All In How-To Session – Action 8: Improve The Experience of Our LGBTQ+ Talent

Yesterday, All In held its How-To Session on Action 8: Improve the experience of our LGBTQ+ talent. 

The session focused on how implementing gender pronouns in your organisation can improve the experience of LGBTQ+ talent. This action was developed as a response to the results from the first All In Census, held in March 2021, which showed that:

• 62% of LGB+* respondents are aged 18-34.
• LGB+ people in our industry are less likely than average to be in C-suite positions, with most being in digital creative (18%), social media (17%) and marketing director (16%) roles.
• LGBTQ+ people are significantly more likely to experience a mental health condition.
• 47% of trans respondents said they feel consistently anxious at their job, compared to 29% of the All In average.
• 17%  of trans respondents experienced sexual harassment over the last 12 months, compared to 3% of the All In average.

Our fantastic panel of speakers comprised Kate Williams (she/her), Head of Diversity and Inclusion, Publicis Groupe; Mark Runacus (he/him), Co-Founder and Planning Partner of Wax/On and Joint Ceo of Outvertising; and Yeme Onoabhagbe (she/they), Associate Director, Student Transition & Outcomes, King’s College London and Trustee, MindOut. They all echoed the importance of encouraging the use of gender pronouns in order to make the workplace feel like a safe space for the whole LGBTQ+ community.

‘It’s less about announcing who you are in the world and more about creating a space for everyone to feel comfortable’ said Kate on the importance of gender pronouns.

‘(Gender pronouns) are definitely becoming more of a norm and increasingly important for students when they think about their careers and future employment. They want to see organisations taking meaningful steps towards inclusion’ said Yeme on what are the students’ perspectives and experiences with regards to the use of gender pronouns.

‘Employee networks are really powerful and have an important role in shaping the future of diversity and inclusion’ said Mark when discussing how employee networks can help encourage people to use gender pronouns.

The conversation also tapped into the topics of successful case studies within the industry, as well as the mental health support resources available for LGBTQ+ talent.

A big thank you goes to our fantastic speakers and attendees, for such an inspiring and insightful session. If you missed it, don’t worry: you can watch the session on demand here. 

Head to All In’s YouTube channel to check out all the previous How-To sessions and register for the How-To Implement Action 9: Physical Disability session here.

*In the All In Census, we dinstiguished between two  groups: LGB+ refers to  those describing their sexual orientation as bi, gay/lesbian or other and LGBTQ+ includes those identifying as Trans.