Stonewall Leadership exists to accelerate the development of equal workplaces by enabling talented lesbian, gay, bisexual and trans professionals to transform their individual and organisational leadership.
Stonewall’s research into role models and over 10 years’ experience of working with more than 400 lesbian, gay, bisexual and trans leaders on our open programmes clearly point to the value of authenticity and the costs of inauthenticity – both for an individual and for an employer.
LGBT people have particular insight into what it means to be authentic because they often have direct experience of what it feels like to not be able to be themselves.
Seeing LGBT role models working in a range of successful and interesting areas of your organisation demonstrates the value of authenticity to all staff, LGBT or not, and brings to life the Stonewall Workplace strapline: ‘People perform better when they can be themselves’.
LGBT role models who are able to be themselves in the workplace provide a clear indication that others are encouraged to be themselves too, ultimately leading to a more inclusive workplace for all.
Stonewall's Leadership approach
Each piece of work developed by Stonewall Leadership is informed by some common starting points. From our experience of working directly with lesbian, gay, bisexual and trans leaders on our open programmes and in-house client work, our way of working has developed to be flexible and responsive to client needs while remaining consistent in quality and outcomes.
Beliefs underpinning our approach
1. Individuals make change happen – Stonewall Leadership encourages their development
2. Authentic leaders perform better and enable better performance from others
3. Leaders need to keep learning
4. Workplaces that are inclusive of LGBT people have better leaders and better performance
5. No one organisation or leader is exactly the same as another
Features of how we work
1. Action orientated – all work emphasises the role of the individual in achieving change. We get leaders to articulate what they are going to do differently and how
2. Pragmatism – we apply current theoretical models and Stonewall research to leaders’ real organisational and individual situations
3. On-going learning – all work uses reflective practice techniques to get leaders to direct their own learning and development
4. Context – we raise awareness of the systems that leaders are working in, and the implications this has for their performance
5. Customised – every in-house client programme involves taking a detailed brief and designing an approach to meet specific and measurable objectives