What you can do
Audience of delegates

Breakout Sessions

Choose from eight breakout sessions led by inclusion specialists.

You can attend two sessions throughout the day, one in the morning and one in the afternoon. We will send information on how to register ahead of the event. 

The sessions are organised into three best practice streams to help you plan your day.

Maximising Influence 

AM: Taking a stand: How your organisation can progress LGBT equality

Organisations not only have a responsibility to the inclusion of their LGBT staff but to the wider community too including customers, service users, suppliers and partners. This session will explore ways individuals and organisations can influence and progress wider LGBT equality through methods such as procurement and community engagement.

Learning outcomes:

  • Understand the benefits of taking a public stance on LGBT inclusion and aligning this with your Corporate Social Responsibilities
  • Explore how organisations can influence partners, customers and suppliers
  • Reflect on how individuals can support the wider movement for LGBT equality

PM: Delivering LGBT-inclusive services

When designing or developing services, it’s crucial to consider the specific needs of the LGBT community. This session will look at how to gain honest feedback about the experiences of LGBT service users and build an action plan based on the new Stonewall service delivery toolkit.

Learning outcomes:

  • Learn how to consult with service users and empower them to provide meaningful feedback
  • Feel confident building an action plan based on the results of consultation and how to involve an employee resource group
  • Understand how to collect and monitor feedback from LGBT service users

Supporting your staff

AM: Being BAME and LGBT in the workplace

LGBT Black, Asian and Minority Ethnic people can face distinct challenges due to their intersectional identities. This session explores how organisations can address these challenges by engaging LGBT BAME staff, customers and service users and supporting and profiling diverse role models. 

Learning outcomes:

  • Understand the experiences of BAME LGBT people in the workplace and beyond
  • Share ideas on promoting and developing the involvement of BAME people in LGBT inclusion initiatives
  • Learn how to empower and platform BAME role models and engage effective and meaningful allies in your workplace  

PM: Exploring faith and LGBT identities

Discussing LGBT identities and faith can be a complicated. This session explores how to navigate this in the workplace by hearing from LGBT people of faith on the ways their identities overlap and how to avoid potential conflict. 

Learning outcomes:

  • Gain an understanding of the challenges relating to discussing LGBT and faith 
  • Share best practice to overcome challenges including collaboration between faith and LGBT network groups 
  • Take away specific ideas that will enable you to develop a positive workplace for everybody regardless of faith, sexual orientation or gender identity

AM: What about the ‘B’ in LGBT?

Stonewall’s 2017 staff survey showed that just 16% of bi people were completely out at work and that they are often underrepresented in LGBT inclusion initiatives. This session will introduce practical steps to ensure more bi staff are able to reach their full potential.

Learning outcomes:

  • Understand bi identities and develop the confidence to articulate the need for bi visibility and inclusion in the workplace
  • Gain insight into the challenges faced by bi people in the workplace and the effect this can have
  • Learn practical tips from organisations that have taken steps to make their workplaces more inclusive of bi people

PM: Promoting positive mental health in the workplace 

Research shows that LGBT people disproportionately experience mental health problems compared to non-LGBT people. Mental health issues are still surrounded by social stigma, preventing many people from getting the support they need. This session will explore how to encourage discussion of mental health experiences and practical ways to encourage positive wellbeing in the workplace.

Learning outcomes:

  • Understand individual experiences of mental health in relation to sexual orientation and/or gender identity
  • Explore how to challenge the social stigma that surrounds mental health and LGBT issues and encourage an open dialogue in the workplace
  • Discuss practical steps organisations can take to support the mental wellbeing of all staff

Developing strategy

AM: Creating a trans-inclusive organisation 

Trans employees who are comfortable disclosing their gender identity are 77% more likely to be satisfied with their job security. This session looks at a range of areas including policy, network groups and communications to provide practical ways to make workplaces inclusive for all trans employees.

Learning outcomes:

  • Understand how to confidently articulate the business case for trans inclusion
  • Awareness of the specific challenges that trans people face in the workplace
  • Practical ways to take an individual-centred approach to supporting staff while ensuring your organisation is a trans-inclusive environment 

PM: The employee lifecycle: Recruiting and retaining diverse talent   

It is proven that diverse teams produce better results. This session will help you target your recruitment to reach LGBT jobseekers and demonstrate that your organisation is LGBT inclusive to attract and retain the best talent. Persistent professional barriers result in a lack of openly LGBT people at senior levels in the workplace. This session will also explore developing and promoting targeted initiatives to support the career development of LGBT employees.

Learning outcomes:

  • Identify the barriers faced by LGBT candidates and staff in the recruitment process and career development pathways
  • Explore how to evaluate your current recruitment campaigns and learn creative ways to engage LGBT jobseekers
  • Identify ways to increase participation of LGBT employees in existing career development pathways and use your employee network group to enhance career development opportunities