Employer Inclusion Guidance
Outvertising’s purpose is to make UK advertising and marketing completely LGBTQIA+ inclusive. One way we achieve this is by encouraging advertising and marketing organisations to be completely LGBTQIA+ inclusive in the workplace.
Countless studies have shown that when we are able to bring our authentic selves to work, we are happier, more productive and more creative. Employee satisfaction improves along with employee retention. It is imperative that employers build a genuine framework for LGBTQIA+ belonging.
20 actions
Below we have listed the top 20 actions we urge employers to take which we believe will place them amongst the most LGBTQIA+ inclusive organisations.
To provide support for and to allow employees to state their gender pronouns in their communications e.g. in e-mail footers. Read more here about how we’ve partnered with the Advertising Association’s Inclusion Working Group based on data from the landmark All In Survey.
To ensure there is inclusive language in all employment documentation, and specifically trans-inclusive language e.g. name of pregnant parent vs name of mother, pregnant people vs pregnant women
To have a stated policy beyond the 2010 Equality Act of zero tolerance of direct and indirect discrimination, harassment and victimisation towards LGBTQIA+ colleagues.
To have a stated transitioning policy and process.
To re-affirm that all benefits including pay, bonuses, pensions, parental leave, health insurance, travel benefits and relocation allowances are explicitly available to same sex couples. To allow employees to nominate a Partner to receive these benefits without having to confirm their relationship status in order to prevent them having to Out themselves.
To set out the confidential process by which employees can access any of the benefits to which they are entitled without having to Out themselves
To ensure that all recruitment materials always mention the company’s LGBTQIA+ inclusive policy.
To gather and publish data on LGBTQIA+ inclusion in the workplace.
To provide free LGBTQIA+ Role Model and Ally training to all employees.
Provide trans-inclusive health benefits including gender-identity cover, offering support if NHS-provided services are insufficient. For example, counselling and hormone monitoring.
Provide gender-free bathroom(s).
To have a stated policy of taking positive action to address under-representation of LGBTQIA+ groups in the workplace, included targeted recruitment and leadership programmes.
To ensure senior leaders are seen to champion LGBTQIA+ equality internally and externally.
To confirm that NDAs will never be used to protect employees responsible for LGBTQIA+ related harassment.
To provide clear information on how to specifically handle LGBTQIA+ related bullying including but not limited to homophobic, biphobic and transphobic behaviour, how to report an incident, and how complaints are handled.
To ensure compassionate leave policies are specifically inclusive of chosen family, loved ones, and close support networks. Compassionate leave should also include provisions to support someone through transitioning, for example accompanying them to medical appointments.
To ensure non-binary identifying employees can have their chosen identity recognised on all company systems. (Or remove gender markers completely.)
To proactively recognise contributions to LGBTQIA+ inclusion during employee performance appraisals
To encourage and support the creation and development of an LGBTQIA+ employee network or resource group.
To ensure Partners and Suppliers also have LGBTQIA+ inclusive practices and processes.
Are you leading the way?
We’d like to hear from those organisations that are successfully introducing and amending policies to create inclusive workplaces. Please contact us if you’d like to share your insight and experience so we can continually work to improve our guidance.