In honour of LGBT+ history month, library manager Dan has put together some information around promoting and educating staff to encourage a diverse workplace.
Creating more inclusive workplaces and ensuring that we can all become allies of LGBT+ communities is vital in the NHS.
Here are some quick facts:
2.7% of NHS staff identified as LGBT+ in 2019. However, over 30% chose not to disclose this information.
Click here to Access: NHS Digital Workforce Demographics
12% of Transgender people have been physically attacked by customers or colleagues in the last year because of being trans.
More than 35% of LGBT staff in the UK have hidden that they are LGBT+ at work for fear of discrimination.
Click here to Access: Stonewall Report on LGBT+ in Britain
In February 2021, Christie Library and Knowledge Service staff joined a group of fellow professionals to discuss LGBT+ issues in the workplace and to gain an insight in to how we can be more inclusive in the workplace.
Here are some of the discussion points from that session. We hope they prove to be valuable.
• Language and terminology can often be a stumbling block for anyone new to LGBT+ issues. However, if we are aiming to create a safe and open space for anyone who is from the LGBT+ community or considers themselves to be non-binary, we can make positive changes to our practices in the workplace.
• We can adapt our data collection practices so that there are gender neutral options. For example: instead of providing a tick box for ‘Mr/Mrs/Ms/Miss’, leave a blank space or include an option for ‘prefer not to say’.
• Include an option on data collection forms for defining a preferred name. A legal name or official name may differ from the name that a person is comfortable with.
• Review your website and consider the gendered language which you use to refer to your audience. Is it appropriate and does it assume gender?
• Look at what your organisation is doing to support people who may be transitioning and coming out when they are in the workplace.
• If possible provide single occupancy or gender neutral toilets. Once implemented, you should try not to police these.
• Consider inviting an advocate or knowledgeable person to share their lived experience with your team. If you’re unsure of how to find someone to approach, contact organisations like The Stonewall Charity or a trade union.
• Try not to make assumptions about identity based on anything that you see or hear.
Following some excellent speakers at the event, there was a short panel discussion. Here are few questions which were put to the panel and a short summary of responses:
I’m often concerned about using the right pronouns with people. Should I assume ‘they’?
• Always wait for someone to tell you what their preferred pronouns are and if they don’t feel comfortable disclosing them, just use their preferred name.
• One way of combating this is that we get used to defining what our preferred pronouns are- no matter what. If this becomes standard practice, people will feel more comfortable defining their true preferences.
• Using an incorrect pronoun can be hurtful. Not everyone will be hurt by this but if they are, you can apologise, learn and make better decisions next time.
Why use LGBT+ (PLUS)?
• The + or ‘plus’ in LGBT+ recognises that there are still people in our workplaces who do not identify with lesbian, gay, bisexual or transgender. + or ‘plus’ is another way we can remain inclusive in the way we talk and the way we type.
• For all the librarians and all the literature searchers out there, a quick tip is to treat the + like a ‘wildcard*’. ‘LGBT*’ will find us information about LGBT and all that follows!
Note: This joke from a librarian received many laughs with an audience of librarians.
Are there any organisations out there that can help me with terminology?
NHS LGBT Network: Click here to visit the NHS LGBT Network website
Stonewall: Click here to visit the Stonewall.org website
LGBT Foundation: Click here to visit LGBT Foundation website
Gendered Intelligence: Click here to visit Gendered Intelligence website
The Diversity Trust: Click here to visit the Diversity Trust website
Read and download the NHS Confederation’s 2020 report on LGBT+ Staff Networks in the NHS here
For more information on creating more inclusive environments and work spaces at The Christie, contact the Equality Team. Their contact details can be found on HIVE.