EDI inclusion in small and regional firms
Building an inclusive workplace culture can have benefits beyond supporting the LGBTQ+ community. It creates a sense of belonging for all (irrespective of individual characteristics), improves engagement and retention rates, and supports employee health and wellbeing. But how can small and medium sized firms demonstrate their support for the LGBTQ+ community in an impactful, authentic and sustainable way? The vibrant splash of colour that is Pride Month may seem daunting, particularly to firms without significant resources allocated to equality, diversity and inclusion (EDI) initiatives. But it is possible to create an inclusive, supportive workplace during Pride Month and beyond with limited resources.
Pride Month
Pride Month, celebrated in June every year, remains a time to honour the LGBTQ+ community's history, achievements and ongoing struggles for equality.
This month-long celebration traces its origins back to the Stonewall Riots of 1969, a pivotal event in the fight for LGBTQ+ rights. The riots, which began as a response to a police raid at the Stonewall Inn in New York City, ignited a global movement for LGBTQ+ rights and led to the formation of many advocacy groups.
Pride in the Law
Pride Month not only commemorates the progress made since the 1969 riots but also serves as a reminder of the work that still needs to be done to achieve equality and acceptance for all. The Law Society’s 2021 Pride in the Law report found that 37% of respondents had experienced homophobia, biphobia or transphobia in the workplace, demonstrating there are still challenges to overcome within the legal profession.
Events and celebrations
An easy way to support the LGBTQ+ community is by participating in the various events, celebrations and activities that are held throughout the year.
There are a number of key dates for LGBTQ+ inclusion, remembrance and celebrations (and EDI more widely). Creating a calendar to recognise these dates is a simple way to ensure that inclusion remains on the agenda throughout the year at zero cost. Some important dates and events to note include:
- LGBTQ+ History Month in February
- International Day Against Homophobia, Biphobia and Transphobia in May
- Bisexual Visibility Day in September
- National Coming Out Day in October
- Trans Awareness Week and Transgender Day of Remembrance in November
During Pride Month itself, many smaller or regional Pride marches and events are free to attend or offer low-cost tickets. This year, the Law Society’s LGBTQ+ Solicitors Network Committee will be attending UK Black Pride in London and Pride Cymru in Cardiff.
Another way to acknowledge key dates and events is to post on staff intranet pages or invite employees to share articles about their personal experience or photos if they attend any celebrations.
In combination with our other suggestions, a good way to demonstrate visible support and allyship is to hand out Progress Pride flag lanyards which can be worn all year round.
ERGs / EDI networks
Employee Resource Groups (ERGs) can build a sense of community, support professional and career development, and help cultivate a more diverse and connected workplace. Some starting points could be:
- Creating an Inclusion Network, which can include all strands of EDI and encourages an intersectional approach. Alternatively, an allyship support group where employees can reach out to other colleagues.
- Grouping together with other smaller/regional firms to create inter-firm networks.
- Joining the LGBTQ+ Solicitors Network via MyLS and keep up to date with news, events and engage with the wider community. You can also join the LGBTQ+ Solicitors Network LinkedIn group.
- Anyone working in the legal sector can attend events held by the Law Society and the InterLaw Diversity Forum.
- Ensuring that there is leadership and support for those forming networks.
- Maintaining transparency in decision-making processes and communicating openly about EDI efforts.
Inclusive policies and practices in the workplace
Inclusive policies are an important part of creating a fair, equitable and productive working environment where all employees feel valued and respected.
Pronouns and non-gendered language
- Encourage employees to include personal pronouns in email signatures, in letters and LinkedIn/social media profiles.
- When you introduce someone, use their pronouns so that others know which pronouns to use, for example: 'This is Alex, they work in litigation. This is Sam, she works in corporate.'
- Use non-gendered language when starting meetings or greeting groups, for example: 'Good morning everybody' rather than 'Good morning ladies and gentlemen'.
The Law Society has also produced guidance around using pronouns in the workplace.
Inclusive policies
- Equal Opportunity Employment – ensure hiring practices are fair and unbiased.
- Anti-Discrimination Policies – implement or review policies that prevent discrimination based on race, gender, age, disability, sexual orientation, etc.
For new starters:
- Make sure employee handbooks and new-joiner presentations signpost both internal and external resources, such as how to join ERGs and how to access wellbeing resources.
- Be mindful that job adverts, applications, interviews, intake forms and processes are inclusive and avoid gendered language e.g. diversity questionnaires with options to self-describe gender or sexual orientation.
- Use various recruitment platforms to reach a diverse pool of candidates.
- Include people from different backgrounds in the interview process.
Training and education
There are various providers and organisations that offer specific training sessions. The Law Society offers numerous webinars throughout the year accessible via its website. Some courses which could be offered to employees include:
- Diversity training - conduct training sessions on EDI.
- Cultural competency - educate employees about different cultures and perspectives.
- Unconscious bias training - help employees recognise and mitigate their biases.
By raising awareness of relevant local events and recognition dates, coordinating attendance at local Pride, signposting national events and implementing inclusive policies and practices, small and regional firms can effectively demonstrate support for the LGBTQ+ community even with limited resources.
If you have any questions regarding the Law Society’s LGBTQ+ Solicitors Network, then please contact the committee at: LGBTQsolicitors@LawSociety.org.uk
Georgia Whitfield and Alice Jackson are members of the LGBTQ+ Solicitors Network Committee
