Supporting and Attracting LGBTQ+ Talent Within Aerospace, Defence & Space

July 19, 2024

Figures from Stonewall highlight the ongoing challenges faced by the LGBTQ+ community in the workplace, reinforcing the need for genuine, consistent commitment to equality, diversity, and inclusion (EDI) initiatives. Public support from organisations is crucial for visibility and change, but it must transcend marketing and PR.

More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.

Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.

One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.

Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.

It’s more important than ever that your organisation is taking proactive steps to not only actively support but attract LGBTQ+ talent.

Here’s how you can make a difference:

Inclusive Language

Ensure all communications, from job descriptions to promotional materials, use inclusive language that moves beyond binary, gendered terms. This clearly signals a commitment to gender diversity.

Tailored Policies

Recognising individual needs is vital. How often do you reassess your policies? Consider revisiting and updating these to be inclusive and relevant. This could include an inclusive parental leave approach.

Zero Tolerance for Transphobia

Safeguarding your workplace with clear, unequivocal protocols on discrimination is crucial. Collaboration with your organisation’s HR team ensures everyone understands the importance of these measures.

Training and Empowerment

Bringing your team along on this journey is essential. Explain how these initiatives align with your values, making your company a better place to work and benefiting all employees.