Further to this, 17 FTSE 100 companies who participated in Pride month, changing their Twitter logos in support, made no mention of LGBTQ+ matters within their annual reports.
Given the importance of these documents in outlining a companies priorities, mission, and achievements, should businesses be allowed to benefit from Pride without actively working to support the LGBTQ+ professionals within their companies?
>See also: Big businesses partner for global LGBTI equality
Similarly, key research by Equality Group has found:
- 21% of Brits in management positions state that they have been inadequately trained to ensure LGBTQ+ employees feel comfortable and supported
- 36% of Brits think that their employer should offer support and training to help create a more inclusive environment for people who identify as LGBTQ+
Involving the LGBTQ+ community
Hephzi Pemberton, Founder of Equality Group, commented: “While it is positive to see that the number of FTSE 100 companies including matters involving the LGBTQ+ community has progressed from 53% in 2014 to 65% in 2019, there is still much more to be done.
“The UK is a leading first world economy – we, therefore, are charged with a global responsibility to define the status-quo of diversity, quashing the presence of the workplace inequality and FTSE companies stand at the forefront of this change.
“FTSE 100 companies bear a significant and critical responsibility to set a precedent for all smaller businesses in regards to LGBTQ+ diversity and inclusion within the workplace as SMEs will be seeking guidance from those who have succeeded before them. Therefore ensuring the morals and values that are required for a truly inclusive working culture extend beyond mission statements is vitally important.”
>See also: How can organisations support and recognise LGBT+ talent?
