The Trades Union Congress (TUC) 2023 report ‘Being LGBTQ+ at Work’, showcased that despite LGBTQ+ workers receiving legal protections, many experienced the workplace as harmful, negative, and detrimental to their mental health. This demonstrates the significant challenges that HR teams face. Turning the workplace into a safe space for LGBTQ+ employees involves a combination of both implementing legal protections and workplace policies, alongside winning the hearts and minds of all staff members. Through sharing advice and best practice in promoting LGBTQ+ inclusion in the workplace, organisations can tackle bullying, discrimination, and harassment faced by LGBTQ+ workers.

  • Only half of UK workplaces have a policy banning LGBTQ+ discrimination and harassment, as per a 2022 TUC survey
  • According to the Deloitte report published in 2023, only 52% of LGBTQ+ workers feel comfortable disclosing their sexuality
  • The number of transgender employees keeping their identity secret has risen to 65%, up from just over half, according to the 2021 YouGov survey

Join us at Embracing Diversity: Advancing LGBTQ+ Inclusion in the Workplace 2024 to hear the latest policies and strategies from experts across the public, private and voluntary sectors on improving inclusion in the workplace to support LGBTQ+ employees. You will hear best practice case studies covering a range of key topics including supporting LGBTQ+ staff networks, preventing queerphobic bullying, and supporting transgender and gender non-conforming employees. You will be able to share your experiences and challenges in securing buy-in for policies and measuring the impact of inclusive measures through networking with senior colleagues and collaborating to gain ideas for moving forward.

Why Attend:

✓Insights into Supporting Your LGBTQ+ Employees: Gain insights from experts in creating an inclusive workplace for all your employees

✓Networking Opportunities: Connect with senior colleagues from across the public, private and voluntary sectors to share experiences and ideas on overcoming barriers to promote LGBTQ+ inclusion

✓Best Practice Case Studies: Hear from organisations that have successfully implemented policies and practices to support LGBTQ+ staff networks and strategies to tackle workplace discrimination

✓Legal and Policy Updates: Stay informed about the latest legal protections related to LGBTQ+ employees and supporting transitioning members of staff

✓Enhance your Professional Development: Gain 8 CPD points towards your yearly quota



This year’s conference package includes 12-months FREE access to GE Insights, our cross-sector learning resource of case study focused videos, articles, lived experiences and more (RRP £199). Gain unlimited access to our online platform when you purchase your conference ticket.

Key benefits include:

 ✓100s of Exclusive Case Studies – fingertip access to videos and articles covering all key sectors including healthcare, and ALL CPD certified

 ✓Key Sessions from All Our Conferences – gain valuable insights from our past, present, and future events (160+ pa)

 ✓Articles and Interviews – learn from our network of expert speakers and contributors explore further the key discussions from the conferences

 ✓Additional CPD Hours – automatically earn more for everything you watch, read, and hear

 ✓Your Own CPD Dashboard – charts your progress, allows you to add notes, download your activities, and save/print an official CPD certificate

 ✓Personalised Homepage – only see the relevant content you need to save time

 ✓30+ New Uploads Each Month – we’re adding new content every week to ensure you stay engaged and informed all year round.

For more information or to make a booking please call 0330 058 4285

  • Online Registration

  • Chair’s Opening Remarks

    Dr Luke Fletcher, Senior Lecturer, University of Bath (invited)

  • Keynote: Key Updates on National Trends in LGBTQ+ Policies in UK Workplaces

    This session explores current trends and challenges in implementing LGBTQ+ policies within workplaces across the UK, including the best ways to work with external agencies and engage staff to build a safe space for LGBTQ+ colleagues.

    • Insights into the most effective initiatives in supporting LGBTQ+ employees in the workplace
    • Engaging with employees through training and workshops to encourage them to become allies of LGBTQ+ inclusion
    • Tips for creating a safe space for LGBTQ+ employees to disclose their identities and discuss the challenges they face
    • The Workplace Equality Index: Strategies for collaborating with external agencies to benchmark and monitor progress of diversity and inclusion in your workplace

    Liz Ward, Director of Programmes, Stonewall (invited)

  • Keynote: Meeting Employment Law Responsibilities and Providing Appropriate Support for LGBTQ+ Employees

    This presentation will provide guidance on the legal requirements for supporting LGBTQ+ employees, including innovative strategies for training staff members and how to implement processes for employees to report discrimination and harassment.

