A Guide for Managers Supporting Lesbian, Gay and Bi Staff - June 2013 Reviewed: September 2020, January 2024

What you can do as a Manager

There are some practical things you can do yourself as a Manager to create an inclusive culture within your service and team, and to support LGB team members in the workplace and those who want to come out at work.

Generally…

• Make sure all your staff are aware of the Council’s Equality & Diversity policy and Behavioural Standards guidance.
• Make sure you and your team are up to date with equality and diversity training and development.
• Challenge any homophobic and bi-phobic comments or ‘banter’
  firmly and immediately. Simply explaining to staff why something they’ve said is
  inappropriate is often an effective way to make them think about it and to change their behaviour.
• Don’t be afraid of saying the wrong thing. Just apologise and move on if you make a mistake. If you need further information or development speak to your manager or the Learning and Development team.
• Encourage staff to complete equality monitoring exercises and take part in staff surveys.
• Use inclusive language in any communications to your services and teams, e.g. partner rather than boyfriend/girlfriend and do not make assumptions about people’s sexual orientation based on their current partner.
• Show your support at LGB community groups or events that may be happening in the local area e.g., Pride events.

Specifically Supporting an Individual…

• If a staff member wants to come out be clear, you will support them.
• Consider providing additional time for supervision.
• Signpost them to information and resources that might be of interest (see list at the end of this leaflet).
• Formally recognise the contribution of staff involved in any network groups through the performance appraisal process.