LGBT Policy

By / For Customers

Niccolo LGBTQIA+ policy

Niccolo is always looking into ways to improve LGBTQ+ representation and challenge prejudice and ‘lad culture’ throughout the industry and out with our workplace.

By speaking directly to other suppliers and brokers that we work with, Niccolo hopes to create policy that supports queer workers and their families, as well as encouraging other suppliers we work with to sign up to our list of goals for creating a friendlier LGBTQ workplace.

We look to share experiences from a diverse network of people with hopes to represent the wider community and demonstrate policy to create an inclusive environment and overall growth within the business and it’s employees.

So, what can we see in the industry today?

Chevron, Shell and BP are a handful of companies that achieved a perfect 100 score in the new LGBT workplace equality rankings published from the Human Rights Campaign’s (HRC) Corporate Equality Index in 1019. With most of these rankings built from non-discrimination policies across their businesses, equitable benefits for LGBTQ+ workers and their families, and supporting an inclusive culture and corporate social responsibility, we are yet to hear from employees directly from a handful of these businesses.

Other companies that received a perfect 100 rating included a handful that also had their inclusivity statements online;

Pride in Energy is a network powered by regulatory body OfGem, focused on promoting diversity throughout our industry. They shared, “Despite representing 619,000 jobs, five percent of GDP and over two percent of all jobs in the UK the energy industry had fallen behind other equivalent industries in key indices such as the Stonewall Workplace Equality Index.”

OfGem’s model of creating a committee dedicated to speaking at events and even asking their own queer societies for input is a necessary to understanding the issues of those facing discrimination and workplace discomfort today. The Ofgem model discusses taking action around creating the right environment for LGBT folks in their workplace by starting the conversation with other employers, but allowing those who are impacted directly to lead the conversation.

Who are the top LGBT employers in the energy sector?

Unfortunately, Stonewall’s top 100 employers listed for inclusivity and diversity for LGBT folks in 2020 was sorely lacking in any names in the energy industry.

Specific different types of work within the energy industry, for example, call centres can have a more prominent profile and volume of LGBT folks and inclusion than the more traditional industry settings. There are a a significant amount of reasons why queer workers may not be out at work or in the union about their gender identity or sexual orientation, whether this is due to individual circumstances or even their own experience of continued prejudice and discrimination in the industry.

We want to optimize the benefit of the creativity and resilience of those in the LGBT+ community and celebrate this as part of the culture in our business.

Why should businesses make LGBT-inclusion a priority?        

Simply, promoting a more diverse workforce benefits your business and incorporates wider thinking. 18% of LGBT staff (almost one in five) have been the target of negative comments or conduct from colleagues in the last year because they are LGBTQIA+.The same figure stands for those who said they were discriminated against while looking for work because of their gender or sexual identity.

There is no surprise that more than one third of LGBTQ staff have hidden or disguised that they are LGBT in the workplace. Because they were afraid if of discrimination.

What to look for in an LGBT employer?

A number of goals that should be considered by an LGBTQIA+ employer are…

  • Increase visibility and decrease isolation of their queer colleagues
  • Promote self-made LGBT and other diverse networks
  • Improve trans and intersex inclusion, including non-binary attention
  • Find a member to take the position as branch LGBT Officer, help by holding AGMs to vote on an LGBT committee
  • Collect diversity data from the workforce across roles and salaries based on orientation and identity. This includes leading with these questions politely and using the right words. For example, when speaking of gender, employees should be welcome to describe their gender in their own words.
  • Support clear LGBT+ role models, especially within the industry

BASF, for example, drive the goal that 50% of those interviewed as well as 50% of those doing the interviewing should be diverse. It is also fundamental here that all staff involved in recruitment have gone through Diversity Awareness Training to enable them to conduct recruitment that is inclusive, especially management.

Ensure that line managers and other seniors have the appropriate training to confidently support and take a zero tolerance approach to homophobic, biphobic, and other abusive language in the workplace.

In an employer, just looking for someone with policies in place is a good start. As this is not always mandatory, should someone face discrimination or harassment at work, there will not be a procedure in place to handle this, and LGBT folks run the risk of being blamed for causing problems or being overly sensitive. Fewer than 28% of LGBT staffs at that senior managers in their workplace demonstrate commitment to trans equality.

How are LGBT owned businesses treated differently?

16.8million oil and gas businesses operate under a corporate non-discrimination policy in regards to gender identity and sexual orientation, with gender identity only recently becoming a factor to many of these papers.

Speak of gender identity in 2002 policy was just 3% in comparison to todays 85% of Fortune 500 companies talking on the issue. Following this, more than 500 major employers have adopted guidelines for trans workers who are transitioning. Still, 500 is far under 1% of the number of businesses using these types of policy.

Legislation

NHS Lothian released a Transgender Workplace Support Guide, these 22 informative pages cover any questions that may be asked about trans terminology and the experience of trans folks s in the workplace, as well as legislation in place to protect those.

