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LGBTQ+ Staff Networks Put To The Test

2020 has been a challenging time for employees . LGBTQ+ staff networks were put to the test as committees looked for alternative routes to show up for their members, support them through a difficult transition, and remain visible . Sarah McKenna Barry caught up with representatives from a number of

LGBTQ+ staff networks to understand how these vital lifelines can continue to operate and thrive throughout life with COVID-19 and beyond .

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entral to the mission of LGBTQ+ staff networks is promoting visibility and fostering inclusion through Pride events in the workplace . More often than not, these celebrations serve as a catalyst for change within an organisation, as Colum Ward, a member of the Irish Life and Canada Life’s Pride Committee tells me:

“Our biggest milestone was our first ever entry into the Dublin Pride Parade in 2017 . Prior to that, LGBTQ+ employees in the company had no real visibility, or a strong demonstration of support from the company . That all changed in 2017, with the overwhelming success of our Pride entry, the support shown by the company and the huge number of allies that joined our LGBTQ+ colleagues for our first Pride breakfast and parade . Since then, we have grown over the last few years to provide education programmes to employees on LGBTQ+ issues and awareness .”

Pride is similarly pivotal to the OutLaw Network, an organisation whose mission it is to promote the inclusion of LGBTQ+ people across the Irish legal community . “Our first Pride in June 2019 was a very special moment,” a representative from the Outlaw Network tells me . “Marching down O’Connell Street with our friends and family, and again with the many senior lawyers, including the Director General of the Law Society, many marching for the very first time, was a truly wonderful moment . It showed how a group like OutLaw can help foster a sense of community and belonging . The Pride Flag was also flown over the Law Society for the first time that year . That was amazing to see, and to hear what it meant to people . ”

While a strong showing of solidarity is a necessary element of these networks’ operations, Pride celebrations constitute just one aspect of their work . Their commitment to the education and training that fosters a safe and inclusive working environment for all LGBTQ+ employees is equally important .

The Bank of Ireland Pride Committee - With Pride - raises awareness through a number of initiatives, including masterclasses on LGBTQ+ anti-bullying and LGBTQ+ ally training . Moreover, every staff member across Bank of Ireland’s branches receives trans awareness training, via their Gender Identity and Transitioning at Work Policy . Additionally, With Pride fosters an LGBTQ+ inclusive environment through all gender inclusive signage and all-accessible bathroom facilities throughout their premises .

Internal training is central to the work of AIB’s Pride Matters Network . Caoimhe Scolard, AIB’s Diversity and Inclusion Lead, talks about how education drives inclusive policy change at the company: “There have been many successes in recent years, including the creation and rollout of an Ally Pack which was designed to equip straight and/or cisgender colleagues on how to be an ally . Being an ally means always being ready to show support, being fully informed and not being afraid to stand up for the rights of others and the AIB pack showed everyone how to do this . ”

Being an ally means always being ready to show support, being fully informed and not being afraid to stand up for the rights of others.

Caoimhe continued, “We also had a third party engaged to deliver the ABCs of LGBTQ+ training which gave participants an understanding of the key gender and sexuality terms, as at times people are not aware of the correct terms or language to use . ”

Moreover, AIB’s Pride Matters developed a Transitioning in the Workplace guide to educate cisgender employees and illustrate how they can assist colleagues who may be transitioning . Speaking on this guide, Caoimhe adds, “AIB believes that everyone deserves to express their gender fully and this guide is our small part in helping our employees do so . ”

LGBTQ+ networks had to adapt in order to continue to provide their services as businesses adjusted to working from home . For Irish Life’s Pride Committee, the focus turned to the promotion of resilience . Colum tells me, “All businesses have had to adapt to ensure business continuity . And just as all customerfocused areas of the business adapted, it was equally important that all areas of the business focused on supporting employees adapted too . The organisation as a whole has focused on resilience and maintaining a healthy mind and body with a series of wellness, fitness and employee assistance supports provided to all staff .”

