Session B12:Engaging LGBT Staff in Career Development Pathways

Facilitator:

Vicky Constance, Group Manager Private Sector Programmes,

Stonewall

Speaker:

Anthony Francis, IT Project Manager and Professional LGBT

Network Chair, Lloyds Banking Group

Session Outline

▪ What are the barriers?

▪ Anthony Francis, Lloyds Banking Group

▪ Group exercise

▪ Feedback and close

▪ Over 25% of LGB people say that they feel they have experienced barriers to career progression because of their sexual orientation

▪ 50% of trans people say that they feel they have experienced barriers to career progression because of their gender identity

What are the barriers?

▪ Real vs Perceived barriers

▪ Likelihood of being out at work decreases with age

▪ Multiple diversity characteristics may impact opportunity, e.g. double glazed glass ceiling

What are the barriers?

What are the barriers?

Session X:Session title

Facilitator(s): Name(s), Job Title, Organisation

Speakers: Name, Job Title, Organisation

Anthony Francis

IT Project Manager and Professional

LGBT Network Chair,

Lloyds Banking Group

@anthonyfranc1s

@LBGRainbow

RAINBOW: OUR JOURNEY TO A PROFESSIONAL NETWORK

8

Rainbow, the lgbt professional network

9

2010 - 2013

• 2010/11 set out to establish a network for LGBT colleagues

• 2012/13 grew to over 1,000 members / allies

• Seen as the fun network

• Similar faces at events

• Room for improvement to attract more LGBT+ colleagues and allies

2014 – present

• Rebranding

• Establish a professional theme

• Strengthen our offering to all members and allies

Our journey to now

10

11

• All events to have a development element

• Internal upskilling sessions (e.g. lunch and learn)

• Disclosure

• Networking effectively

• CV workshops

• Working closely with other professional networks

• Rainbow Connect

• Mentoring

• Policy and process change

• A range of training materials for all members and allies

• Opportunities with Stonewall (YCP; LGBT Role Models; LGBT Leadership)

• Help to build capability

What does being professional look like?

12

What does building capability look like?

13

• Increased membership to 5,000 (members and allies)

• Change of perception within Lloyds Banking Group

• Award winning network

• Increased number of senior LGBT role models & allies

• £35,000 raised for charity

• Pay group progression

• A more meaningful network

The outcome of being professional so far

14

Anthony Francis

IT Project Manager / Co-Lead Rainbow South and South West

Anthony.francis1@lloydsbanking.com

@anthonyfranc1s

@LBGRainbow

Employee

Lifecycle

Public information

Induction/Onboarding

Performance

ReviewPromotions

Exit

Line Managers

1) What parts of the process do or could

these stakeholders influence?

2) What can they do to make this part of

the employee lifecycle more inclusive?

Feedback

Top Tips▪ Understand the challenges for LGBT staff in accessing career

development opportunities

▪ Assess the data if you have it

▪ Engage your network to offer some career development opportunities

▪ Identify key stakeholders that have the influence over key parts of the

development cycle and give them clear actions

▪ Measure the success through data or feedback