“The Equality Act 2020 legally protects people from discrimination in the workplace and in wider society.”

It explains that there has been some prior concern/confusion surrounding The Equality Act 2010 and who exactly is protecting. Today, words making up The Equality Act 2010 have changed  in order to be specific in acknowledging who this looks to protect, and now directly refers to “anyone who is proposing to undergo, is undergoing or has undergone (part of) the process for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex;

this refers to the process of moving towards ones own gender rather than a medical one, and this act does not require a person to have any endear Recognition Certificate, proof of surgical or other medical treatment in order to be protected by these acts.

Unfair treatment in the act is defined as direct or indirect discrimination, harassment and victimisation, and employers should consider the following;

  • Whether a person is being treated differently by their colleges/employer due to the fact that they are transgender
  • Whether the workplace threatens an environment that allows hostility and intimidation to transgender individuals
  • How workplace regulations, policies and practices affect transgender people
  • How employer/management and staff teams respond to a person filing a complaint or asserting their rights

Families, friends and colleagues that are connected to a transgender person, and those who may be perceived as trans, are also protected under this act.

Regulations from 2012, 2015 and 2016 all relate to the Public Sector Equality Duty, which applies to all public bodies in Scotland, England and Wales. It highlights that a we as a sector must eliminate unlawful harassment and victimisation of those with protected characteristics and those without.

Gender Recognition Act 2004 is an act of Parliament that allows those with gender dysphoria to legally change their gender and earn a gender recognition certificate on the basis of-

In order to achieve an environment free of discrimination, we must…

1. Develop a clear mission for supporting LGBT in the workplace

Hopefully, this is our first step towards a more inclusive environment. Taking actions to protect those in our workplace who are a lesbian, gay, bisexual or transgender individual (not to exclude intersex and other queer identities) is the first step to helping those colleagues feel valued and safe in our workplace.

2. Take LGBTQ+ discrimination seriously

Of course, this, like the following, are all part of our mission. Specifically, showing employees that there will be no tolerance for homophobia, transphobia, slurs and general bullying. Approaching some issues in advance, before they happen, in order to create a solution that will be less distressing to the minority involved, has the potential to make a world of difference for your workforce. For example, what is the protocol for interacting with those who may not be ready to accept your transitioning collage using their assigned bathroom.

3. Creating support networks and programmes for LGBT+ employees and their families such as resource groups, talks and open spaces for communication about these events. This could be as easy as asking for already established networks such as Workplace Pride to give talks, hand out flyers or offer other types of support directly.

4. Promote being an ally and act as one at all times

This is as simple as avoiding participating workplace rumours that may be inappropriate due to somebody’s gender or sexual identity, and bringing flaws to homophobic jokes to the surface, and finally, often most importantly, reporting any misconduct or discrimination immediately.

Start the conversation, but do not try to lead it; In the same way that some will be unable to speak from the perspective of a plumber if they are not one, women, ethnic minorities  and queer folks are the only people will a wider knowledge of their own experiences.

10% of black, Asian and minority ethnic LGBT staff have been physically assaulted at work due to their sexual orientation or gender identity, in comparison to just 3% of white employees.

5. Get support from senior staff and company heads, all over the world
No matter how big or small your company is, support from your CEO or general manager could be the difference between making these goals public.

6. Support the local community

Getting involved in Pride festivals, interacting with other companies queer networks and celebrating those around you.

7. Offer LGBT friendly benefits; this simply means offering the same benefits to all employees, and considering whether the benefits you do offer are friendly to the LGBT lifestyle. For example, winning a workplace holiday, it would be important to consider hateful and damaging laws in the likes of some destinations, e.g Barbados, Malawi.

8. Foster a gender-neutral environment, but support trans employees in their identity

This means considering etiquette such as using “they/them” pronouns if you are unsure, or simply asking if your colleague feels comfortable sharing their pronouns with you. This could also be as easy as making sure to invite your MtF colleague to women’s meetings.

9. Keep track of success

With every colleague that claims they are now ready to be out at work, or heard that you are inclusive employer, you are able to take pride in the fact that you are making strides in this industry.

Facts an docs: https://workplacepride.org/getting-the-facts/

OUTStanding

https://www.unison.org.uk/at-work/energy/ claim that what is also important is that collaboration is a key aspect of this, but collaboration also means shared aims and values, mutual respect and public acknowledgement by the partner organisation of the legitimate role of trade unions on negotiations on equality and representing members

Stonewall LGBT in Britain

A list of concepts for where to send the completed policy….

  • LinkedIn; I am currently building up a larger network with inclusivity & diversity officers in the UK
  • Share with other LGBT networks in the industry and companies hoping to work with Niccolo
  • Energyvoice.com
  • UNISON
  • Queer Zine’s and self published stuff, blogs
  • Send to Edinburgh LGBT societies and business societies for thought?
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