DECC LGBT Network An informal stocktake Official. 15 January 2015

AIM AND STRUCTURE 2 DECC LGBT. Official S 3: DECC LGBT Network at a glance S 4: What have we done? S 5: What have we learnt? S 6: What next? Aim: Describe the DECC LGBT Network and summarise what it has done over 2014/2015 for colleagues in DECC and across Whitehall. Structure

DECC LGBT Network at a glance 3 The LGBT network was formed in 2008 and is led by four volunteers and a Senior Champion. There are over 40 members now, a net increase of 30% from The network aims to build a supportive environment for LGBT members of staff, and contribute to improving inclusiveness in the workplace. Over 14/15, the network engaged with DECC and external stakeholders to improve diversity and equality in the workplace, network communications, and deliver events. DECC LGBT. Official Who are we? The network was formed in 2008, and is led by four volunteers, including a Chair, and supported by a Senior Champion. It has over 40 LGBT members. This suggests a net increase of 30% over This is around 2.5% of DECC. Diversity and Equality statistics suggest that DECC had at least 4% LGB at 68% declaration rates in December We estimate that there could be around 6% LGB staff in DECC. 30% of the members are female and 70% are male. DECC’s staff is 46% female and 54% male. We have also started an ally membership list informally. What have we done? We have engaged with other networks, the Executive Committee and Human Resources to improve our efforts on diversity and equality, and delivered a survey. We have improved our communication and delivered over 10 events for LGBT and allies, including our first leadership panel. What are our aims? To build a supportive community for LGBT members of staff, and contribute to improving inclusiveness in the workplace. 2014/15 Annual Plan – the focus was on building a stronger and more supportive LGBT community, improving the visibility of LGBT and raising awareness.

What have we done? 4 We have engaged actively with the Executive Committee and Human Resources, in collaboration with other diversity networks. We have worked with colleagues to carry out a survey that would improve our understanding of the Department and LGBT inclusiveness. We have improved our communication and delivered over 10 events. We have also entered the Stonewall Workplace Equality Index and supported training of LGBT staff. DECC LGBT. Official Engagement with ExCo and HR Working with other diversity networks, we have asked ExCo to 1)Communicate a vision for diversity 2)Improve diversity analytics and/or support bespoke LGBT surveys 3)Argue for training to equip managers to lead diverse leaders 4)Take clear accountability and governance Bespoke surveyComms and events The network carried out a survey. Around 25% of DECC responded, 15% of whom were LGBT. Some findings included: 1)75% believed that DECC is supportive and safe for LGBT 2)½ LGBT staff not completely open 3)7% witnessed derogatory references towards LGBT 4)Visibility of LGBT leaders is desirable 5)Network has a role We have improved our communication with brief fortnightly updates to the network, a new intranet page, and a series of articles and blog entries (>6). We have delivered over 10 events for LGBT and allies, including : 1)Kick-off planning meeting 2)Our first leadership panel 3)Picnic with Women’s network 4)THT fundraiser 5)One DECC market place

What have we learnt? 5 We have learnt that there is more work to do. We have identified that there is a role for the network, focussed on improving openness in DECC, raising awareness and developing managers. We also think that it is important to be visible and build critical mass (e.g. reach out to allies). This is based on anecdotal and more systematic evidence from our submissions to the Stonewall Workplace Equality Index and a recent DECC-wide survey. DECC LGBT. Official 1.There is more work to do We have worked hard, but the survey and our submission to the Stonewall Workplace Equality Index suggest that there is still more to do, e.g. improving openness, raising awareness, developing managers. 2.The network has a role Internal survey suggests that there is a role for the network, particularly focusing on working with HR and other networks to promote an inclusive culture in DECC, support LGBT members who face discrimination, raise awareness, and deliver informative career and/or business-related events, such as the recent leadership panel. 3.LGBT visibility is key A number of comments in the survey mentioned the importance of the network and role models/ LGBT visibility 4.Working with the wider Department is important To deliver our objectives, we must engage non-LGBT colleagues effectively

What next? 6 The DECC LGBT Network is organising a number of events in early 2015 to go over a stocktake of where we are, and think about where we would want to go next. That said, we think that we will be looking at three areas to develop a plan of action: Workplace environment, Senior leadership, and LGBT network Please contact us for more information. DECC LGBT. Official Planning – Reflect on survey results and develop a targeted plan to continue with progress over 2015/16. The plan may aim to deliver improvements in the following areas: For more information, contact the DECC LGBT network at: Workplace environment Senior leadershipLGBT Network 1)Continue to build a strong LGBT community. 2)Seek to improve openness of workplace environment. 1)Continue to work with the Executive Committee and Human Resources. 2)Collaborate with other networks to seek buy in and clear commitment from senior leadership. 1)Find volunteers to support delivering change and provide support to LGBT staff. 2)Collaborate with other networks to communicate effectively about diversity and raise awareness.