Why inclusion at work matters

Welcome to this week's edition of PinkNews Careers+!

As we kick off this week's issue, it's worth noting that this week marks a significant celebration of inclusivity as the UK observes National Inclusion Week.

In a world that is becoming increasingly aware of the importance of diversity and inclusion, this week provides a poignant reminder of the strides we've made and the work still ahead.

Inclusive workplaces have emerged as a beacon of hope for marginalized communities, including LGBTQ+ individuals. These environments foster an atmosphere of acceptance and respect, where employees can bring their authentic selves to work without fear of discrimination or prejudice.

The significance of this cannot be overstated – as inclusive workplaces not only boost the morale and well-being of LGBTQ+ employees but also drive innovation and productivity.

In this week's edition, we'll explore a new coalition dedicated to inclusion in the construction industry and we'll also share some tips on how to find an inclusive employer. Finally, we'll recap last week's PinkNews Business Community event where our attendees heard an insightful presentation from Stonewall on how businesses can make sure that their inclusion initiatives include their bi, pan and queer colleagues.

Coalition of leading construction firms aims to make industry less straight, white and male

To mark National Inclusion Week (25 September-1 October), 11 organisations in the construction industry have launched a new coalition aiming to tackle a lack of diversity across the sector and promote inclusion.

When people think of diverse and inclusive workplaces, the construction industry might not be the first that springs to mind. From outside the sector as well as within, the industry has long been seen as predominantly white, male and straight.

In an effort to make the sector more inclusive, the Construction Inclusion Coalition (CIC) has been established by chief executives at leading firms including Toolstation, Wavin, Wolseley and the National Merchant Buying Society. This new coalition representing over 250,000 construction workers throughout the UK aims to raise sector standards on diversity and inclusion (D&I) and will have an immediate focus on gender representation in its first year.

The CIC is launching alongside new polling that shows only 33 per cent of British people would feel confident that their female family or friends would be safe and respected if they joined the construction industry.

The research also highlights that 46 per cent of people would be more likely to actively seek out employment opportunities in the industry if it demonstrated a stronger commitment to diversity and inclusion. 

The coalition has been endorsed by the Construction Leadership Council, the leading body which draws together business leaders from across the construction sector and links them with the UK government.

Read more here

Want to work for an inclusive company? Here’s how to evaluate its commitment to diversity

A truly inclusive workplace seems to be a unicorn in the working world. While total inclusion should be the goal of every employer, many fall short. It’s up to us to do our own research to find out if a company reflects our values and is committed to inclusion. 

You may have heard of ‘conscious quitting’ – deliberately leaving a job because your values differ from your employer’s. It’s a trend that is becoming more common in a post-pandemic world. The Net Positive Employee Barometer found that 45 per cent of employees in the UK would leave a job if company values didn’t align with their own, and 35 per cent have previously quit a job for this reason. This number jumps to 48 per cent amongst Gen Z and Millennial employees. 

However, many companies make vague or unverifiable claims about their commitment to diversity and inclusion. This creates a challenge for people to confirm if a company truly values diversity and is actively working to create an inclusive environment. This is where research comes in. By conducting thorough research into a company’s practices and policies, you’ll be able to have an understanding of a company’s commitment to diversity and inclusion. Then you’ll be in the right place to decide if a company is a right fit for you. 

After you’ve consciously quit your current job, we have some tips to help you find out how inclusive a company actually is.

Check out employee reviews

The best place to start is to check out with past and present employees think of their company. Employee reviews provide valuable insight into a company’s culture and inclusivity from the perspective of someone who is involved in the company culture. Glassdoor and Indeed are platforms where current and former employees share their experiences working at a company, including feedback on diversity and inclusivity. Look for consistent themes in the reviews and then dig in to get more context. 

Research the company’s diversity initiatives

Companies that have made achievements in diversity and inclusion will proudly shout it out. Many companies have a diversity and inclusion page on their website, where they highlight their efforts to promote diversity and inclusivity in the workplace. Look for specifics such as the diversity of the workforce, inclusion policies and programs and employee resource groups. Pay attention to how the company frames their diversity initiatives. 

Read more here

Stonewall offers tips on bisexual inclusion at PinkNews Business Community event

Over two dozen people from all industries dedicated to inclusive working environments met up for another PinkNews Business Community event, kindly hosted by the global law firm Reed Smith LLP.

On a brisk evening, attendees were treated to stunning views of the London skyline and an informative presentation from Florence Nastri, corporate partnerships manager at the UK-based charity Stonewall.

Through Nastri’s presentation, attendees learned more about the experience of bisexual people in the workplace and how businesses can create a safer space for bi, pan and queer staff to live their authentic selves at work.

“We [Stonewall] feel like it’s really important to highlight the different experiences of different identities within the LGBTQ+ community,” Nastri tells PinkNews.

“Bi people are particularly marginalised within the community because it can be hard for bi people to be seen in workplaces and for their experiences to be proactively spoken about.”

Nastri kicked off her presentation by highlighting results from a poll from YouGov, which asked people to plot themselves on a ‘sexuality scale.’ The results highlighted that 24 per cent of people chose a point somewhere between gay/lesbian and straight, and that figure jumps to 48 per cent of the Gen Z participants. However, only 4 per cent of those surveyed described themselves as bisexual.

Other articles from PinkNews

Check out some of the headlines you may have missed recently:

• Texas anti-drag bill struck down and declared unconstitutional by federal judge (Read here)

• England's ladies' angling team refuses to compete, in protest against own trans teammate (Read here)

• UN refugee agency slams Braverman's LGBTQ+ asylum claims (Read here)

• Irish LGBTQ+ couples excluded from state-funded fertility treatment scheme: 'A huge disappointment' (Read here)

The PinkNews Awards 2023: have you voted for your favourite LGBTQ+ icons yet?

This year’s nominees for the 2023 PinkNews Awards have been revealed, and include LGBTQ+ heroes and trailblazers such as Dylan Mulvaney, Sam Smith, Megan Rapinoe and Bella Ramsey.

Returning next month (18 October), the PinkNews Awards, sponsored by Lloyds Banking Group, will celebrate and honour LGBTQ+ leaders and change-makers in entertainment, sports, business and activism. 

PinkNews readers are invited to celebrate the influential people, organisations and campaigns that have advanced LGBTQ+ rights worldwide. 

Click here to cast your vote, the polls close on 6 October!

This week's newsletter features articles written by Erik Niewiarowski, Ali Condon and Chantelle Billson, curated by Erik Niewiarowski with help from Sarah Dean.

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