Workplace Guides

Stonewall has launched the fourth in a series of Workplace Guides for members of the Diversity Champions programme. 

The Guides are designed to equip employers with best practice when it comes to actively engaging with lesbian and gay staff. 

The first, on setting up an employee network group for lesbian, gay and bisexual staff, was launched in November 2005. 

The second, on monitoring sexual orientation in the workplace, highlights examples from Diversity Champions that have successfully introduced monitoring on the basis of sexual orientation and was launched in July 2006. 

The third, on preventing bullying of gay staff, explores innovative and creative ways in which employers can support and protect their LGB staff from unlawful harassment and was launched in January 2007.

The fourth, on career development discusses the barriers lesbian and gay employees may face in their careers and features examples of employers that have tailored their career development programmes in recognition of these barriers. The guide was launched in September 2007.  

Career Development

Our fourth Workplace Guide is designed to equip organisations with the information they need to understand the specific career development needs of their lesbian, gay and bisexual staff and how to respond to them. By highlighting examples of best practice, Stonewall research enables organisations to build reputation, improve performance and avoid risk.

Career Development is the fourth publication in the Workplace Guides series.

The guide deals with the following topics:

• The business case
• Developing inclusive career development policies
• Examples of career development initiatives
• Communicating initiatives
• Evaluating their success 

Click here to download Career Development: how to support your lesbian and gay employees.

The guide utilises in-depth research into organisations that are taking a variety of steps to support the career development of their lesbian, gay and bisexual employees. Researchers interviewed 9 organisations of varying sizes and operating in a variety of sectors. All of them are members of Stonewall’s Diversity Champions programme. 

There are significant obstacles facing the career development of many lesbian, gay and bisexual people. Organisations are already doing much to support the career development of employees from other under-represented groups from which there are many lessons to learn.  

This guide has been produced with the support of Morgan Stanley. 

Bullying: preventing the bullying and harassment of gay employees

Our third Workplace Guide is designed to equip organisations with the resources they need to understand the nature of anti-gay bullying and harassment, the legal obligation for employers and the impact this type of discrimination can have on individual staff members.  By highlighting examples of best practice, Stonewall research enables organisations to build reputation, improve performance and avoid risk. 

Bullying is the third publication in the Workplace Guides series.

The guide deals with the following topics:

• Building the business case
• Effective policy and procedure
• Improving reporting

Click here to download Bullying: preventing the bullying and harassment of gay employees.

The guide utilises in-depth research into organisations that are taking a variety of steps to address bullying and harassment on the basis of sexual orientation.  Researchers interviewed 11 organisations of varying sizes and operating in a variety of sectors.  All of them are members of Stonewall's Diversity Champions programme.

The best employers know that it's not just about bullying and harassment in isolation but rather about creating a workplace which is fully inclusive of your gay staff and which doesn't condone any form of discrimination.

This guide has been produced with the support of UBS.

Monitoring: how to monitor sexual orientation in the workplace

Monitoring sexual orientation in the workplace enables organisations to examine the experiences of gay and lesbian people working there and to measure the outcomes of the organisation's equality and diversity initiatives.  Stonewall's research indicates that there is a strong business case for monitoring sexual orientation, with benefits for the organisation, its employees and its clients and customers.

Monitoring is the second publication in the Workplace Guides series and is designed to give employers the practical tools they need to begin monitoring sexual orientation.

The guide deals with the following topics:

• Building the business case
• Preparing to monitor
• What to ask and how to ask it
• What to do with the information you receive

Click here to download Monitoring: how to monitor sexual orientation in the workplace.

The guide utilises in-depth research into organisations with existing monitoring procedures.  Researchers interviewed eight organisations of varying sizes and operating in a variety of sectors.  All of them are members of Stonewall's Diversity Champions programme and all monitor on the basis of sexual orientation.

Monitoring cannot exist in a vacuum and should instead build on robust equality and diversity initiatives.

This guide has been produced with the support of Nationwide Building Society.

Network Groups: setting up networks for lesbian, gay and bisexual employees

A lesbian, gay and bisexual (LGB) employee network group is a formal mechanism for enabling lesbian, gay and bisexual staff to come together to share information and support.  Stonewall's research shows that it is a valuable workplace resource that can benefit the organisation, employees, customers and clients.

This good practice guide provides practical advice for employers and employees wanting to set up an LGB employee network group.

The guide covers the following areas:

• The business case
• What LGB networks do
• Setting up an LGB network
• Communicating the network
• Maintaining and developing the network

Click here to download Network Groups: setting up networks for lesbian, gay and bisexual employees.

The guide is based on in-depth research into existing LGB workplace networks.  Researchers interviewed 10 organisations of varying sizes and operating in a variety of sectors.  All of them are members of Stonewall's Diversity Champions programme and all have active LGB networks.

LGB networks are not a complete diversity solution but they are an important step for employers who want to demonstrate their commitment to eradicating homophobia at work.

This guide has been produced with the support of Aviva and Morley Fund Management.

Accessible Guides

We have accessible word format versions of our guides. The links to download follow after the individual titles:

• Bullying: preventing the bullying and harassment of gay employees click here
• Career Development: how to support your lesbian and gay employees click here
• Monitoring: how to monitor sexual orientation in the workplace click here
• Network Groups: setting up networks for lesbian, gay and bisexual employees click here

For further information on the Workplace Guides series, please contact the Workplace team at workplace@stonewall.org.uk.