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
NEW AND EXCLUSIVE TO YOUR
CONFERENCE PACKAGE – GE Insights:
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
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Online Registration
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Chair’s Opening Remarks
Dr Rosa Marvell, Senior Lecturer in Sociology, University of Portsmouth (CONFIRMED)
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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 engage others internally and externally to drive your work forward.
- 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
Sarah Campbell, Head of Empowerment, Stonewall (CONFIRMED)
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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)
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Questions and Answers
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Comfort Break
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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
Damon Young, Teaching Fellow, University of Strathclyde, British Council Equality Diversity and Inclusion Research, University and College Union (UCU) (CONFIRMED)
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Case Study: Using Compassionate Curiosity to Embed 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
- What candidates use to screen potential employers and how to build trust with a diverse talent pool
- What is compassionate curiosity and how can we use this strategically to build more inclusive recruitment and retention practices
- 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
Pk Kulasegram, Director, Simply Equality (CONFIRMED)
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Questions and Answers
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Lunch Break
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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
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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)
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Case Study: Protecting Staff Against Queerphobic Bullying and Harassment to Create a Safe Working Environment
- 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
Aasha Tikoo, Director of Strategic Partnerships, myGwork
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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
Tim Barnden, Immigration Partner and LGBT+ Ambassador, Bates Wells (CONFIRMED)
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Questions and Answers
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Chair’s Closing Remarks
*programme subject to change without notice
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
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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 us below:
- Private Sector Rate: £499.00+VAT
- Public Sector Rate: £360.00+VAT
- Voluntary Sector Rate: £330.00+VAT
