Here at LGBT Great, we're committed to driving positive change in the Financial and Professional Services industry by empowering LGBTQ+ diversity, equity and inclusion through the #ProudWork Sustainability Programme. As we step into 2024, our CEO Matt Cameron shares with you our vision for the year ahead. Join us as we explore 10 key predictions and themes that will shape LGBTQ+ inclusivity in our industry, from role modelling, data-driven strategies to LGBTQ+ ESG initiatives. Together, with our Members, we'll continue to build a more inclusive and equitable world:
Data-Driven Focus: organisations will increasingly leverage data analytics to track and measure LGBTQ+ diversity and inclusion progress, going beyond mere headcounts to assess inclusion indicators like representation in leadership, pay equity, and employee satisfaction. Diversity and inclusion strategy will also become more a theme.
Transparency and Reporting: Expect a slow, but growing trend of organisations openly sharing their diversity and inclusion metrics, including LGBTQ+ representation, as part of annual reports and corporate social responsibility disclosures.
Role Modelling and Mentoring Initiatives: More senior leaders and executives will actively participate in role modelling for LGBTQ+ inclusivity, not just within their organisations but across the industry, serving as allies, advocates and mentors. LGBT Great will work to provide a platform for more marginalised parts of the community.
Employee Resource Groups (ERGs): LGBTQ+ ERGs within organisations will play a pivotal role in collecting data, fostering a culture of inclusion, and creating opportunities for mentorship and allyship programs. A focus on safe spaces and addressing workplace homophobic and transphobic ‘banter’ will become an emerging trend.
External Benchmarking: more organisations will engage in external benchmarking, such as the iiBT to compare and analyse their LGBTQ+ inclusion efforts with industry peers, leading to healthy collaborative approach in furthering progress.
Recruitment & Representation Initiatives: Organisations will intensify their efforts to attract, hire, and retain LGBTQ+ talent, with a focus on creating a diverse workforce that reflects the broader community. Expect targeted recruitment strategies, inclusive job postings, and talent pipelines that focus on opening access to LGBTQ+ candidates. LGBT Great will be providing access to new data insights on this important theme and publishing our recruitment and talent attraction report.
Supplier Diversity: A push for supplier diversity programs that include LGBTQ+-owned businesses in procurement practices, further expanding the economic impact of LGBTQ+ inclusion in the industry.
Awareness Training & Programmes: An increase in diversity training and workshops, with a specific focus on LGBTQ+ awareness, not only for employees but also for clients and partners, emphasising the importance of an inclusive Financial and Professional services ecosystem.
Inclusive Marketing & Advertising: organisations will continue to embrace LGBTQ+ inclusivity in their employee value propositions, marketing campaigns, reflecting more diverse family structures and relationships in their advertising materials.
ESG Integration: some organisations will move to start incorporating LGBTQ+ ESG criteria into their buying and investment decisions and strategies. A focus will be placed on LGBTQ+ policy, data collection, support for LGBTQ+ causes. Expect some specialist LGBTQ+ focussed ESG funds to emerge and a focus on financial wellbeing.
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