FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
INCLUSIVE BUSINESS CULTURE PIONEER’S VIEW
ANDREW HULBERT,
VICE CHAIR OF PARETO
There are real, practical steps, that we can take to make LGBTQ+ inclusion a living reality which we’ve outlined below. Thank you for the support of LGBT+ in FM for their advice on guidance on providing these opportunities.
Craft clear, positive policies: Start by writing policies that not only prohibit discrimination but also celebrate LGBTQ+ diversity. When rules are framed in terms of positive intent e.g. “we welcome and affirm every individual”, people feel safer raising concerns. Robust guidelines should explain what supportive language looks like, and what “banter” crosses the line into exclusion.
Build fair, transparent recruitment: Recruitment can unintentionally screen out LGBTQ+ talent. Simple changes like anonymised CVs, diverse short-listing panels and outreach to LGBTQ+ networks signal that every candidate will be judged on merit alone. When applicants see themselves reflected in your process, trust grows before day one.
Elevate visible role models: Nothing transforms culture faster than seeing senior colleagues who are openly LGBTQ+ or who actively champion inclusion. In 2025, 76 per cent of LGBTQ+ workers still reported having no visible role model in leadership (Pride in Leadership, 2025). Whether through speaker series, mentoring or internal profiles, raise up voices that inspire and reassure. It’s not only brilliant for the leaders, but also for the wider sector.
Hold leadership accountable: Inclusion efforts fail without accountability. Make inclusive leadership a performance metric. Tie executive KPIs to progress on diversity goals and visible action. When leaders model inclusive behaviours and are measured against them, culture change becomes embedded, not optional.
Deliver ongoing, real-world training: A single webinar isn’t enough. People learn best through scenarios they might actually face, how to respond when a teammate uses a hurtful joke, or how to support someone coming out at work. Embedding short, interactive modules into quarterly learning calendars keeps inclusion front of mind and builds practical confidence. A one-off initiative is tokenistic, we need to build inclusion strategy in to every aspect of the working culture.
Measure progress with empathy: Create simple pulse surveys and safe space focus groups to track how supported LGBTQ+ colleagues feel. Share anonymised results transparently and tie future actions to what the data reveals. When people see that feedback leads to change, whether new gender-neutral facilities, updated inclusive language guides or enhanced mental health support they know the organisation truly cares.
Inclusion comes from building a culture where LGBTQ+ colleagues feel safe and supported at work. That doesn’t happen though policies or training modules. It comes from leaders who are willing to hear and respond to lived experiences with empathy and action. When inclusion is woven into how decisions are made, how people are treated, and who gets heard, that’s when real change happens. And with trans rights increasingly under threat, the need for bold, values-led leadership has never been more urgent.
