DECC LGBT Network 2014-2015
An informal stocktake
Official. 15 January 2015
AIM AND STRUCTURE
Aim: Describe the DECC LGBT Network and summarise what it has done over 2014/2015 for
colleagues in DECC and across Whitehall.
Structure
S 3:
DECC LGBT Network at a glance
S 4:
What have we done?
S 5:
What have we learnt?
S 6:
What next?
DECC LGBT. Official
2
DECC LGBT Network at a glance
The LGBT network
was formed in 2008
and is led by four
volunteers and a
Senior Champion.
There are over 40
members now, a
net increase of 30%
from 2013.
The network aims
to build a supportive
environment for
LGBT members of
staff, and contribute
to improving
inclusiveness in the
workplace.
Over 14/15, the
network engaged
with DECC and
external
stakeholders to
improve diversity
and equality in the
workplace, network
communications,
and deliver events.
DECC LGBT. Official
Who are we?
What are our aims?
The network was formed in 2008,
and is led by four volunteers,
including a Chair, and supported by
a Senior Champion.
To build a supportive community for
LGBT members of staff, and
contribute to improving inclusiveness
in the workplace.
It has over 40 LGBT members. This
suggests a net increase of 30%
over 2014.
2014/15 Annual Plan – the focus was
on building a stronger and more
supportive LGBT community,
improving the visibility of LGBT and
raising awareness.
This is around 2.5% of DECC.
Diversity and Equality statistics
suggest that DECC had at least 4%
LGB at 68% declaration rates in
December 2013. We estimate that
there could be around 6% LGB staff
in DECC.
30% of the members are female
and 70% are male. DECC’s staff is
46% female and 54% male.
We have also started an ally
membership list informally .
What have we done?
We have engaged with other
networks, the Executive Committee
and Human Resources to improve
our efforts on diversity and equality,
and delivered a survey.
We have improved our
communication and delivered over 10
events for LGBT and allies, including
our first leadership panel.
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What have we done?
We have engaged
actively with the
Executive
Committee and
Human Resources,
in collaboration with
other diversity
networks.
Engagement with
ExCo and HR
Bespoke survey
Comms and events
Working with other
diversity networks, we
have asked ExCo to
The network carried out
a survey.
We have worked
with colleagues to
carry out a survey
that would improve
our understanding
of the Department
and LGBT
inclusiveness.
1) Communicate a
vision for diversity
2) Improve diversity
analytics and/or
support bespoke
LGBT surveys
Some findings included:
We have improved our
communication with
brief fortnightly updates
to the network, a new
intranet page, and a
series of articles and
blog entries (>6).
1) 75% believed that
DECC is supportive
and safe for LGBT
We have delivered over
10 events for LGBT and
allies, including :
We have improved
our communication
and delivered over
10 events.
3) Argue for training to
equip managers to
lead diverse leaders
2) ½ LGBT staff not
completely open
1) Kick-off planning
meeting
We have also
entered the
Stonewall
Workplace Equality
Index and
supported training
of LGBT staff.
4) Take clear
accountability and
governance
3) 7% witnessed
derogatory
references towards
LGBT
2) Our first leadership
panel
4) Visibility of LGBT
leaders is desirable
4) THT fundraiser
DECC LGBT. Official
Around 25% of DECC
responded, 15% of
whom were LGBT.
5) Network has a role
3) Picnic with
Women’s network
5) One DECC market
place
4
What have we learnt?
We have learnt that
there is more work
to do.
We have identified
that there is a role
for the network,
focussed on
improving openness
in DECC, raising
awareness and
developing
managers.
1.
There is more work to do
•
2.
The network has a role
•
We also think that it
is important to be
visible and build
critical mass (e.g.
reach out to allies).
This is based on
anecdotal and more
systematic
evidence from our
submissions to the
Stonewall
Workplace Equality
Index and a recent
DECC-wide survey.
DECC LGBT. Official
3.
Internal survey suggests that there is a role for the network, particularly
focusing on working with HR and other networks to
•
promote an inclusive culture in DECC,
•
support LGBT members who face discrimination,
•
raise awareness, and
•
deliver informative career and/or business-related events, such as
the recent leadership panel.
LGBT visibility is key
•
4.
We have worked hard, but the survey and our submission to the
Stonewall Workplace Equality Index suggest that there is still more to do,
e.g. improving openness, raising awareness, developing managers.
A number of comments in the survey mentioned the importance of the
network and role models/ LGBT visibility
Working with the wider Department is important
•
To deliver our objectives, we must engage non-LGBT colleagues
effectively
5
What next?
The DECC LGBT
Network is
organising a
number of events in
early 2015 to go
over a stocktake of
where we are, and
think about where
we would want to
go next.
That said, we think
that we will be
looking at three
areas to develop a
plan of action:
• Workplace
environment,
• Senior
leadership, and
• LGBT network
Please contact us
for more
information.
Planning – Reflect on survey results and develop a targeted plan to continue with
progress over 2015/16. The plan may aim to deliver improvements in the following
areas:
Workplace
environment
1) Continue to build a
strong LGBT
community.
2) Seek to improve
openness of
workplace
environment.
Senior leadership
LGBT Network
1) Continue to work
with the Executive
Committee and
Human Resources.
1) Find volunteers to
support delivering
change and provide
support to LGBT
staff.
2) Collaborate with
other networks to
seek buy in and
clear commitment
from senior
leadership.
2) Collaborate with
other networks to
communicate
effectively about
diversity and raise
awareness.
For more information, contact the DECC LGBT network at: lgbt@decc.gsi.gov.uk
DECC LGBT. Official
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