    • Guidance on implementing the Equality Act and legal obligations towards LGBTQ+ employees
    • Outlining the legal requirements for supporting employees transitioning their sex and employment rights
    • Creating pathways to ensure staff feel comfortable reporting harassment and signposting tools and resources for support
    • Training staff members on required steps and best practice for reducing workplace discrimination
    • Implementing clear and accessible processes for employers to handle queerphobic bullying and discrimination at work

    Quinn Roache, Policy Officer: Disability and LGBT+ Equality, Trades Union Congress (CONFIRMED)

  • Questions and Answers

  • Comfort Break

  • Case Study: Co-Producing and Implementing Workplace Policies to Protect LGBTQ+ Staff

    Sharing best practice in implementing workplace policies that support LGBTQ+ staff, including guidance on effective ways to collect feedback and work with your employees to create an inclusive environment.

    • Establishing a comprehensive policy framework to support and protect LGBTQ+ employees: key tips
    • Collaborating with staff members to ensure policies are communicated clearly and accessible for all employees
    • Providing a safe space for LGBTQ+ employees through implementing support structures to discuss their experiences and challenges
    • Creating feedback loops with employees to regularly review and update inclusion policies

    Joyce Idoniboye, Chief People Officer, Oxfam GB (invited)

  • Case Study: Collaborating With LGBTQ+ Staff Networks to Create Inclusive Environments

    This session will discuss the power of having an LGBTQ+ staff network within your organisation and share key tips on how to engage with them and promote the availability of these networks across your organisation.

    • Co-producing training programmes and inclusivity initiatives with LGBTQ+ staff networks to encourage whole organisation participation
    • Embedding inclusion and diversity policies into daily workplace practices to ensure potential employees are comfortable and protected
    • Supporting staff networks within your organisation through regular communication and providing opportunities for growth and involvement
    • Strategies for securing buy-in on workplace policies based on feedback from LGBTQ+ staff networks to improve inclusivity across all levels

    Jefferson Welsby, Chair, Civil Service LGBT+ Network, Saorsa-Amatheia Tweedale, Chair, Civil Service LGBT+ Network (CONFIRMED)

  • Case Study: Embedding LGBTQ+ Inclusion into Recruitment and Retention Practices for a Diverse Workforce

    Outlining the importance of recruiting and retaining a diverse workforce, this session will share best practice and innovative strategies to promote inclusivity within the recruiting process such as adapting the language used and overcoming biases.

    • Guidance on improving inclusivity in the recruitment process from gender-neutral language to promoting pronoun-sharing
    • Recruitment tips to diversify talent pools and ensure job adverts reach a wide-ranging audience
    • Regularly reviewing and analysing data from recruitment processes to understand the impact of inclusivity initiatives on staff representation and satisfaction
    • Recognising and overcoming biases in the workplace to promote a culture of inclusivity and drive retention
    • Providing training for line managers and staff to equip them with tools to support LGBTQ+ inclusion

    Julie Rylance, Head of Human Resources, Victim Support (invited)

  • Questions and Answers

  • Lunch Break

  • Keynote: Supporting Transgender and Gender Non-Conforming Employees in the Workplace

    This presentation will discuss innovative and effective ways to support transgender and gender non-conforming employees within your workplace, including enforcing legal protections, creating bespoke policies, and providing wellbeing support.

    • Guidance on legal rights regarding transgender employees and enforcing their protections under law
    • Providing support for transgender employees in times of public backlash to ensure the workplace remains a safe space
    • Creating bespoke protocols for supporting the transitioning process of employees
    • Working with unions to help provide support for transgender employees and create an inclusive workplace

    Julia Georgiou, General Secretary, NHBC Staff Association (CONFIRMED)

  • Case Study: Overcoming Stigma to Create a Trans-Inclusive Workplace

    This session will provide best-practice examples in supporting transgender employees, from transitioning and beyond, including how to raise awareness through training staff and adapting your workspace to ensure inclusivity for all employees.

    • Increasing transgender awareness in the workplace through implementing high-quality training sessions for staff
    • Utilising technology to deliver training through online workshops to ensure accessibility and inclusivity
    • Integrating trans-inclusive training and development programmes into the broader organisation operations to foster cultural change
    • Assessing your workspace and dress code to ensure optimal gender inclusiveness

    Pat Jones, Chair, UNISON Cymru/Wales LGBT+ Self Organised Group (invited)

  • Questions and Answers

  • Breakout Networking: Building Towards an Inclusive Workplace for LGBTQ+ Employees

    This session will provide you with the opportunity to discuss the main challenges you face in promoting inclusivity for LGBTQ+ staff in your workplace. Share how you are currently working to create safe spaces and your strategies to work towards an LGBTQ+ friendly environment

  • Comfort Break

  • Case Study: Protecting Staff Against Queerphobic Bullying and Harassment to Create a Safe Working Environment

    Outlining a comprehensive action plan on tackling queerphobic bullying within the workplace which includes innovative strategies to create an inclusive culture, providing an effective report and support system, and clear and accessible anti-bullying and harassment policies.

