Straight Allies

More documents

Recommendations

Info

32 ‘‘ A lot of people will say ‘that’s so gay’ and I don’t allow that to happen. I take that person away and I talk to them about it. I explain why it isn’t acceptable – that there are gay people who work here and they’re not going to find that funny. I’m aware all the time of what they’re saying and they’re aware of the boundaries now – you can see a real difference in the way that they’re with people. Wendy Lister, Service Desk Team Leader, West Lothian Council
➜ TIP Challenge any homophobic comments or ‘banter’ firmly and immediately <strong>Straight</strong> allies who are line managers know that they have to challenge any homophobic behaviour firmly and effectively manage resistance to gay equality in the workplace. Some staff had strong views about our Safe Zone LGB training – why was it being done and did they have to participate? I made it very clear that this is training that all staff undertake and explained the reasons why – it’s about ensuring that everybody’s treated fairly and that people feel comfortable in the workplace. I also made it very clear that this is how we expect people to behave when they’re in the workplace. Justine Williams, Assistant Director, Barnardos Northwest Many straight allies have lesbian, gay or bisexual people working for them and therefore have a role in supporting them, some of whom may need support to come out at work. People give their most when there’s a social connection and I really think the little things a manager does have a greater impact on the individual than they realise. Someone’s got to set the tone and, as a manager, in the same way as it’s your role to stamp something inappropriate out, you’ve also got to be able to bring people into a team. That doesn’t have to be a big grandstand thing – it can just be a chat by the coffee machine. I always make a conscious effort to ask what people are doing on the weekends and to bring them into the conversation by asking ‘what did you and your partner do this weekend?’ because gay colleagues may sometimes be reticent to offer that until actually invited into that conversation. Chris Light, Audit Senior Manager, Ernst & Young LINE MANAGERS 33
Page 1: STRAIGHT ALLIES How they help creat
Page 4 and 5: STRAIGHT ALLIES How they help creat
Page 6 and 7: INTRODUCTION 2 ‘Straight ally’
Page 8 and 9: 4 Being gay in the workplace Many l
Page 10 and 11: 6 It gives it greater credence by t
Page 12 and 13: 8 ‘‘ The explicit reason why I
Page 14 and 15: AT THE TOP 10 2CHAPTER Leaders at t
Page 16 and 17: 12 ‘‘ You’ve got to have an o
Page 18 and 19: 14 ➜ TIP Make your support for ga
Page 20 and 21: 16 Straight allies also believe tha
Page 22 and 23: 18 Formal structures help straight
Page 24 and 25: SENIOR MANAGERS 20 3CHAPTER Straigh
Page 26 and 27: 22 Straight allies in senior leader
Page 28 and 29: 24 Straight allies in senior positi
Page 30 and 31: 26 ‘‘ I believe my role is to f
Page 32 and 33: LINE MANAGERS 28 4CHAPTER Straight
Page 34 and 35: 30 Good line managers feel responsi
Page 38 and 39: 34 I have a gay member of staff who
Page 40 and 41: ‘‘ I’m only a little manager,
Page 42 and 43: STRAIGHT ALLIES AT EVERY LEVEL 38 5
Page 44 and 45: ‘‘ It affects everyone so it’
Page 46 and 47: 42 I was on the help desk and a col
Page 48 and 49: TOP TEN TIPS 44 1 2 3 4 5 6 GET TO
Page 50: Stonewall workplace@stonewall.org.u

Straight Allies

Create successful ePaper yourself

Delete template?

Save as template?