Workshop C19 | Engaging allies in LGBT network group ...
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Transcript of Workshop C19 | Engaging allies in LGBT network group ...
Workshop C19 | Engaging allies in LGBT network group activities
Facilitators | Abigail Phillips, Empowerment Programme Delivery Officer, Stonewall.
Alex Gwynne, Senior Membership Programmes Manager, Stonewall
Speakers | David Van Develde, Ward Leader & Co-Chair of the LGBT+ Network,
Central and North West London NHS Foundation Trust
Steph Maguire, Infrastructure Services Soluttion Manager, IBM
An ally is someone who openly challenges systems, policies
and behaviours that obstruct equality for LGBT people, but
they do not necessarily identify as gay, lesbian, bi or trans
themselves.
Why do we need allies at work?
• Almost one in five LGBT people (18 per cent) who were looking for work said
they were discriminated against because of their sexual orientation and/or
gender identity while trying to get a job in the last year.
• More than a third of LGBT staff (35 per cent) have hidden that they are LGBT at
work for fear of discrimination.
• One in eight trans people (12 per cent) have been physically attacked by customers or colleagues in the last year because of being trans.
Why do we need allies at work?
• One in eight lesbian, gay and bi people (12 per cent) wouldn’t feel confident
reporting any homophobic or biphobic bullying to their employer. One in five
trans people (21 per cent) wouldn’t report transphobic bullying in the workplace.
• One in eight black, Asian and minority ethnic LGBT employees (12 per cent)
have lost a job in the last year because of being LGBT, compared to four per
cent of white LGBT staff.
• 98% provide new employees with information about their LGBT networks/allies programmes or initiatives as part of induction (67% whole Index)
• 99% provide resources that allow allies to visibly signal their commitment to LGBT equality (80% whole Index)
• 89% support non-trans employees (including LGB) to become trans allies through training, programmes and/or resources (44% whole Index)
• 97% of organisations in Stonewall’s Top 100 have a formal allies programme or initiative.
What are Diversity Champions already doing to engage allies?
Why the network group?
• The majority has a wider space for impact than the minority - allies can help
your network group achieve its goals and grow.
VOLUNTEERING TIME AND SKILLS
RECRUITING, COACHING AND MENTORING OTHER ALLIES
CHAMPIONING LGBT INCLUSION WITHIN THEIR TEAM
• If LGBT employees want to get involved in LGBT work, but aren’t out, they
could get involved as allies
• Ensure intersectionality
David Van DeveldeWard Leader & Co-Chair of the LGBT+ Network
Central and North West London NHS Foundation Trust
Our LGBT+ Staff
Network is
PRIDE@CNWL
David Van de Velde
What is CNWL?
CNWL is a large and diverse organisation,
providing health care services for people with a
wide range of physical and mental health needs
• approximately 7,000 staff
• >300 different health services
• across 150 sites and in many other community settings
• London, Milton Keynes, Surrey, Kent, Bedfordshire
2013
109
2015
70
2014
23
20172016 2019
28
2018
95
1
25
50
75
100
The Starting Point
• PRIDE@CNWL Est in 2011.
• We started walking in London Pride in 2013
• Membership was roughly 220 members
• Recently launched the Rainbow Lanyard Scheme
• Provides some LGBT+ Awareness training for the trust.
• Network Committee of about five active members
The Challenge
Just Elected as Co-Chair in Jan 2016
• How do we build momentum?
• How do we grow the membership?
• How do we get our Executive Team to notice us?
• How do we become more visible?
• How do we increase Network funding from our organisation?
Our response in from 2016-2017…
2016 Promoted the Rainbow Lanyard Scheme
2016 Article on Lanyard Scheme in trust magazine.
2017 Same article published by LGBT media.
2017 Full Exec team wearing a lanyard
2017 Reverse-mentoring started with Exec Members.
2017 Trust-wide events like Bring Yourself to Work Day
Our response in 2018…
2018 Appointed Ally Lead to Network Committee
2018 Started joint-working with local charities
2018 A Strong and scheduled online presence by CNWL
2018 Network launches REACH: Our External Ally Programme.
2018 Network Sign-up: At every, Induction programme, trust event.
2018 Ally Role Model Booklet updated and circulated trust-wide
2018 Stonewall Logo on every job advert.
So far in 2019…
2019 Fully updated the LGBT Awareness training.
2019 Launching a refreshers course for all our Awareness Trainers.
2019 Two Ally Leads to join Network Committee
2019 Speaking right now at Conference…
Here is the result…
Membership: 278 LGBT+ staff / 1746 allies
(29% of all staff)
Thank you
David Van de Velde
Co-Chair PRIDE@CNWL Network
Central & North West NHS FT
London
Steph MaguireInfrastructure Services Solution Manager
IBM
IBM 365 Ally Programme
Teaming & Tools
What & Why?
Business Case
Our Approach
June 1st
Launch
Hints & Tips Post-Launch
T- 3 Months
The Future!
Start by defining your objectives – The 365 Ally programme objectives are:
➢Activate all IBMers to be a part of building a truly inclusive IBM
➢Build an enduring community of active LGBT+ Allies to keep on striving for a more inclusive IBM
➢Ensure that the majority of IBMers understand how to support the LGBT+ community
➢Provide IBMers with the resources and support they need to be amazing LGBT+ Allies
➢Provide IBMers with the opportunities to be active LGBT+ Allies
➢Continually evolve the 365 Ally programme (so all the above keeps happening)
IBM 365 Ally Programme
Our Approach
1.Build a Team
2.Define Success Factors
3.Communications & Marketing
4.Create Branding
5.Build Website & Standardise Messaging
6.Agree a Launch Date – Stick To it
7.Create a Plan & Adapt Continuously!
8.Be Agile – Iterate, Collaborate & Deliver MVPs
IBM 365 Ally ProgrammeOur Top Tips for setting up an Ally Programme
➢ Have two people that are able to dedicate a significant chunk of time
➢ Involve senior stakeholders early
➢ Involve Allies in the design – include them on the project team
➢ Define your Minimum Viable Product and prioritise ruthlessly
➢ Have a launch event to create a buzz
➢ Create a brand
➢ People have busy day jobs and different priorities. Recruit twice the number of people you need…a core team will emerge.
➢ Celebrate your success!!
Top tips
- Consider opening up your LGBT network to allies.
- Work in partnership with a formalised allies group or engage
allies without a formal group
- Advertise volunteering opportunities
- Introduce mentoring/reverse mentoring and coaching
- Champion all inclusion
Q&A
