As a manager what do I need to do?
What do I need to do?
- Ensure you and your staff are aware of roles and responsibilities in maintaining an inclusive and welcoming workplace with zero tolerance to discrimination against LGB colleagues. All employees need to know what will not be tolerated in the workplace, and what they should not have to put up with. Ensure you and your staff attend training on sexual orientation equality.
- Take responsibility for protecting your LGB staff from bullying and harassment, and do not encourage it in any way. Remove the barriers that LGB staff can face when reporting bullying and harassment. If an employee comes to you to make a complaint about anti-gay bullying, harassment or discrimination make sure you deal with it effectively, swiftly and confidentially. Further advice and assistance can be obtained from your Business Partner or the E&D Team.
- Treat the partners and civil partners of your LGB staff with equally respect and consideration as you the partners of heterosexual staff. Make sure invitations to events are worded in inclusive language so they do not feel excluded. Ensure that major events such as civil partnerships are recognised in the same way that you would a marriage.
- Consult key stakeholders such as our LGB Acton group and the LGBTF student society on how your practices and services are developed, to ensure they are tailored and relevant to your workforce.
Partly taken from Stonewall's "Bullying - preventing the bullying and harassment of gay employees"
