{"id":33630,"date":"2025-07-02T08:32:52","date_gmt":"2025-07-02T08:32:52","guid":{"rendered":"https:\/\/work.life\/?p=33630"},"modified":"2025-07-02T08:33:36","modified_gmt":"2025-07-02T08:33:36","slug":"a-message-for-leaders-about-lgbtq-inclusion-with-not-a-phase","status":"publish","type":"post","link":"https:\/\/work.life\/blog\/a-message-for-leaders-about-lgbtq-inclusion-with-not-a-phase\/","title":{"rendered":"A message for leaders about LGBTQ+ inclusion with Not A Phase"},"content":{"rendered":"

What does genuine LGBTQ+ inclusion in the workplace look like beyond the rainbow flags? We spoke with Maxine Heron from Not A Phase, who works directly with businesses to create meaningful change for LGBTQ+ employees, particularly the trans+ community. Her insights challenge leaders to move past surface-level diversity initiatives toward practices that create genuine belonging and safety.<\/span><\/p>\n

What would you say to leaders who think they’re already doing enough on inclusion? What shift in mindset have you seen make the biggest difference?<\/b><\/p>\n

Maxine:<\/b> “When it comes to workplace inclusion, it’s important to choose action over impression. We should begin by asking ourselves if our actions are truly actions, or if they’re creating an impression that we’re taking action, which is virtue signalling.<\/span><\/p>\n

For example, in recent years we have seen a rise in employers encouraging their team to add their pronouns in their email signatures. While this did come from a good place, it was the extent of support many businesses choose to engage in when it came to supporting the trans+ community. Adding pronouns to your email signature is a first step that signals you’re going to respect another person’s pronouns, whatever they may be. It implies you’re doing much more work to disrupt cultural transphobia by constantly striving to facilitate a safe and inclusive space for our community, both inside and outside of your workplace.<\/span><\/p>\n

Trans+ people make up 0.5% of the UK’s population, so it’ll take consistent efforts from the remaining 99.5% of the population to shape the narrative and culture trans+ people are navigating. The 99.5% have an immeasurable amount of power within this discourse, and redistributing that power by fundraising and consistently advocating for charities, projects, and individuals fighting for change is essential in shaping the future landscape trans+ people will face.”<\/span><\/p>\n

Maxine suggests that employers who feel they’re already doing enough should audit their efforts by asking:<\/span><\/p>\n