    • Constructing an entrenched bullying and harassment policy that protects all members of the LGBTQ+ community
    • Training line managers and staff on providing wellbeing support for employees who have experienced harassment and bullying
    • Proactively communicating and educating staff on preventing discrimination against LGBTQ+ colleagues
    • Best practice examples on winning hearts and minds to promote an inclusive culture

    Alexandra Fanghanel, Co-Chair LGBT+ Community, University of Greenwich (invited)

  • Case Study: Key Tips on Becoming Allies for Your LGBTQ+ Employees

    Our final session of the day will discuss the importance of being allies for your LGBTQ+ employees and showcase effective ways to do so, from inclusive language to the creation and promotion of staff ally networks that ensure LGBTQ+ employees feel supported at your workplace.

    • Educating and training employees on the importance of allyship and the impact of discrimination and exclusion of LGBTQ+ employees
    • Creating a safe environment for LGBTQ+ employees through inclusive language and visible leadership
    • Promoting the visibility of LGBTQ+ employees and staff networks for allies to improve their skills and contribute to an inclusive workplace
    • Offering a robust and effective reporting scheme for allies to flag queerphobic behaviour

    Zowie Daly, Associate Professor, Centre for LGBTQ Research and Division of Social Work, De Montfort University (invited)

  • Questions and Answers

  • Chair’s Closing Remarks

    *programme subject to change without notice

Who Should Attend

Who Should Attend?

Delegates who will have an interest in this event will be HR professionals and senior managers from across the public, private, and voluntary sectors.

*This Conference is open to Public, Private and Third Sectors

For more information or to make a booking please call 0330 058 4285


Raise your Profile, Showcase Your Solutions, Generate New Business

If your products, services, and solutions can support our audiences in their roles, and you want to make connections and generate new business with key stakeholders, decision makers, and influencers, then please contact Chris and Ali today at sponsorship@governmentevents.co.uk or complete our enquiry form here and we will contact you.

Benefits of partnering with us include:

  • Brand awareness: Be seen by a highly targeted and engaged audience before, during, and after the conference.
  • Lead generation: Meet the decision-makers and influencers responsible for making purchasing decisions on cyber security and data protection.
  • Thought leadership: Position your organisation and experts as thought leaders and the ‘go to’ experts.
  • Networking: Make valuable connections with potential new customers and partners across government and the wider public sector
  • Grow your business: Reach decision makers in a single event on just one day and in one location (with no travel/accommodation required), saving you time and money.
  • Gain valuable insights: Hear the latest from key stakeholders in government, and across the public and voluntary sectors.

IMPORTANT: There are only a small number of sponsorship opportunities available to ensure maximum exposure and ROI – contact us today to secure your place.

All packages include:

  • Extensive branding – before, during, after the conference
  • 15-20 min morning speaking session with Q&A
  • Virtual stand to showcase your organisation, products, services, and solutions
  • Opportunities to network during the day
  • Half to full page ad in the E-Guide
  • Banner ad on the virtual events platform
  • Announcement post on LinkedIn
  • Announcement within delegate communication
  • 1-3 delegate places (worth upto £1,947)
  • Access to the delegate details after the event
  • Ongoing exposure through OnDemand (coming soon)

For more information and discuss your specific objectives, please contact Chris and Ali at sponsorship@governmentevents.co.uk or complete our enquiry form here

Virtual vs F2F

Whilst F2F provide better options for networking, there are many distinct advantages of sponsoring our online conferences including:

  • Wider geographical reach of delegates and a different audience who prefer online to f2f
  • Lower sponsorship package costs
  • No travel/accommodation
  • Less time out of the office
  • No stand materials required (lower costs)
  • 1 of only 2 sponsors involved – less competition on the day
  • Prime speaking slot in the morning of the conference including Q&A – less distractions and easier for delegates to hear/absorb information
  • Receive all delegate data after the conference to follow-up directly with those who attend and don’t attend (small % but still key stakeholders)
  • Ongoing exposure via OnDemand access (coming soon)

To find out more and discuss your specific objectives, please contact Chris and Ali at sponsorship@governmentevents.co.uk or complete our enquiry form here

  • Public Sector: £449.00+VAT
  • Private Sector: £649.00+VAT
  • Voluntary Sector: £379.00+VAT