Date Added: 30.06.21

It’s been really encouraging to see how much the energy sector has been getting involved in Pride Month 2021. From social media takeovers amplifying queer voices to implementing diversity policies, we’ve seen some fantastic initiatives take place internally and externally. One such initiative is SSE’s Compelling Voices, a digital event series that places an interviewee with lots to say amidst some of SSE’s most senior leaders to share their experiences.

The aim is to put new perspectives at centre stage for these senior figures in the business to help shape the future of SSE, they are big believers that “you don’t know what you don’t know” and staying educated on different lived experiences is a great way to propel them forward. After all, according to the ONS, 5.4% of the UK population currently identifies as on the LGBTQ+ spectrum, not including the many who don’t self-identify publicly. The chances are, there are LGBTQ+ people in your business currently, and it makes business sense to attract and retain these individuals rather than potentially drive them away by not knowing what they need from you as an employer.

According to Stonewall, more than a third of LGBTQ+ employees have hidden their sexual orientation from their workplace for fear of being discriminated against. It may sound extreme, but this fear is actually rooted in reality, as almost one in five LGBT staff have been the target of negative comments or conduct from work colleagues regarding their sexuality. We all know that we get the best out of employees who feel safe and secure in their jobs, so if you want a happy and engaged workforce then it pays to spend some time on your diversity and inclusion activity.

Our very own Mia Weston, Marketing Manager and LGBTQ+ advocate, was invited to take part in June’s Compelling Voices session for SSE to share her experience as a trans woman in the energy industry and impart some advice on how businesses should approach and foster a more diverse company culture. Mia spearheaded this topic by exploring some of the recruitment practices that can help bolster LGBTQ+ inclusivity.

Attraction

Often hiring managers will find themselves in a sticky situation whereby they want to be more diverse in their recruitment process, but find that those with protected characteristics just aren’t applying for their vacancies. Case closed, right? Wrong; Mia advises that this is likely because there’s a barrier to entry for them somewhere that you might not be aware of. Make no mistake, talented LGBTQ+ professionals are out there if the above stats are anything to go by, and if you aren’t tapping into that talent pool, you could be missing out.

Mia suggests making it clear that your company supports LGBTQ+ causes, that the team is all on the same page internally and making sure you use inclusive language in your ads. These can all help to attract more diverse candidates. For instance, if you’ve championed an LGBTQ+ organisation like Stonewall, then make that abundantly clear on your website and social media. Instead of using gendered language in your ads and policies, opt for something less alienating. For example, instead of “the ideal candidate will be a true salesman” use “the right person for this job will have a passion for sales”.

Something else that is known to make a difference is to actually ask for gender, sexual orientation and race as part of your application process. Although this might seem counterintuitive and like it could single people out, actually, when used in tandem with the above tactics it can set a clear precedent that their whole self is seen and accepted. It also means you can accurately report on diversity internally later down the line.

Retention

Sometimes retaining staff can be harder than attracting them in the first place, particularly if you’re not in tune with what they really want. Mia recommends setting up a diversity committee that can regularly feed back to leadership to make sure the needs of your LGBTQ+ employees are being considered. After all, diversity is one thing, but equality is another. Having a diverse workforce is all well and good, but if they aren’t being listened to or granted access to the same opportunities as their cis-het counterparts then you may struggle to retain your newfound hires.

It’s important to remember that for some employees, due to the prejudice and isolation they might be experiencing in their personal lives, coming to work could be their only sense of relief. That’s why it’s so important to make sure your workplace is a safe space that’s free of judgement. Unfortunately, we still live in a world where some people aren’t accepting of non-heteronormativity. It’s important for HR departments to be aware and empathetic to this very real possibility.

Be an ally

If you’re a senior leader within energy, one of the most powerful things you can do for the LGBTQ+ people in your organisation and the community as a whole is to become a true ally. What that often means is being visibly supportive of LGBTQ+ initiatives and leading by example. Mia differentiates between being an ‘upstander’ and a ‘bystander’, the former will stand up and challenge behaviours or language that they don’t think is right whether it directly impacts them or not. A bystander on the other hand will just let that homophobic joke round the water cooler slide because “there’s no harm in it” or because there was nobody around to hear it.

In reality, the behaviour that you allow in private will eventually be seen as acceptable in public and could end up negatively impacting your LGBT workforce. So if you want to nurture a more inclusive and accepting workplace for everyone, use your position to make it clear that prejudice won’t be tolerated. Mia stresses that this is something everybody should be able to do, at any level of seniority without the fear of being othered – after all, change starts with us. As a leader, you can create the kind of culture where it’s okay to help educate your colleagues on matters they may not have considered before without it becoming an awkward “us and them” situation.

Advice to leaders

Mia’s parting advice to leaders was simply: just talk about it. One of the most important things those in senior positions can do is to lead the charge by opening up about themselves. Not only will this create a bond between you and your teams, but it will set an example that it’s okay to discuss your experiences at work and reduce some of that isolation that LGBTQ+ people can experience in the workplace. Communication is an incredible tool, and when your voice is naturally going to be the loudest in the room due to your position in the company, think of the positive impact you can have on your LGBTQ+ staff.

Ba