In the past 25 years Ireland has made big strides in workplace equality. Before the 1998 Employment Equality Act, LGBT+ employees could lose their jobs simply for mentioning their partners. Now, every June, corporations across Ireland decorate their office with Pride flags, wear rainbow lanyards and march in their local Pride parades.
However, while such actions demonstrate solidarity, building inclusive work environments involves engaging year round, not just during Pride Month. From leading awareness seminars to funding employee resource groups, there are many ways to demonstrate authentic LGBT+ support in the workplace.
Bank of Ireland prioritises diversity and champions inclusion at senior level. Deirdre Gavin, head of inclusion and diversity, Bank of Ireland Group, says the organisation’s ambition “is to be one of the best places to work, with different talents, skills, backgrounds and perspectives working together”.
Last year Bank of Ireland was awarded the Gold Investors in Diversity EDI Mark by the Irish Centre for Diversity, for continuously improving EDI at all levels. The company’s With Pride LGBT+ Network “drives representation and inclusion of lesbian, gay, bisexual, transgender and ally communities, to build empowerment, the sense of belonging, and connections between communities,” and staff are invited to complete an accredited ally programme which makes allyship more visible.
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Bank of Ireland hosts an annual “group executive committee in the closet” initiative. This challenges members of the executive committee to simulate the experience of being closeted by speaking of their partners only in neutral terms, self-censoring discussions about their weekends and removing family photos from their screens and desks for one week.
No one should feel forced to be “out” at work, says Gavin, but everyone should feel safe sharing their families and personal lives; the “in the closet” initiative underlines how that sometimes isn’t the case for LGBT+ employees.
Many corporations sponsor LGBT+ employee resource groups (ERGs) that may offer, among other things, educational workshops or guidance to employees with LGBT+ children. EY Ireland’s diversity and inclusion services, for example, foster a culture of inclusion across the company. While it took a few years to establish EY’s LGBT+ Unity group, the programme is now thriving, with LGBT+ visibility playing an essential role in the office and the strategic direction of EY.
Catherine Vaughan, EY partner in global financial crime and compliance, and EY Ireland workplace diversity champion, says the diversity, inclusion and equity team fosters “a culture of inclusion across the company”.
Similarly, Sky recognises the importance of offering LGBT+ education in the workplace. Earlier this year more than 100 Sky employees completed a series of Pride at Work learning seminars. Áine Connor, director of legal at Sky Ireland, said the company’s leadership team prioritises creating “a safe and inclusive place to work”.
Members of Sky’s LGBT+ employee network volunteer their time to provide professional and social networking opportunities for LGBT+ employees while also offering support and creating a safe space to share important topics and ideas.
Sky has been a sponsor of Dublin Pride since 2015 and its ERG was shortlisted for the 2024 LGBTQ+ Employee Resource Groups Galas award, alongside EY’s Unity Network, Pride at Accenture ERG, and the Proud to Work for Ireland Network.
Partnering with community organisations and fundraising for LGBT+ charities are great ways for smaller businesses to invest in the LGBT+ community, says Ronan Crinion of MoveHome. The estate agent budgets annually to support organisations such as Gloria, Dublin’s LGBT+ Choir; GCN magazine; Dublin Front Runners; and Out and About.
For small businesses that want their staff to feel comfortable being themselves at work, Crinion suggested regular 10-minute chats where everyone can engage on a personal level without talking business. This builds a strong sense of community and understanding between employees of diverse backgrounds.
Certified Proud is an organisation that knows diversity initiatives take time to establish but are worth the investment. It uses tailored training to build “active allyship through advocacy and support” among member businesses.
“Rather than focusing on short-term, checklist-style engagements, we work year-round to help organisations foster genuine inclusivity and equality,” says co-founder Donya Anvari.
When it comes to EDI support and visibility, it’s important to recognise that continual vigilance is essential. While LGBT+ identities are generally accepted in the workplace, each company culture is determined by the leadership team. It’s important to seamlessly integrate support into the company culture so that everyone feels safe and able to do their best work.