Supporting LGBTQ+ Employees All Year

While many organisations concentrate on supporting their LGBTQ+ colleagues during Pride month, Seetan Varsani, divisional director, Corps Security discusses how companies can offer that support throughout the year.

June is Pride Month, where businesses showcase their LGBTQ+ (Lesbian, Gay, Bisexual, Transgender, Queer and Questioning) colleagues. However, it’s a sad fact that some businesses don’t offer LGBTQ+ recognition throughout the rest of the year. 

A recent workplace study from Stonewall (2018) found that 18% of LGBTQ+ employees were subject to workplace harassment, while 12% of Trans employees were physically attacked by fellow employees or customers. The same report found that 12% of Lesbian, Gay, and Bisexual employees wouldn’t report a homophobic or biphobic incident in the workplace, while a staggering 21% of Trans people wouldn’t report any transphobia. With the 2021 Census revealing more young people coming into the workplace who identify as being part of the LGBTQ+ community, it’s more important than ever for employees to offer support. 

One company committed to supporting LGBTQ+ colleagues is Corps Security. Social values are at their heart, which includes employee wellbeing. The Pride Network formed at Corps Security supports LGBTQ+ colleagues and is one of six other equality networks. Other networks include the Parents and Carer’s Network, Race Network, (Dis)ability Network, Interfaith Network, Women’s Network and the Intergenerational Network. 

Colleagues supporting each other

Colleagues founded all networks within Corps Together and the Pride Network is no exception (here founded by Ross Doolan and Pauline Dinis). The group is supported by Dr Ope Lori, an Equality, Diversity, and Inclusion (EDI) consultant for Corps Security, who UK Black Pride and The Diva Awards listed as a member of the 2024 Black Lesbian Power List. 

The Pride Network meets regularly to offer support and to raise any issues that require advocacy. Any of the colleagues can raise an issue, demonstrating Corps Security’s ability to be a listening ear for employees. These safe spaces also act as an advocacy space, where colleagues can influence the barriers they face and create solutions.

Colleagues also enjoyed marching in the Pride London marches over the last three years. The marchers, made up of LGBTQ+ employees and allies, marched alongside The Security Institute Special Interest Group (SIG). It is important for companies to showcase those who are comfortable, as it shows an ability to listen to employees.

Advocating for change

LGBTQ+ terms may be unclear for allies, but a guide for front-facing staff can remedy this. A guide should each definition carefully. For example, the Corps Security Terms and Glossary define ‘Queer’ as both a term of empowerment and as a triggering term. The glossary also addresses slang terms such as ‘deadnaming’ – calling someone a name they previously disowned. Clear terminology like this helps those unfamiliar with LGBTQ+ colleagues and customers.

Companies can also bring change to their uniform policies, in order to support Trans and Non-binary colleagues. Traditionally, security uniforms require a shirt and trousers for men and a blouse and skirt for women. Corps Security changed this by allowing colleagues who are women to choose the uniform they feel most comfortable with. The company also recognises that Trans and Non-binary colleagues may prefer clothing options that match their gender identity and are reviewing suppliers who can provide this.

The company also held intersectional talks, as sexual orientation and gender often overlap with other identities. For example, ‘Chestfeeding’ workshops were held virtually for expecting parents. The choice to rename breastfeeding to the more inclusive term chestfeeding reduced stigma and challenges gender norms. Another talk, held by Queer filmmaker Lois Norman, was for the intergenerational group (supporting age diversity). This is important as older LGBTQ+ people are more likely to be isolated. Both talks give a full breadth of understanding to allies and also validate the identities of LGBTQ+ people themselves. 

Experiences of LGBTQ+ members of staff 

Because of the inclusive projects, many staff at Corps Security benefit. One of the members, Ross Doolan, monitoring control room manager at Corps Security, benefitted from a support service and utilised it to come out. After finding his voice and making connections, Ross provided support to his LGBTQ+ colleagues and promoted an LGBTQ+ friendly space within the organisation, including creating a map of all Prides around the UK in 2022.

Another colleague James Mayes, a contracts manager in London, benefitted from the group after his son came out to him. Though he is not a member of the LGBTQ+ community himself, knowledge and emotional support from the group allowed him to gain insight of the LGBTQ+ experience and make connections. With the company’s support, James and his son could march in the Pride parade together which wasn’t possible otherwise.