What about the ‘B’ in LGBT
Sara Rees-Jones, Information Officer, Stonewall CymruJesse Ashman, Memberships Assistant, Stonewall
Megan Pascoe, IPOLaolu AlatiseSue Vincent-Jones, Welsh Government
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Percentage of bi
respondents who
were open about
their sexual
orientation at
work
16%
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Just 23% of 4000 bi people surveyed had ever seen a visible
bi role model in their workplace
Just 5% of organisations offered training that specifically
covered issues faced by bi people
Of those with LGBT network groups, just 37% held an event,
activity or initiative specific to bi people or experiences
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What are the issues?
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L G B T“Homophobic bullying will not be tolerated”
“We value all of our gay staff”
“We have lots of LGBT staff who are out…”
“We are proud to have an openly LGBT Board Member who
champions equality…”
“Our LGBT network is open to all”
“We monitor the progression and satisfaction of our LGBT staff”
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What could make the experience of a bi person
better?
Obvious attempts by a
workplace to improve their bi
inclusion
Seeing other bi staff
being supported and
visible at work
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Bisexual engagement
90%
say their manager is supportive of their life
outside work (19% increase from last year)
80%
are treated fairly at work (24% increase
from last year)
75%
believe the IPO respect individual difference
(19% increase from last year)
Discrimination, bullying & harassment
15%
felt discriminated against at work (18%
decrease from last year)
5%
felt bullied or harassed at work (6% decrease
from last year)
Where can we improve?
55%
feel valued for their work, compared to 90%
of gay/lesbian people
45%
are satisfied with their life nowadays,
compared to 70% of heterosexual people
Being the B in WG!BEING THE B IN WG!
Sue Vincent-Jones
My Day Job is……the Economy Portfolio’s
Strategic Communications Lead
And
My Gay Job is……Co Chair of PRISM, the
award winning LGBT! Staff Network
Being the B in WG!BEING THE B IN WG!
What it means to me ………….
Being Bi or bisexual means that I have an
emotional and/or sexual orientation towards
more than one gender.
Being the B in WG!BEING THE B IN WG!
What it means in WG ………….
We recently analysed our Civil Service People
Survey 2017 results by sexual orientation – this
included LGBT, Other, and “Prefer not to Say” .
Being the B in WG!BEING THE B IN WG!
The scores for employee engagement, were
highest for those respondents who identified as
‘Bisexual’. We were most positive about the Civil
Service vision, change management, joined up
working and employee voice too!
Being the B in WG!BEING THE B IN WG!
What it means in WG ………….
Issue areas identified for this group included
leadership, inclusion and fair treatment and
access to learning and development
Being the B in WG!BEING THE B IN WG!
Respondents who identified as ‘Bisexual’ were
less positive about leadership compared to the
Welsh Government average:
‘Senior managers in the organisation actively
role model the behaviours set out in the Civil
Service Leadership Statement’ (6% below)
below average)
Being the B in WG!BEING THE B IN WG!
This group was also less positive about
inclusion and fair treatment to average:
The organisation is committed to creating a
diverse and inclusive workplace’ (6% below
average)
‘Senior managers in the organisation actively
role model the behaviours set out in the Civil
Service Leadership Statement’ (6% below)
below average)
Being the B in WG!BEING THE B IN WG!
This group was also less positive about access
to learning and development compared to
average:
‘I am able to access the right learning and
development opportunities when I need to’ (6
% below average)
Being the B in WG!BEING THE B IN WG!
But….respondents who identified as ‘Bisexual’
were most positive about the Civil Service
vision compared to the Welsh Government
average:
‘I am aware of the Civil Service Vision for a
brilliant Civil Service’ (20 % above average)
Being the B in WG!BEING THE B IN WG!
And were also more positive about change
management, joined up working and employee
voice compared to average:
‘I feel that change is managed well in the
organisation’ (18% above average)
Being the B in WG!BEING THE B IN WG!
Mixed bag of results with high scores for
employee engagement, change management,
joined up working and employee voice.
And more work to do around leadership,
inclusion learning and development.
Being the B in WG!BEING THE B IN WG!
We have a Permanent Secretary
who states unequivocally that
diversity and inclusion is at the
heart of everything that Welsh
Government does.
So what work are we doing to improve
the workplace for our Bi staff?
Being the B in WG!BEING THE B IN WG!
So what work are we doing to improve
the workplace for our Bi staff?
We have a culture of respect and
equality for everyone - so that
every individual can reach their
full potential without fear of
discrimination.
Being the B in WG!BEING THE B IN WG!
We have a Civil Service Diversity
Strategy, and Welsh Government
policies that refer to LGBT – and
are therefore bi-inclusive.
So what work are we doing to improve
the workplace for our Bi staff?
Being the B in WG!BEING THE B IN WG!
We have effective bullying and
harassment policies that tackle
any form of bi phobia from
derogatory comments to
exclusion to unfair assumptions.
So what work are we doing to improve
the workplace for our Bi staff?
Being the B in WG!BEING THE B IN WG!
We have updated benefits and
staff policies, after consultation
with Bi staff. And promote policies
and benefits that apply to
‘opposite-sex and same-sex
partners’
So what work are we doing to improve
the workplace for our Bi staff?
Being the B in WG!BEING THE B IN WG!
We have PRISM, a thriving and
inclusive LGBTI+ Staff Network that
supports staff who identify as lesbian,
gay, bisexual, trans, or intersex.
So what work are we doing to improve
the workplace for our Bi staff?
Being the B in WG!BEING THE B IN WG!
So what work are we doing to improve
the workplace for our Bi staff?
PRISM works in partnership with
the Welsh Government to create
a safe, inclusive and diverse
working environment for
everyone.
Being the B in WG!BEING THE B IN WG!
So what work are we doing to improve
the workplace for our Bi staff?
And last but not least we have
strong, out, open and visible Bi
Role Models in the
workplace…..including me!
.
Being the B in WG!BEING THE B IN WG!
Sue Vincent-Jones
Co Chair
PRISM
LGBTI Staff Network
Welsh Government
07814 669770
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Q&A
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Exercise:
Action Planning
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Identify opportunities within your organisations to
promote and increase bi-visibility and inclusivity
Identify:
- What is the aim of the opportunity?
- Who should be included?
- What resources you will need?
Time: 10 mins
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Individually, using the ideas shared, individually
create an action plan for the next 12 months
What can be done by:
- Month 1
- Month 6
- Month 12
Time: 5 mins