GC LGBTQ+ EDI Network

The LGBTQ+ Network aims to ensure that GC is an inclusive and accessible place to work where people feel free of judgement.

It strives to support people in and outside of work, educating them on current LGBTQ+ issues and they want to do this by creating an open and safe environment where people feel comfortable to share their experiences.

Encouraging people to come to work as their authentic selves will not only improve productivity, but it'll create a culture where people can thrive and develop.

Society is always developing, so it's important that GC prioritises being at the forefront of this, and the LGBTQ+ Network facilitates this.

GC’s commitment to LGBTQ+:

We will understand, recognise and challenge any form of discrimination in the workplace.
We will endeavour to impact change to make the workplace more inclusive, diverse and equal for marginalised people.
We will improve practices and procedures in the workplace for all colleagues, learners, participants and clients across the entire spectrum of sexuality and gender/gender identity.
We will respect and value all LGBTQ+ people and their diverse backgrounds, including across intersecting identities such as LGBTQ+ people of colour, neurodivergent and disabled LGBTQ+ people, LGBTQ+ women, etc
We will Educate, inform and encourage allyship within GC.
We will be a support system and learning resource for colleagues

Upcoming Campaign activity

It's Bisexual Awareness Week: 16th-22nd September

Bisexual Awareness Week, also known as #BiWeek, is an annual celebration held from 16th-22nd September ending on 23rd September 23 with Bi Visibility Day.

The term 'bisexual' is used to describe a person who experiences emotional, romantic and/or sexual attractions to, or engages in romantic or sexual relationships with, more than one sex or gender.

It is commonly misconceived as attraction to both male and female, but is more encompassing and fluid in nature, can also include non-binary and gender diverse identities, and is uniquely experienced and practiced by individuals.

Bi is an umbrella term and bi people may describe themselves using one or more of a wide variety of terms, including, but not limited to, bisexual, pan, queer, and some other non-monosexual and non-monoromantic identities.

Bi individuals encounter biphobia bisexual erasure or bisexual invisibility in many ways, and myths about bisexuality are persistent.

Bi women are more likely to be viewed as ‘actually straight’, their sexual orientation merely a performance to attract straight men, whereas bi men are frequently seen as going through a ‘phase’ on the way to coming out as gay.

Bi people in a straight passing relationship are often told that they are straight. This can sometimes come from the LGBTQ+ community itself, and many bi individuals don’t feel accepted in queer communities, often feeling 'not queer enough'. Bi people can be told that they are greedy, confused or attention seeking.

Stonewall research has exposed that almost half of bi men (46 per cent) and a quarter of bi women (26 per cent) aren’t open about their sexual orientation to anyone in their family, compared to 10 per cent of gay men and just five per cent of lesbians.

Bi people also experience disproportionately high levels of hate crime, intimate partner violence, discrimination in healthcare, and mental health issues. And 18 per cent of bi men, 27 per cent of bi women and 29 per cent of non-binary bi people reported discrimination from others in the LGBT community, a place where bi people should find refuge.

How to be an ally to bi people:

Acknowledge and believe that their sexuality and experience is valid.
Call out biphobia and harmful stereotypes.
Don’t assume sexual orientation based on someone’s current or previous partner.
Use inclusive language

or more information about GC’s commitment to LGBTQ+ communities, visit our LGBTQ+ EDI Network's landing page on our Working Way.

Recent activity

We had a great time at Manchester Pride

Through our LGBTQ+ EDI Network, we continue to educate, inform and encourage allyship across all colleagues within GC. Part of the network's ongoing commitment and our wider support for our communities is our attendance at annual Pride celebrations.

GC took part in the Manchester Pride event on Saturday 24^th August, where colleagues showed their support for the LGBTQ+ communities that GC work with. Thank you to all colleagues who joined us to celebrate with everyone. 🌈

Billie Kemp, Co-Chair of GC's LGBTQ+ EDI Network, who helped to organise GC's attendance at Manchester Pride, told us:

"The Growth Company took part in Manchester Prides Parade to show our support and solidarity with the LGBTQ+ community. It was a wonderful afternoon with lots of positivity radiating across the city. GC work closely with Manchester Pride all year round through their All Equals Charter which aims to support businesses improving their equality and diversity practises."

LGBTQ+ Network Trans Inclusion Workshop

On Thursday 28th March – 12:00 – 13:00, our LGBTQ+ Network hosted a Trans Inclusion Workshop to mark and celebrate ‘Trans Day of Visibility’ (31st March).

They provided a clear introduction to colleagues on transgender and non-binary identities – and the issues these communities are facing in the UK today. Our key speaker was Dr. Christopher Owen – Manchester Pride’s Inclusivity Development Manager, who many of you will remember from our Pride keynote speech last August.

Here's the recording from the event:

International Day of Pink

International Day of Pink is a worldwide anti-bullying and anti-homophobia event held annually during the second week of April. Though similar to Pink Shirt Day (held in February) in that it also seeks to end all bullying, the Day of Pink is more specifically aimed towards anti-LGBTQ+ bullying.

