LGBT+ Month: How to be a Better Ally in the Workplace
25 February 2025
February is LGBT+ History Month, and for the last 20 years, the campaign has promoted the outstanding achievements of the LGBT+ community. The theme for 2025 is 'Activism and Social Change’, advancing society for everyone. With the recent reversal of DEI policies in the US, it’s essential to highlight why DEI and EDI policies remain crucial in the workplace, and being an ally in the workplace is more vital than ever.
The changes to Diversity, Equity and Inclusion (DEI) policies in the US are causing unease, with spectators monitoring global reactions. Thankfully, the UK government remains committed to Equality, Diversity and Inclusion (EDI), strengthening its position with its New Bill of Employment Rights.
At Pluxee UK, our commitment to diversity, equity, and inclusion remains steadfast. We believe that fostering an inclusive culture is not just the right thing to do - it drives innovation, engagement, and growth. Regardless of any shifts, we will continue to champion DEI, ensuring that progress is not reversed but accelerated. Burcin Ressamoglu, CEO, Pluxee UK
What’s the Difference between EDI and DEI?
Diversity, Equity and Inclusion (DEI) or Equity, Diversity and Inclusion (EDI)… what’s the difference? You’re correct in thinking that you’re looking at the same words in a different order, but many believe the ordering is significant.
DEI puts diversity first, prioritising bringing different people into the business, whereas EDI puts equity first, addressing inequalities to create opportunities for all.
As part of a Global organisation operating in 31 countries, at Pluxee UK, we use the term DEI. Guided by our four pillars, we ensure an equal approach to diversity, equity and inclusion, prioritising each aspect.
Globally, Pluxee is driving change by:
- Achieving gender equity.
- Fostering a multi-generational workplace.
- Supporting people with disabilities and ensuring accessibility.
- Championing diverse origins.
The ethos of DEI and EDI are fundamentally the same = creating inclusive and equitable workplaces. Without such policies and awareness, employers risk violating workplace discrimination laws.
What are the four types of workplace discrimination?
The Equality Act 2010 sets the laws on workplace discrimination, harassment, and victimisation. The stated protected characteristics include employees who may fall within your DEI policies.
In our blog, ‘Racial Equality in the Workplace: What You Need to Know,’ we cover the four types of workplace discrimination in detail: Direct discrimination, indirect discrimination, workplace harassment and victimisation.
How Does Workplace Discrimination Affect Employees?
Any form of workplace discrimination can harm employees, but for this conversation, we’re focusing on the LGBT+ community.
Stonewall, a charity that supports 'lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people everywhere’, shares some significant statistics on LGBT+ workplace discrimination.
- 12% of LGBTQ+ employees believed they were fired or dismissed because of their identity.
- 36% of employees have heard discriminatory comments about an LBGTQ+ colleague in the workplace.
- 31% of LGBTQ+ employees claim they wouldn’t feel confident in reporting discriminatory behaviour.
These are just a selection of the statistics Stonewall shares, and each reflects a form of workplace discrimination.
What Constitutes Workplace Discrimination?
Being fired for your identity is direct discrimination, and making derogatory comments is harassment - perhaps even bullying. Those who make up the 31% of people who cannot speak out about discriminatory behaviour could fall under the victimisation category since their employer hasn’t created a safe working environment for them.
Each of these examples could lead to tribunals, with employers paying fines if found guilty of any of the four categories of workplace discrimination.
What is a Workplace Ally?
In a nutshell, a workplace ally will “call out” bad behaviour in their colleagues, whether intentional discrimination or the unintentional use of inappropriate language. An ally will speak up for their LGBT+ colleagues and strive to educate others, doing what they can to create a safe and inclusive environment.
If you’re an employer, manager, or HR professional, you automatically fall under the role of ally due to your responsibility to lead by example and your duty of care for the people within your business.
Why are Workplace Allies Important?
McKinsey & Co. produced research in 2020 on the issues faced by the LGBTQ+ community in the workplace, and the recurring theme of the report is isolation and the concept of being an ‘only.’ Since nearly 40% of LBGTQ+ employees hide their identity at work (Stonewall), their concept is as valid today as it was five years ago.
The term ‘onliness’ comes from statistics that suggest there are times when an individual could be the only one in a room of a specific gender, race, or orientation. Sometimes, every employee could find themselves being an ‘only’ in a meeting or gathering but then become a ‘many’ when interacting with the wider business.
However, if you find yourself being an ‘only’ within a company of 250 employees, it will impact your sense of vulnerability and isolation.
How to be a Better Ally in the Workplace
An ally advocates for equality, someone naturally inclined to be accepting and inclusive, but every employee can learn how to be a better ally in the workplace.
The Importance of Education
Indirect Discrimination cases usually occur due to a lack of awareness and education. A colleague may not mean to be offensive, but they could still face questions about discriminatory behaviour.
People can learn, and many are eager to do so, and through knowledge sharing, they can change their behaviours and perspectives. Employers must encourage this learning by providing resources and leading by example to establish a culture of equality and inclusion.
The Power of Listening
When nearly half of LGBT+ employees feel they can’t be their authentic selves in the workplace, we have a problem on our hands. To solve it, you need to hear from them and understand why they feel this way. Leaders may not know who is part of the LBGTQ+ community within their business. Consider a company-wide anonymous survey to understand how employees feel about inclusivity within their company.
From there, you can invite those within the community who feel confident enough to help explore how the culture can become more accepting and inclusive.
Nurture Advocates
You may have an EDI or DE&I policy, but how many people within your business are DE&I champions? Nurture advocates by creating a core group of DE&I champions who support and promote awareness events. By providing opportunities for education, you may make new advocates.
Empower People to Speak Up
Creating an environment where employees feel confident that they can speak up and report discriminatory behaviour without fear is crucial. Ensure your policies on discrimination are crystal clear, outline the guidelines, and guarantee a confidential process for employees who speak up.
Become an LGBTQ+ Inclusive Workplace with Pluxee UK
We are all on a DE&I journey because the learning never ends - even here at Pluxee UK. Your business is on the right path if the drive to educate, grow, and become an inclusive and diverse employer exists. Next, take steps to bring about positive change by reviewing what needs to improve and creating a plan of action.
Review Your Policies
Before you begin to work on culture and education, it’s essential to review your organisational policies, particularly those around parental leave, to ensure they include LGBTQ+ employees and the different family dynamics.
Respect Boundaries
Whilst it’s natural for an employer to want to learn about the people they employ and for colleagues to engage with one another, nobody should be forced to reveal more than they want to about themselves. An LGBT+ employee is not obligated to share information about themselves if they do not want to.
Stick to this rule - don’t ask someone a question if it’s something you wouldn’t want someone to ask you.
Support Employee Mental Wellbeing
We’ve steered away from talking about our products during this article. However, we have identified that LGBT+ employees face higher levels of fear and isolation, and Mind also states that those within the community are at a higher risk of depression.
As an employer, you can provide your people access to BACP-accredited counsellors, 24 hours a day, every day of the year, via phone, email, or app. With an Employee Assistance Programme, even your most vulnerable employees will always have a safe space and a place to turn for help whenever needed.
Your journey to becoming an ally in the workplace starts here. Together, we can create a workplace where every employee is free to themselves and can truly belong.
Sources: Stonewall, McKinsey & Co, Mind
