FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
THE HR PROFESSIONAL’S VIEW
SARAH HOSKER,
HEAD OF HR OPERATIONS AT MONEYPENNY
The fact that so many LGBTQ+ employees feel unsupported by management and HR, is a call to action for all workplace leaders. True inclusion goes far beyond policies and statements; it must be deeply embedded into the fabric of an organisation, from leadership to day-to-day interactions.
Considering the recent UK Supreme Court ruling, which clarifies that the terms “woman” and “sex” in the Equality Act 2010 refer strictly to biological sex, many employers are understandably revisiting their inclusion policies. For those of us committed to LGBTQ+ inclusion, this ruling has real implications – particularly around access to single-sex spaces and services. But legal clarity doesn’t replace the need for compassion, understanding, and creating truly inclusive workplaces. In fact, it makes the human side of leadership more important than ever.
So how do we balance legal requirements with a culture of inclusion? It starts with openness and action.
Review and refresh policies – Start by reviewing your existing policies. Are they inclusive of LGBTQ+ employees? Do they cover healthcare, family leave, and non-discrimination in clear and supportive terms? At Moneypenny, we regularly share our policies with our employee forum (the Business Council) to ensure they’re inclusive and reflect the needs of all our people. Making sure these policies are visible and easily understood is key – people can’t benefit from what they don’t know exists.
Lead with education – Inclusion doesn’t happen by accident. Regular training helps all employees understand LGBTQ+ issues, check unconscious biases, and build the confidence to support one another. Leaders have an especially important role here. When managers model inclusive behaviour – by listening, learning, and championing diversity – it creates a ripple effect that shapes the entire company culture.
Make recruitment more inclusive – Hiring practices can often be where unintentional bias creeps in. Using diverse interview panels, standardised questions, and blind recruitment techniques helps ensure you’re truly selecting the best person for the job. Targeted outreach can also widen your talent pool and bring in voices that reflect the world we live in.
Build community and celebrate it – Employee resource groups and LGBTQ+ networks offer peer support and valuable insight. At Moneypenny, these groups not only support team members but also help inform benefits and events. Celebrating milestones like Pride Month or Trans Day of Visibility brings these conversations to the forefront – and reminds everyone that inclusion isn’t a one-off initiative; it’s a year-round commitment.
Listen, learn, and improve – Feedback is gold. Whether through anonymous surveys or confidential reporting channels, giving people a safe way to share experiences helps identify where support is needed most. Our ‘Speak Up’ policy and tools make it easy for employees to raise concerns – knowing they’ll be heard and protected.
As the legal and social landscape continues to evolve, one thing remains constant: the value of people. By combining compliance with care, we can create workplaces where everyone has the freedom to thrive.
