement ongoing training programs to keep employees informed about evolving diversity and inclusion issues. Equip them with the tools to challenge biases, stereotypes, and discriminatory behaviours. This proactive approach ensures that inclusivity remains a fundamental aspect of the organisational culture.
     
12. Intersectionality Matters
    Recognise that individuals may belong to multiple marginalised groups, and their experiences are shaped by the intersection of these identities. Embrace an intersectional approach to inclusivity, acknowledging the unique challenges faced by employees who belong to both the LGBTQ+ community and other marginalised groups.
     
13. Employee Resource Groups
    Encourage the formation of Employee Resource Groups (ERGs) specific to the LGBTQ+ community. ERGs provide a platform for networking, mentorship, and advocacy within the organization. They also serve as valuable channels for feedback and insights on creating a more inclusive workplace.
     
14. Know that there’s no Quick Fix
    There’s no button you can press for instant LGBTQ+ inclusion. It’s an ongoing, ever-evolving journey towards a more inclusive future. Similarly, there is no one template for a perfectly LGBTQ+ inclusive workplace. Inclusivity should be seen as both a process and a goal, rather than a quick fix.

Building a more LGBTQ+ inclusive workplace is not just a goal; it's a journey. By embracing diversity, promoting understanding, and fostering a sense of belonging, organisations can create environments where everyone can truly thrive. Remember, it's not about meeting quotas; it's about inspiring working lives by making every employee feel valued, respected, and included. As we take these steps together, we pave the way for a future where workplaces reflect the rich tapestry of the diverse and vibrant communities we serve.

If you and your organisation would like further advice on how to build an inclusive workplace for the LGBTQ+ community, or any diverse group for that matter, reach out us at info@morganhunt.com. You can find out more about Morgan Hunt’s Diversity and Inclusion work here: www.morganhunt.com/pages/diversity-and-inclusion

The role of women in the workforce has evolved dramatically over the past few decades. Gone are the days when women were primarily relegated to the role of homemakers. Today, women make up a significant portion of the global workforce, juggling their professional and family responsibilities.

For working mothers, in particular, the challenge of balancing work and family life is a delicate tightrope act. Recent statistics highlight this.

• The gender pay gap remains a significant issue, with women earning approximately 14.3% less than men, highlighting the urgency for equitable opportunities.
• The average weekly cost of a full-time nursery place in Great Britain was 285.31 British pounds for under twos. These high childcare costs make flexible working arrangements essential for many working mothers who need to manage both their careers and family responsibilities.
• 65% of working mums feel there are fewer career opportunities available to them since maternity leave.

Flexible working arrangements emerged as a lifeline for working mums, providing them with the much-needed flexibility to excel in both their careers and family life.

Hear From Working Mum’s at Morgan Hunt

We've reached out to working mums within the Morgan Hunt team to hear from them about their experiences. Their insights shed light on the unique challenges they face and how flexible working has become an essential tool in their journey to success.

Kirsty Stoddart – Senior Business Manager
In her own words, Kirsty Stoddart sheds light on how flexible working has transformed her work-life balance:

"In terms of flexible working I would say the working pattern I have at the moment really helps with my family life. The fact that I finish at 3pm every day gives me time to see the kids after school and get organised for after school clubs etc without having my head in the laptop at the same time! And when I asked just a few months ago to change my working pattern, it didn’t seem to be an issue to the company or my manager."

She also underscores the crucial role of her manager, Gillies, in supporting her:

"I know it is Morgan Hunt as a company that offers the flexible working, but also I would say the backing I get from Gillies is a massive help too as he is always understanding when 'life' happens and you need to reorganise work, etc."

Kirsty also touches upon the pressure she places on herself as a part-time worker:

"The only other thing I would add is that with working part-time, it is a pressure to achieve and do all parts of your role the same as a full-time member of staff. Not necessarily that anyone is putting pressure on me, but more me putting it on myself if that makes sense!"

