LGBT+ History Month is a time for members of the community and allies to unite in reflection and in education. The theme this year is ‘activism’, a phrase that could be misinterpreted as confrontational or even aggressive, but it means so much more. Small gestures can make a huge impact and kind words can leave a lasting impression, but doing nothing can never be an option.

In the current world climate, it is critical that businesses continue to support their people and offer some stability in uncertain times. More than 1.3 million people in the UK identify as gay, lesbian or bisexual, according to the 2021 census. The chances are you will work directly or indirectly with somebody who identifies as LGBTQ+. Therefore, it is vital that workplaces are inclusive environments that allow individuals to thrive.

In 2024, significant milestones, including the 50th anniversary of the LGBTQ+ Switchboard and the 10th anniversary of same sex marriage in England, Wales and Scotland, show just how far we have come. And yet there is still much that remains unresolved. There are still more than 60 countries globally where homosexuality is criminalised, with potential penalties including prison sentences and death. 

Prejudice and discrimination

Across the UK, many people who identify as LGBTQ+ continue to face prejudice and discrimination in the workplace. This can present itself in many forms, including bullying, unconscious bias or microaggressions. 

Joining a new workplace can be a challenging time for everybody, but there is the added worry of having to ‘come out’ to new colleagues. Research shows that around one quarter of young LGBTQ+ adults go ‘back into the closet’ when they enter the workplace, which means it is vital to ensure that colleagues feel comfortable and supported.

It is important for employers to understand the challenges faced across the community and take action to support their people and ensure that diversity is celebrated. Key measures include implementing inclusive policies, building safe environments, creating a culture where people can feel supported in challenging inappropriate behaviour, visibly demonstrating year-round support to the LGBTQ+ community, and ensuring there is representation at all levels of seniority. 

Creating opportunities and reducing barriers for everyone is a key priority for Crowe, so that people can work without fear of discrimination, knowing that they will be treated with dignity and will not be judged or harassed because of their personal orientation.

Challenging unconscious bias

Our LGBTQ+ & Allies network is embedded in our culture and is part of our identity. It is not a corporate function, it is led by our people, for our people. We empower colleagues to bring their ideas, share their opinions and drive initiatives, with the comfort of knowing they have the full support of the senior leadership team.

We have more than 120 LGBTQ+ champions and allies nationally who support colleagues and drive progress by raising awareness of the issues faced by the community, empowering our people to make positive change and challenge unconscious bias. 

Visible and demonstrable allyship

Supporting the LGBTQ+ community has to be about year-round, visible and demonstrable allyship. As a firm, we champion diversity and advocate for colleagues throughout the year, encouraging open and inclusive conversations that enable our people to bring their whole selves to work.

We remain committed to all our equality, diversity and inclusion networks, and they have the full, unwavering support of our firm. I’m delighted that we will be attending our fourth Pride march this year and will be walking together in solidarity, in unity and in celebration.

Ross Prince, Office Managing Partner for Midlands and Southwest, Crowe UK