All Great People

GOAL 3

INCREASING DIVERSITY THROUGH OUR LGBTQIA+ COMMUNITY

To create an environment where LGBTQIA+ community members can confidently be their authentic selves in our business. This confidence will be evidenced by the capture of declaration data to enable us to understand levels and manage and support effectively. Our Objective

At FM Conway, we are committed to creating a culture that encourages LGBTQIA+ individuals to be their authentic selves. Despite this, we recognise that the number of people in our business identifying themselves across all grades is still less than the estimated 5-7% for the economically active UK population.

We are committed to better understanding the challenges and perceived barriers, working to address those that we find, and seeking to improve capturing and monitoring so that we have a trusted baseline fromwhich to work.

Our Progress

Future Plans

„ Set up an LGBTQIA+ employee forum and invited members from the LGBTQIA+ and non-LGBTQIA+ community to actively engage and encourage discussion to better understand barriers to recruitment

„ Continually promoted our Speak Out app to allow concerns to be raised and then addressed sensitively and successfully „ Arranged volunteering opportunities at Brighton Pride to support our LGBTQIA+ colleagues „ Ensured that a zero bullying, harassment, and discrimination approach is adopted in all areas

„ Engage with organisations who represent this community to understand more about the challenges they face and success stories that they can share. This will enable us to adopt best practices and to develop and establish some of our own „ Further investigate the reasons why there are high ‘prefer not to say’ rates with respect to sexual orientation and implement a way to encourage data capture on gender identity, so that we can better understand needs in this area and guide actions in support of increasing representation and inclusion of transgender people

„ Develop targeted programmes to attract and develop LGBTQIA+ talent „ Review how we attract and develop our people, and identify methods to combat the disproportionality experienced by LGBTQIA+ talent „ Provide specific training for all colleagues and, in particular, Line Managers, to address bullying and harassment issues identified amongst LGBTQIA+ colleagues „ Ensure that a zero bullying, harassment, and discrimination approach is adopted in all areas

and progression, and to learn how to disrupt and overcome said barriers

„ Investigated the reasons why there are high ‘prefer not to say’ rates with respect to sexual orientation and rolled out EDI talks to encourage the capture of gender identity „ Better informed so that we are able to understand needs in this area and guide actions in support of increasing representation and inclusion of transgender people

„ Analyse all new LGBTQIA+ data as it emerges to guide our actions

FM Conway - Equity, Diversity & Inclusion Strategy | 15