St Mungo’s Broadway placed 5th in the Stonewall Equality Index, the thing that pleased me most about this result was the genuine pride and delight of our staff throughout the organisation. Article by Helen Giles is Executive Director of Human Resources.
When our Head of Diversity & Inclusion, Janine La Rosa, referred to it at a recent managers’ conference, a spontaneous whoop went out across the room. We have a good representation of LGBT staff in all our functions and levels. But the sign of having made real progress as an inclusive employer is when heterosexual colleagues celebrate the news that we have achieved the mark of a truly LGBT-friendly employer.
Despite decades of gay rights action and the legalisation of gay marriage, many LGBT people still have to worry about being out at work for fear of being ostracised or bullied, or because still in too many workplaces it is quite plainly career limiting to admit your partner is of the same gender. Gay people spend enough of their life when meeting new people assessing whether it’s safe not only to say what you did at the weekend but also who with without having to worry about this at the place they spend most of their waking hours.
Although it can be regarded as tokenistic to ask people at recruitment interviews about their experience of promoting diversity and inclusion in the workplace, I have interviewed quite a few candidates who were so clearly uncomfortable about mentioning certain groups in those to be included that I have considered them too great a risk to appoint. As an employer we look for people who present as genuinely welcoming of difference and respectful of other people for what they contribute, not those who choke on words like ‘gay’ or ‘black’. Getting it right at the appointment stage is a big help in cultivating an environment where people don’t need to think twice about revealing their relationship status.
Inclusion is a place where clients, volunteers and staff from all backgrounds can be their best selves, bringing together experiences, commitment and expertise in an inclusive organisation that delivers personalised recovery journeys for our homeless clients. We have very well established staff network groups for women, people with disabilities, and BAME, Irish and Central & Eastern European as well as LGBT staff. Operating within modest budgets these groups plan systematically – within a broader organisational diversity and inclusion strategy agreed by all – what actions will be taken over the next year to make this vision a reality in terms of people’s day to day experience of working for us and engaging in our services.
Because of the continuing prevalence of homophobia in society, homeless LGBT clients are frequently subject to bullying and harassment on the grounds of their sexuality on the streets and in hostels. Our LGBT staff group have run many activities and initiatives where LBGT staff and clients work together to promote understanding and inclusion throughout our services. In this, as in so many ways, living and breathing diversity in the workplace also brings benefits for the customers that an organisation serves, whoever the customer base may be. In this way, being listed in the Stonewall Equality Index is a badge not only of a great workplace but also a great service provider.