Crucially, the committee examined how they could maintain visibility and celebrate their members virtually: “The network continued with its Pride activities over May and June with training workshops, entertainment events and a digital Pride submission . Continuing to support LGBTQ+ community groups at this time has been important for the network . ”

Adapting to a digital network was key to Bank of Ireland’s With Pride . As well as online supports, the committee created wellbeing podcasts for employees to listen to . With Pride also launched their Virtual Pride with a series of webinars and coffee mornings as well as a virtual Pride Parade and bingo event .

AIB’s Pride Matters adapted quickly to continue to serve their members throughout lockdown, as Caoimhe tells me: “I’m delighted to say that the AIB Pride Matters group rose to the challenge and leveraged technology to ensure employees continued to be supported, and that a safe space remained for them regardless of the challenges presented by COVID .” They hosted a number of events, including partnering with Irish drag icon, Bunny O’Hare, for Queerentine Bingo which raised over €3,000 for BeLonG To .

The committee’s dedication to LGBTQ+ awareness continued throughout the pandemic . In conjunction with The Lir, National Academy for Dramatic Art, Pride Matters hosted a threeweek masterclass series on the topic of Personal Presence, Making an Impact and Developing a Clear and Confident Voice . Caoimhe explains, “The Lir at Work trainings have helped people to find and use their voice, giving them confidence and empowering them to be at their best . ”

While the OutLaw Network is still quite young - they first launched in January 2019 - they were determined to ensure that they didn’t lose momentum throughout lockdown . “We tried to stay connected and keep spirits high,” an OutLaw representative tells me . “We have had a few online events recently which have gone very well - some formal webinars and other more casual, conversational events where our members can link up with each other . Organising interactive events are now much more important as there is no mingling after talks, or wine receptions beforehand . It’s essential to make LGBTQ+ people feel visible, as it is easy to shrink when we’re away from everyone . Our new virtual book club, Get Lit, prompted a lot of good engagement, with several new faces joining . ”

As they look ahead to life beyond restrictions, staff networks return to their purpose to guide them in the future . Bank of Ireland’s With Pride Network’s primary goal for 2021 is to continue to educate, support and foster inclusivity for LGBTQ+ colleagues, customers and in the community . “While the LGBTQ+ landscape continues to evolve we need to adapt and change to ensure all members of our community’s voices are heard and respected,” a representative from With Pride tells me . “At Bank of Ireland, we continually strive to promote the use of language that LGBTQ+ people feel best represents them . We know there are still many challenges facing our community and we hope with each passing year we can make further progressive steps in the right direction for equality and inclusion . ”

Similarly, Colum assures me that Irish Life’s Pride Committee remains connected to their aim as they look further into 2021: “Our purpose and goal will be to continue to improve the workplace through education and visibility as well as supporting LGBTQ+ community groups .” Upcoming projects include the launch of their Transitioning in the Workplace policy in Q2, the rollout of educational programmes in conjunction with LGBTQ+ organisations, and their continued support and sponsorship of Dublin Devils FC .

The OutLaw Network considers their upcoming plans in relation to the goals they wish to achieve . “We want to make sure we are representing the minority groups and campaigns within the LGBTQ+ community,” a representative from OutLaw tells me . “We want to ensure that LGBTQ+ students studying law or considering a career in law still have the opportunity to meet people practicing law and ask questions about the career . We plan to create these opportunities over the course of 2021 . ”

At AIB, their goal is to build on the success they saw in 2020: “We will continue to ensure that our LGBTQ+ colleagues experience AIB as a great place to work, as well as a place where they feel respected and celebrated and can thrive,” Caoimhe tells me . “We want our people to be their best self and we will ensure at an organisational level that our policies, procedures, trainings and work processes support that . From an external viewpoint we see that AIB has a role to playing in leading and facilitating inclusiveness in communities . ”

It’s true that 2020 saw LGBTQ+ staff networks put to the test . However, as these networks have demonstrated, if organisations focus on adaptability, education and visibility while remaining connected to their purpose, these committees can continue to serve the community in 2021 and beyond .