Amie Day – Business Manager
Amie Day shares her own challenges as a working mum:

"I have 2 children – 4 years and 2 years old and I find having a career and being a mum very hard and challenging. But Morgan Hunt have made it easier for me by allowing me to work remotely and work 4 days a week so it gives me the time to be at home and flexibility to be there for my children should I need to. It also allows me to manage my own workload and work to suit me and my family."

She emphasises the importance of understanding and support:

"This job is very pressurised and busy, especially being in education at the busiest time of year but having a great manager who is a father himself, he manages to see it through my eyes too. I think more people need to be understanding that not only do we do a good job, but we are a mum to very demanding little people. You need a good team network and support around you who are understanding and considerate."

Annabelle Walster – Business Manager
Annabelle Walster recounts her experience of returning to work after having her second child:

"Returning to work after having my second child was a real shock to the system! It’s difficult to juggle the demands of being a mum whilst still being successful in your career. I am lucky to have had the support of my team in Manchester and in particular my Director, Eliot who has made retuning to work a whole lot easier with his support and understanding he has given me"

She goes on to explain how flexible working has helped her:

"Being able to work in a flexible way has helped me immensely! Living quite a distance from the office, working from home 3 days per week means I get to spend quality time with the children in the evening, something which wouldn’t have been possible before we worked flexibly due to the commute."

Annabelle highlights the challenges of working part-time in a demanding industry:

"Although for me, working 4 days a week is a huge positive, it does present challenges when working in a demanding industry such as recruitment. Having a work from home set up means I can overcome these challenges and speak to my candidates and clients outside typical working hours to ensure my business still runs smoothly!"

Challenges and Future Developments

Women in the UK are putting in more time at work than ever before thanks to flexible and hybrid working policies that sprang up during the pandemic, an analysis of official data by Bloomberg shows. However despite the numerous benefits of flexible working, challenges remain.

There has been a push to return more workers into the office, which risks undercutting a surge in the hours the women spend on the job.

• Amazon has issued a warning to staff who are not spending at least three days a week in the office, with Meta releasing a similar statement.
• Zoom has asked employees to come in for at least two days a week.

Hybrid working, such as coming into the office two to three days a week, doesn’t necessarily fall into the flexible working bracket and can bring huge benefits including improved collaboration and enhanced team dynamics. It’s important to strike the right balance and understand the nuances of hybrid and flexible working and what works for the individual.  

The concern is that this shift back to the office may affect women disproportionately. The pandemic had increased men's involvement in household responsibilities as more of them worked from home. However, the return-to-office mandates by companies could undermine this progress, creating conflict in two-career households. The reduced flexibility that comes with a return to the office may lead to a less equitable division of household tasks, which in turn can impact equality at home and work. It's a reminder that the benefits of flexible working go beyond gender equality and are vital for a diverse and inclusive workforce.

The Benefits of Flexible Working for Working Parents

• Improved Work-Life Balance: Flexible working arrangements empower working parents to better balance their career and family commitments.
• Reduced Stress: With more control over their schedules, working parents can reduce stress and burnout, leading to better mental and emotional well-being.
• Enhanced Job Loyalty: Offering flexible work options can lead to increased loyalty from working parents, as they appreciate the support provided by their employers. 9 in 10 parents said they would feel more loyal to an employer who offered them flexible working opportunities.
• Career Progression: Flexible working doesn't have to mean sacrificing career ambitions. Many organisations support and promote working parents, helping them advance professionally.
• Increased Productivity: Studies have shown that employees with flexible working arrangements often report higher productivity and job satisfaction. 9 in 10 employees consider flexible working to be a key motivator to their productivity at work.

Working mums are a vital part of the modern UK workforce, and their contributions should be celebrated and supported. Flexible working arrangements provide a lifeline to working mothers, allowing them to excel in their careers while still being there for their families. As society continues to evolve, it's crucial for businesses and policymakers to prioritise and promote flexible working options.

Empowering working mums is not just a matter of gender equality; it's a smart investment in a happier, healthier, and more productive workforce, and a step toward addressing the gender pay gap. If you'd like further advice or guidance, don't hesitate to reach out to us at info@morganhunt.com. 

