Straight Allies

Straight allies in senior leadership positions also have an important role
in holding line managers to account.
People know very clearly where I sit on the issues and that’s
important because I expect them to set the same example. That
filters down to team leaders and smaller groups of people who
are interacting on a daily basis. I expect them to understand how
the organisation thinks on issues of LGBT and diversity. I expect
them to be trained and to understand the kinds of non-inclusive
behaviour that can influence how somebody may feel about the
organisation. Kathryn Hanna, Managing Director, Goldman Sachs
It’s about making sure that managers know they’re held
accountable for diversity. You’ve got to use both carrot and
stick in my view and at times be tough with people.
It’s just like managing anything else in that respect.
Nicholas Crapp, Managing Director, Goldman Sachs
Straight allies in senior roles also feel that they are better placed to
support lesbian, gay or bisexual staff than those at the top of the
organisation. They do this by actively supporting networks, mentoring
individuals or providing line management support to employees.
I chair the LGB+ student group, because they also need a
champion at my level who respects them and can help to steer
them through the university systems and processes and the HEI
culture so they find a way to be heard and get what they want.
Professor Sheila Hunt, Head of the School of Nursing and Midwifery and
Deputy Pro-Vice Chancellor, Cardiff University
I’m actively involved in mentoring LGB employees. I offer myself
to the Pride Network and to broader groups, and a lot of people
reach out to me just for a different voice. My role is not
necessarily to guide but to listen, and if I can give employees
some different perspectives I definitely will do that.
Clare Fuller, Vice President for Servicing, American Express
SENIOR MANAGERS
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