Aster Group / LGBTQ+ network

What was the issue?

Our existing Diversity and Inclusion plan was closely aligned to our ambitions on employee voice, but we wanted our colleagues to feel more connected to Aster and its purpose. Ultimately, we hope to provide a working environment in which all employees – and communities – feel truly represented and heard.

Our broad objectives were to:

• Raise awareness through education and visibility in the workplace.
• Facilitate meaningful conversations about difference.
• Empower our employee network groups to help us develop our colleague offer.

Who did you engage with?

We established great links with a number of organisations. We worked closely with the Employers Network for Equality and Inclusion (enei), the leading employer network for diversity and inclusion in the UK. We also took part in the Stonewall Diversity Champions programme. Working closely with the charity, we ensured our practices were truly inclusive. The relationship opened up further opportunities for understanding and education across the business thanks to its webinars around LGBTQ+ history during LGBTQ+ History Month.

What did you do?

In summer 2020 our people director, Jane Pound, and regional director, Darren Brazil established the Aster LGBTQ+ network. In partnership with the newly formed network, our organisation undertook a programme of activities to further our diversity and inclusion culture:

• Created a dedicated Teams space providing a safe space for internal discussion.
• Developed dedicated intranet pages.
• Celebrated LGBTQ+ History Month with articles, educational webinars and personal stories on our digital ‘Difference Wall’.
• Celebrated National Inclusion Week.
• Agreed an exploration of reverse mentoring, as a way to develop workplace understanding of lived experience.
• Encouraged colleagues to state their preferred pronouns on email name tags and in online spaces such as LinkedIn.
• Created email footers, screensavers and added the LGBTQ+ network to the trade colleagues’ quarterly toolbox talk meeting’s agenda. 

Reflecting on the impact he has seen, Darren Brazil said: “Visibility and representation are such important elements of a successful business, particularly at senior levels. After all, employers have an important role to play in the lives of their employees. It’s not just about terms and conditions for me. Our experiences at work play a huge part in our overall wellbeing. Knowing that I, and other LGBTQ+ colleagues, have a place to be, a role to play, and a voice in shaping our culture is crucial to this. Not just for us, but for our customers and communities.”

What was the impact?

The network has helped us to further define our organisational principles:

• We will know our customers and colleagues.
• We will deliver fairness for all and ensure everyone has a voice.
• We will ensure diversity of thinking.

The network has ultimately succeeded in raising awareness around LGBTQ+ issues and informing organisational policies, including the recruitment process and Aster’s Transitioning in the Workplace policy.

Visibility of the LGBTQ+ community at Aster has been improved significantly thanks to the programme overseen by the network. All our new starters are now made aware of the network as part of our welcome programme, which includes regular calls to new colleagues in their first few weeks.

Engagement in the programme has also been high. The Difference Wall, launched during National Inclusion Week, has so far received well over 1000 views. Additionally, colleague stories covering a wide range of inclusivity issues have collectively received over 3,600 views.

The network is working towards HouseProud accreditation, a scheme that all social housing providers can join to demonstrate their commitment to LGBTQ+ resident equality and support. It is hoped that over time and with the scheme’s support, the network will become an important consultative body across the entire business on LGBTQ+ policy development.

Reflecting on the impact he has seen, Darren Brazil said: “Visibility and representation are such important elements of a successful business, particularly at senior levels. After all, employers have an important role to play in the lives of their employees. It’s not just about terms and conditions for me. Our experiences at work play a huge part in our overall wellbeing. Knowing that I, and other LGBTQ+ colleagues, have a place to be, a role to play, and a voice in shaping our culture is crucial to this. Not just for us, but for our customers and communities.”

What barriers, challenges or points of learning did you identify?