what about the ‘b’ in lgbt

What about the ‘B’ in LGBT

Sara Rees-Jones, Information Officer, Stonewall CymruJesse Ashman, Memberships Assistant, Stonewall

Megan Pascoe, IPOLaolu AlatiseSue Vincent-Jones, Welsh Government

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Percentage of bi

respondents who

were open about

their sexual

orientation at

work

16%


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Just 23% of 4000 bi people surveyed had ever seen a visible

bi role model in their workplace

Just 5% of organisations offered training that specifically

covered issues faced by bi people

Of those with LGBT network groups, just 37% held an event,

activity or initiative specific to bi people or experiences


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What are the issues?


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L G B T“Homophobic bullying will not be tolerated”

“We value all of our gay staff”

“We have lots of LGBT staff who are out…”

“We are proud to have an openly LGBT Board Member who

champions equality…”

“Our LGBT network is open to all”

“We monitor the progression and satisfaction of our LGBT staff”


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What could make the experience of a bi person

better?

Obvious attempts by a

workplace to improve their bi

inclusion

Seeing other bi staff

being supported and

visible at work


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Meg Pascoe

Intellectual Property Office

LGBT+ Network Co-Chair

LGBT+ Network

• Co-chair

• Visible role models

• Awareness raising

Working with Stonewall

• Role Models

• School Role Models

• Young Leaders Programme

What about the B?

• Bi+ Rep

• Bi Visibility Day

• Bisexuality Awareness training

Bisexual engagement

90%

say their manager is supportive of their life

outside work (19% increase from last year)

80%

are treated fairly at work (24% increase

from last year)

75%

believe the IPO respect individual difference

(19% increase from last year)

Discrimination, bullying & harassment

15%

felt discriminated against at work (18%

decrease from last year)

5%

felt bullied or harassed at work (6% decrease

from last year)

Where can we improve?

55%

feel valued for their work, compared to 90%

of gay/lesbian people

45%

are satisfied with their life nowadays,

compared to 70% of heterosexual people

Laolu Alatise

Student

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Being the B in WG!BEING THE B IN WG!

Sue Vincent-Jones

My Day Job is……the Economy Portfolio’s

Strategic Communications Lead

And

My Gay Job is……Co Chair of PRISM, the

award winning LGBT! Staff Network


What it means to me ………….

Being Bi or bisexual means that I have an

emotional and/or sexual orientation towards

more than one gender.


What it means in WG ………….

We recently analysed our Civil Service People

Survey 2017 results by sexual orientation – this

included LGBT, Other, and “Prefer not to Say” .


The scores for employee engagement, were

highest for those respondents who identified as

‘Bisexual’. We were most positive about the Civil

Service vision, change management, joined up

working and employee voice too!


What it means in WG ………….

Issue areas identified for this group included

leadership, inclusion and fair treatment and

access to learning and development


Respondents who identified as ‘Bisexual’ were

less positive about leadership compared to the

Welsh Government average:

‘Senior managers in the organisation actively

role model the behaviours set out in the Civil

Service Leadership Statement’ (6% below)

below average)


This group was also less positive about

inclusion and fair treatment to average:

The organisation is committed to creating a

diverse and inclusive workplace’ (6% below

average)

‘Senior managers in the organisation actively

role model the behaviours set out in the Civil

Service Leadership Statement’ (6% below)

below average)


This group was also less positive about access

to learning and development compared to

average:

‘I am able to access the right learning and

development opportunities when I need to’ (6

% below average)


But….respondents who identified as ‘Bisexual’

were most positive about the Civil Service

vision compared to the Welsh Government

average:

‘I am aware of the Civil Service Vision for a

brilliant Civil Service’ (20 % above average)


And were also more positive about change

management, joined up working and employee

voice compared to average:

‘I feel that change is managed well in the

organisation’ (18% above average)


Mixed bag of results with high scores for

employee engagement, change management,

joined up working and employee voice.

And more work to do around leadership,

inclusion learning and development.


We have a Permanent Secretary

who states unequivocally that

diversity and inclusion is at the

heart of everything that Welsh

Government does.

So what work are we doing to improve

the workplace for our Bi staff?




We have a culture of respect and

equality for everyone - so that

every individual can reach their

full potential without fear of

discrimination.


We have a Civil Service Diversity

Strategy, and Welsh Government

policies that refer to LGBT – and

are therefore bi-inclusive.




We have effective bullying and

harassment policies that tackle

any form of bi phobia from

derogatory comments to

exclusion to unfair assumptions.




We have updated benefits and

staff policies, after consultation

with Bi staff. And promote policies

and benefits that apply to

‘opposite-sex and same-sex

partners’




We have PRISM, a thriving and

inclusive LGBTI+ Staff Network that

supports staff who identify as lesbian,

gay, bisexual, trans, or intersex.






PRISM works in partnership with

the Welsh Government to create

a safe, inclusive and diverse

working environment for

everyone.




And last but not least we have

strong, out, open and visible Bi

Role Models in the

workplace…..including me!

.


Me!


Sue Vincent-Jones

Co Chair

PRISM

LGBTI Staff Network

Welsh Government

[email protected]

07814 669770


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Q&A


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Exercise:

Action Planning


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Identify opportunities within your organisations to

promote and increase bi-visibility and inclusivity

Identify:

- What is the aim of the opportunity?

- Who should be included?

- What resources you will need?

Time: 10 mins


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Individually, using the ideas shared, individually

create an action plan for the next 12 months

What can be done by:

- Month 1

- Month 6

- Month 12

Time: 5 mins

DIOLCH

THANK YOU

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what about the ‘b’ in lgbt

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