In an increasingly diverse and inclusive world, companies are becoming more aware of the value of different perspectives and unique talents that neurodiverse employees bring to the table. Neurodiversity refers to the range of neurological differences that encompass conditions like autism, ADHD, and dyslexia, among others. To harness the full potential of neurodiverse employees, businesses are recognising the importance of creating neuroinclusion office designs. These environments are not only beneficial for employees with neurological differences but also contribute to a more innovative, creative, and dynamic work culture.

The Importance of Neuroinclusion Office Design

Neuroinclusion office design goes beyond physical spaces; it encompasses a culture of acceptance, respect, and support for neurodiverse employees. Here are some key reasons why it is important:

1. Enhanced Productivity
   A well-designed neuroinclusion office can improve the productivity of neurodiverse employees. In the UK, where approximately 1 in 100 people are on the autism spectrum, a study found that accommodating neurodiversity can lead to increased productivity and business performance.
    
2. Talent Attraction and Retention
   Creating an inclusive workspace signals to potential hires that your company values diversity and inclusion. This is crucial in the UK, where only 22% of autistic adults are currently in any kind of paid employment. An inclusive workplace can help retain neurodiverse employees, reducing turnover and the costs associated with hiring and training new staff.
    
3. Increased Innovation
   Neurodiverse individuals often possess unique skills and perspectives that can contribute to innovative problem-solving and creativity. By fostering a neuroinclusion office design, the UK workplace can tap into this potential and lead to more innovative solutions and ideas.
    
4. Compliance with Legal Standards
   In the UK, the Equality Act 2010 protects employees and job applicants from discrimination on the grounds of disability. A neuroinclusion office design demonstrates a commitment to compliance and social responsibility.
    
5. Positive Public Image
   90% of the British public believes that employers should do more to support neurodiverse individuals. Companies that champion neuroinclusion gain a positive reputation, attracting customers and partners who appreciate diversity and inclusive business practices.

The Benefits of Neurodiverse Employees

Neurodiverse employees bring a unique set of skills and perspectives to a team. Recognising and harnessing these benefits can lead to a more dynamic and high-performing workplace:

• Attention to Detail
  Some neurodiverse individuals have an exceptional ability to focus on intricate details, making them invaluable for tasks that require precision, quality control, and pattern recognition.
   
• Creative Problem-Solving
  Neurodiverse individuals often approach problems from unconventional angles, thinking "outside the box." This innovative thinking can lead to breakthrough solutions and ideas.
   
• Reliability and Consistency
  Many neurodiverse employees excel in routines and can be relied upon to deliver consistent and high-quality work.
   
• Diverse Perspectives
  Embracing neurodiversity enriches your team with a broader range of perspectives, leading to more robust decision-making and problem-solving.

Creating a Neuroinclusion Office Design

To create a neuroinclusion office design in the UK, consider the following strategies:

1. Sensory-Friendly Spaces
   Design areas that cater to a variety of sensory needs. This includes quiet rooms for focus, adjustable lighting, noise-cancelling headphones, and comfortable furniture.
    
2. Flexible Workstations
   Allow for flexibility in desk arrangements, giving employees the option to choose an environment that suits their needs.
    
3. Clear Communication
   Implement clear communication strategies, such as visual schedules, to facilitate understanding and reduce anxiety for neurodiverse employees.
    
4. Training and Awareness
   Provide training for all employees to raise awareness about neurodiversity and create a supportive workplace culture.
    
5. Reasonable Accommodations
   Offer individualised accommodations to support the specific needs of neurodiverse employees. These may include flexible work hours, assistive technologies, or ergonomic adjustments.

In conclusion, neuroinclusion office design is a critical aspect of fostering a diverse, inclusive, and innovative workplace in the UK. By recognising the value of neurodiverse employees and creating an environment that supports their unique needs, companies can harness the full potential of their teams, improve productivity, and contribute to a more inclusive and equitable future for all employees.

If you want further advice on how to support your neurodiverse employees, contact us at info@morganhunt.com.