On Friday 20th October 2023, we hosted our first DE&I Insight session sponsored by McDonald’s Restaurants, discussing LGBTQIA+ equality and inclusion in UK business. Covering several key topics such as workplace harassment, mental health and hate crimes and supporting the community beyond pride month, this session highlighted the importance of creating a culture of inclusion and diversity in the workplace.
Hosted by our very own COO Emily Price, Pip Wilkins (CEO, BFA), Jasmine Gilhooly (Banbury Business Improvement District) and Laura Wilder (franchisee, McDonald’s Restaurants) opened a conversation in support of employees’ mental health, practicing inclusive recruitment and ensuring that support for the LGBTQ+ community extends beyond symbolic gestures. The discussion emphasised the importance for ongoing education and dialogue to foster a more inclusive and accepting environment.
Addressing Workplace Harassment
The discussion began by highlighting findings from the LGBT in Britain report by Stonewall, which revealed that almost one in five LGBTQ+ employees have experienced negative comments or conduct from colleagues in the past year because of their sexual orientation. Laura emphasised the importance of addressing this issue and fostering a safe, respectful, and inclusive work environment. She also shared her personal experiences with employees facing abuse from customers.
Building an Inclusive Culture
The conversation emphasised the need for businesses to create an inclusive culture. This includes having clear policies in place, fostering a zero-tolerance approach to discrimination, and actively promoting diversity and inclusion. Laura discussed how her team actively supports events like Bristol Pride to raise awareness.
Support Beyond Pride Month
The discussion expanded to address the importance of continuous support for the LGBTQ+ community throughout the year, rather than just during Pride Month. Both Jasmine and Laura shared examples of ongoing support initiatives in their respective roles, such as supporting local projects and reaching out to LGBTQ+ charities.
Mental Health and Hate Crimes
The conversation touched on the mental health impact on those experiencing discrimination or hate crimes. The session highlighted statistics revealing that many hate crimes go unreported. It was noted that businesses should play a role in supporting their employees through mental health initiatives and policies.
Inclusive Recruitment
The panel stressed the significance of inclusive recruitment practices, ensuring that candidates feel welcome and accepted. This includes using inclusive language in job descriptions and being mindful of unconscious biases during the hiring process.
Authenticity Over Performative Support
The panel discussed the importance of businesses not merely using symbols or changing their logos for the sake of performative support. It was noted that authentic support requires practical action and policies that promote inclusion.
Educate and Encourage Dialogue
The panel agreed that education and open dialogue are crucial. They suggested providing resources, case studies, and creating safe spaces for employees to ask questions and learn more about LGBTQ+ issues. This helps in broadening the knowledge and awareness of the workforce.
Ongoing Conversation and Mentorship
The panel discussion concluded with a call for businesses to continue the conversation and take practical steps to create change. Pip mentioned the need for a mentorship program and practical guidance, especially in the franchising sector.