While 2020 was a landmark year for conversations about race and inclusion, 2021 must be the year we turn this conversation into action. We cannot let the pandemic push inclusion initiatives down businesses’ lists of priorities. Leaders must instead view these as hugely important issues that should both be addressed with a sense of urgency.  

A recent CIPD report revealed that LGBT+ employees are significantly more likely to experience workplace harassment and conflict than their heterosexual, cisgender colleagues. To tackle this, businesses can look to establish a more gender-neutral environment. This could include introducing gender neutral toilets and reviewing language used in the workplace to ensure that it doesn’t show a heterosexual bias, for example swapping ‘wife’ or ‘husband’ for ‘partner’. 

Businesses can also hire from more diverse talent pools, run training sessions aimed at reducing bias or develop support programmes for LGBTQ+ employees. Sharing educational resources and showing a commitment to a charity that supports the LGBTQ+ community can also help to promote a feeling of solidarity. Businesses have a moral duty to promote equality, but also risk excluding top talent if they fail to create a great place to work for all.”