Our LGBTQ+ EDI Network are encouraging colleagues to wear pink on the day, and make donations from SAYiT, a small Sheffield-based charity supporting ever increasing numbers of marginalised young people and in particular LGBTQ+ young people. They are able to continue to do the work because of the generosity of individuals, organisations and charitable foundations.

Please find their donation QR code below, or alternatively, you can use this link to donate.

Recent Campaign activity

Donna Edwards, Sponsor of GC’s LGBTQ+ Network shares how we’re driving forward our commitments, and supporting and empowering people to be themselves.

Read Donna's blog post here.

It's International Non-Binary People’s Day on 14th July

International Non-Binary People’s Day takes place on 14th July each year and celebrates and raises awareness of non-binary people – who do not identify within the traditional gender binary.

The date, celebrated since 2012, was chosen as it falls between International Women’s Day on 8th March and International Men’s Day on 19th November.

The definition provided by Stonewall (Britain’s leading charity for lesbian, gay, bisexual and trans equality) is:

'Non-binary is an umbrella term for people whose gender identity doesn’t sit comfortably with ‘man’ or ‘woman’. Non-binary identities are varied and can include people who identify with some aspects of binary identities, while others reject them entirely. Non-binary people can feel that their gender identity and gender experience involves being both a man and a woman, or that it is fluid, in between, or completely outside of that binary.'

There are many ways to be inclusive of everyone, regardless of their gender identity. Our language and the way we speak is often embedded with hidden gendered cues.

Once we start to notice them, we can move towards using language that’s inclusive for all. Here are 10 tips you can start using right away:

Introduce yourself with your name and pronouns. Stating your pronouns reminds people that it might not always be immediately obvious what pronouns someone uses.
Put your pronouns in your email signature or social media profile.
Instead of addressing groups of people with binary language such as ‘ladies and gentlemen’, try more inclusive alternatives such as ‘folks’, ‘pals’ or ‘everyone’.
Use words that define the relationship instead of the relationship and gender. For example, use ‘parents’, ‘partner’, ‘children’ or ‘siblings’.
Not everyone is comfortable with gendered titles such as ‘Ms’ or ‘Mr’. Titles are not always necessary, but if they must be used it’s good to provide alternative ones such as ‘Mx’ (pronounced mix or mux).
Use the singular ‘their’ instead of ‘his/her’ in letters and other forms of writing, i.e. ‘when a colleague finishes their work’ as opposed to ‘when a colleague finishes his/her work’.
Not everyone necessarily uses ‘he’ or ‘she’ pronouns and it’s important to be respectful of people who use different pronouns. The most common gender-neutral pronoun is the singular ‘they’ (they/them/theirs). Using people’s correct pronouns shows that you respect them and who they are.
Using the pronoun ‘they’ is very useful when someone’s gender or identity is unknown. You'll often already be using it without realising, i.e. ‘somebody left their hat, I wonder if they will come back to get it’.
Make sure that your workplace policies and documents use inclusive language, i.e. using ‘they’ instead of ‘he/she’ and avoiding sentences that imply two genders. Where specifically talking about gender identity, make sure it is inclusive of non-binary gender identities and not just trans men and trans women.
When highlighting LGBTQ+ people in your events or as role models, make sure you include some non-binary role models too.

It may take a bit of getting used to, but it causes you no harm and it will make that person feel acknowledged and valid.

Additional resources

10 ways to step up as an ally to non-binary people | Stonewall

Trans 101

Safety at Night-time event

On Tuesday 28th November we held a a virtual 'Safety at Night-time event', with guest speaker, Candida Turner - Community Safety Policy Specialist at Manchester City Council.

The purpose of the session is to to equip our colleagues with the knowledge and resources to stay safe on the streets at night – and to educate us all on what bystanders can do to help diffuse situations.

The event is a collaboration between three of our EDI Networks: Women's Network, EmbRace and LGBTQ+

Join our 'All Equals Charter' focus groups

The All Equals Charter is a set of values, principles and commitments that participating businesses and organisations must adhere to in order to ensure the inclusion and prevention of discrimination against LGBT+ people – both service users and colleagues. Last year, we were accredited at 'Good Practice'.

Part of the re-accreditation process s involves an external assessor running a number of focus groups with representatives from our LGBTQ+ community, as well as non- LGBTQ+ colleagues.

The purpose of the focus group is to discuss personal and lived experiences working for the GC, which'll help shape our organisation's Inclusivity Action Plan moving forward.

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We're celebrated 'Transgender Awareness Week'

Each year between 13th and 19th November, people and organisations around the country participate in Transgender Awareness Week. It is a time for reflection, a time for celebration, and a time for us to come together as a community to highlight the issues faced by trans, non-binary, and gender diverse people.

Following Transgender Awareness Week, is Transgender Day of Remembrance – which is an annual observance on Monday 20th November, that honours the memory of the transgender people whose lives were lost in acts of anti-transgender violence.

READ MORE

More information

To find out more about the LGBTQ+ Network, or to join as a member, email lgbtqplusnetwork@growthco.uk