Why is LGBTQIA+ inclusion important?

We spend a large part of our lives at work, so when LGBTQIA+ people feel that they have to hide or minimise parts of themselves in the workplace, it can take a toll in many ways, be that not feeling part of the team or experiencing mental health issues, which can impair their ability to be effective in their roles. Diamond Protection Limited work on LGBTQIA+ inclusion so that colleagues, clients and suppliers feel comfortable being themselves which in turn allows the firm to attract and retain diverse talent.

Our current strategy focuses on three intersectional avenues:

Visible role models

When our LGBTQIA+ colleagues see people like them in leadership roles they feel more accepted and confident about being themselves in the workplace.

Building community

Enabling our LGBTQIA+ colleagues and allies to come together. We create a safe environment in which they can form connections with similar/like-minded individuals and feel empowered to bring their whole selves to work.

Participate in the Stonewall Workplace Employee Index

Diamond Protection Ltd participate in the WEI as it provides external insight and guidance on what other UK businesses are doing to remove barriers and promote LGBTQIA+ inclusivity. When preparing actions plans, we consult with our LGBTQIA+ working group and focus on those areas that are authentically important to Diamond Protection.

Steps taken to date include (but are not limited to) putting in place and maintaining the following initiatives:

• Established a dedicated working group to help drive change
• Introduced regular network events for our internal community and allies; we host LGBTQIA+ coffee mornings fortnightly and an LGBTQIA+ book club every other month
• Conducted a review of all policy documents, updating existing policies and introducing additional ones to ensure these are inclusive of LGBTQIA+ people and families - including chosen families. This includes a transitioning at work policy, inclusive dress code policy and a revised adoption and surrogacy policy to name a few
• Provided webinars and training sessions focused on educating others about LGBTQIA+ issues
• Started a reverse mentoring programme. Senior leaders in our firm are paired with and mentored by LGBTQIA+ and other minority background colleagues to foster discussion and learn about inclusion
• Created an inclusive recruitment strategy to attract LGBTQIA+ people to our firm
• Ensured that we have the correct data around our people’s sexual orientation, gender identity and trans status to ensure we can appropriately support them
• Hosted events to connect with our people, clients and contacts around this agenda and actively supported Pride and LGBT+ History Month
• Spotlighted LGBTQIA+ employees and partners on our homepage to promote visible role models and encourage others to feel comfortable sharing their stories

There is always more work to be done, and so we are currently focused on building on the above, as well as through the following actions:

• Hosting a wider range and increased number of events (both virtual and in person) for our internal LGBTQIA+ and allies network, Count Us In
• Connecting with other strands to ensure consideration of intersectional experiences and different perspectives across all areas of inclusion and diversity
• Building our networks with other firms and LGBTQIA+ groups
• Identifying opportunities for future mentorship
• Continuing to build allyship through educating allies via our community events, company-wide posts and delivering training to our Inclusion Allies network