- Conference
- 2023 National LGBT+ Conference
- Date
- 20 July 2023
- Decision
- Carried
Conference notes that a workplace that actively creates an inclusive environment for its employees is more successful, retains staff, provides empowerment of opportunity, and builds stronger relationships. In UNISON we understand the power of ‘Stronger Together’, our history is testament to this.
As we move into UNISON’s ‘year of LGBT+ workers’ in 2024 we also note that where LGBT+ members and their allies continue to fight against homophobia, bi+ phobia and transphobia in the workplace this has a positive impact on recruitment of new members and retention of existing members.
Creating an inclusive workplace, however, means we need to harness the power of allyship from our non-LGBT+ colleagues in our workplaces and branches. Empowering them to understand the issues LGBT+ people face daily is key to the way forward.
Allies stand by the side of their LGBT+ colleagues, recognising that they also have responsibility to create inclusive workplaces. They understand people face discrimination based on their identity and recognise the power they have to create change, decrease the discrimination faced, and commit to being positive and active in their values and behaviours.
Conference notes in the last year we have seen powerful examples of allyship in the form of UNISON’s trans allies training. By the end of June 2023 over 1400 UNISON members in branches and regions have taken part in training. Membership of the trans, non-binary and gender diverse network has increased significantly. An incredible display of allyship and power for our members.
In our Bi+ Caucus we have seen a significant increase in members coming forward from asexual/aromantic, pansexual and demi communities as well as others under the ‘+’ umbrella, because they see the power of allyship in our workplaces, branches, and regions.
Conference notes however there is more we need to do. Stonewall’s ‘Rainbow Britain’ report concluded in 2023 “…Creating inclusive cultures in all workplaces… means recognising our relationships and identities in HR policies … It means taking action against the prejudice, discrimination, and abuse that we experience.” “A failure to act on issues facing LGBTQ+ people at work… reflects negatively to that larger community who care about us. It means that attempts to belittle LGBTQ+ people and our lives will eventually fall flat, because there are simply too many people right across society that know and love LGBTQ+ people.”
Conference calls on the national LGBT+ committee to:
a)Encourage branches and regions to access LGBT+ information, factsheets and briefings by adapting to new communication methods such as quick-response (QR) codes, UNISON website links, apps, and social media to engage with LGBT+ allies.
b)Work with branches & regions to encourage members to step up as visible allies to LGBT+ colleagues as we move into the ‘Year of LGBT+ Workers’.
c)Develop a LGBT+ allies resource for branches and regions to use as part of ‘Year of LGBT+ Workers’