How to be an ally (as well as an accountant)

While accountants have a talent for balancing books, we also need to think about creating a more balanced society. Pride month is more than just popping up a rainbow logo on your LinkedIn. It’s about creating a welcoming and inclusive environment in the workplace all-year round. In 2014, 20% of LGBTQ employees reported to look for another job because their workplace wasn’t accepting of them – so whether you’re a CFO, a bookkeeper, or an auditor, we all have a responsibility towards making our offices more accepting and equitable spaces.

Where can your firm start? Here are some tips and advice on how firms, just like yours, can become an ally and support your LGBTQ+ colleagues and clients this Pride month and always.

Look at your company policies

If you’re serious about creating an inclusive environment, the first step is to look at is your company policies. Do you have policies in place that protect LGBTQ+ employees, and are they actually enforced? According to a 2018 report by Stonewall, only 61% of the 5,000 LGBT staff surveyed agreed that there are equalities policies in place to protect lesbian, gay and bi people at work. From the same survey, only 46% agreed that there are policies in their workplace to protect trans people.

So get your staff involved in the process. Form some focus groups and make sure your LGBTQ+ employees’ voices are heard. Ask questions like where do they feel most supported, and where do they feel let down. By actively listening to their feedback, you can make a real long-lasting impact. Once your policies are in place, share them amongst your team and make sure they’re displayed clearly in the office.

Support your LGBTQ+ clients

Reach out to your LGBTQ+ clients and offer your support in their activities this month. What events are they hosting? Attend local (or virtual) events, make donations, and sponsor causes where you can. By showing your support, you’re promoting a culture of inclusivity in the industry, and respect for diversity.

Pave the way

Company culture starts from the top, which trickles down onto management and leaders, then rippling outwards amongst the team. Do you promote and endorse a safe space for colleagues to express themselves? 18% of LGBTQ+ employees have been the target of negative comments from work colleagues at work – so how does your firm ensure this behaviour isn’t tolerated? How do you set the standard?

The policies you set up that we mentioned previously will be driving factor, but there are other, day-to-day things, you can do to get the ball rolling and set an example. This could be from the language you use and conversations you have, to the events you celebrate and the training you offer. By creating a more welcoming and equal environment, you’re helping LGBTQ+ colleagues feel more valued and respected.

Report authentically

Be honest about where your firm stands when it comes to inclusion. Look at how many LGBTQ+ employees you have, and particularly, how many are in management positions, Are you actively recruiting and promoting diversity in your workplace? If you’re not where you want to be, don’t be afraid to have these conversations and speak up about it.

According to the Financial Reporting Council, only 1.1% of all senior managers in large firms identified as LGBTQ in 2021, with firms of under 200 employees having none. Identifying where you need to improve and how you’re going to get there helps promote a more transparent culture, which could influence other firms to step up on their reporting game too.

Remember that Pride is ongoing

While Pride month is a great opportunity to celebrate LGBTQ+ diversity, it’s important to remember that it isn’t just a bandwagon for the month – inclusion is something that should be celebrated every day of the year. Set goals and reflect on your progress this time next year. If you aren’t where you want to be by June 2024, then take a step back and re-evaluate.

Here at Bright, we’re not just on a mission to make a happy and efficient working life a reality for accountants – we also want to ensure we’re embedding a culture to embrace diversity in our own workforce. There are a number of ways we do this, including our ‘Bullying and Harassment’ and ‘Equality’ policies which help ensure a discrimination-free workplace. Also, our eLearning platforms have modules on “Allyship” and “Diverse Recruitment” which are hugely relevant to Pride month.

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This content may have been developed with the assistance of AI tools. Content is reviewed by a member of the Bright team before publication. Guidance on legislation can be obtained from your industry body.