A message for leaders about LGBTQ+ inclusion with Not A Phase

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.

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?

Maxine: “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.

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.

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.”

Maxine suggests that employers who feel they’re already doing enough should audit their efforts by asking:

• When was the last time you collaborated with a charity or DEI expert with an in-person or digital presentation on trans+ inclusion?
• Both during and outside of Pride Month (such as around Trans+ Day of Visibility each March or Trans+ Awareness Week each November), are you fundraising for trans+ charities or individuals?
• Besides pronouns, have you informed your employees on how to disrupt transphobia in their professional and private life?
• Do you have a Transitioning During Employment policy?
• Have you considered creating internship opportunities for trans+ people? What about your place of work should appeal to trans+ people?
• Does your health insurance policy cover any gender affirming care?

You’ve worked with leaders who’ve transformed their workplace cultures. What daily practices do the most successful inclusive leaders have in common?

Maxine: “A trans+ inclusive team! It’s so important to diversify your team. In a world where many trans+ people struggle with customer facing roles and the broader public are being discouraged from supporting us, it is really important to create career pathways where our community (and in particular trans+ people sitting at other intersections of oppression) feel inspired and encouraged to pursue safe and viable career paths. Many trans+ people fall into unsafe or unregulated lines of work in order to facilitate their futures, and in diversifying your space you can help be part of the change in amplifying trans+ talent.”

This approach goes beyond representation for its own sake. When LGBTQ+ people can see themselves thriving at every level of an organisation, from entry-level positions to leadership roles, it sends a clear message that advancement and success are possible for everyone. The most successful inclusive leaders understand that diverse voices strengthen decision-making and create more innovative solutions to business challenges.

When you’re speaking to business leaders about LGBTQ+ inclusion, what’s the message that really makes them sit up and take notice?

Maxine: “Some things to keep in mind when speaking about the trans+ community:

In the UK, there was a 186% increase in reported hate crimes against trans+ people between 2018 and 2023. In the UK, there was also a 112% increase in reported hate crimes against people due to their sexuality during the same 5 year window, so the UK is regressing in safety to all LGBTQ+ people at an alarming rate.

Trans+ people make up 0.5% of the population. Trans women specifically make up less than 1 in 1,000 of the UK’s population, so when you see media and political discourse pertaining to women’s safety, it’s important to remember that this discourse is about 1 in 1,000 people. Removal of trans women from public life would not change or improve the day to day lived experiences of women who are not trans – the real concerns women battle from one day to the next (abuse, misogyny, domestic violence), would remain at the same rates. Trans women are also disadvantaged by these same issues and must be protected alongside women who aren’t trans for this reason.”

These statistics aren’t abstract numbers, they represent employees, customers, and community members that businesses interact with daily. Understanding the scale of discrimination and violence that LGBTQ+ people face helps leaders recognise why workplace inclusion isn’t just a nice-to-have initiative, but essential for creating safety and belonging in their organisations.

What would you tell a leader who wants to create change but feels overwhelmed about where to start or worried about making mistakes?

Maxine: “There is great urgency in engaging with trans+ solidarity. It’s not about being perfect or always saying the right thing – knowing so many trans+ people personally, we appreciate good intention. We recognise when people are trying their best. Staying silent is where many of our allies have been going wrong, so it’s important to be part of the solution and not part of the problem. It begins with platforming trans+ people so they can speak up for themselves if you’re nervous about speaking on their behalf. We all have the capacity to be part of the solution, and it begins with thinking of ways to redistribute your own privilege and power to the community. Collaboratively, we can and will make change for our community.”

The fear of making mistakes often paralyses leaders into inaction, but that inaction is itself a choice that maintains the status quo. Practical starting points include partnering with LGBTQ+ organisations who can guide efforts, listening to LGBTQ+ employees about their experiences and needs, and using platforms and privilege to amplify LGBTQ+ voices and causes rather than speaking over them.

You’ve seen companies that look diverse on paper but still struggle with inclusion. What’s your message to leaders about creating genuine belonging?

While Maxine’s previous responses touch on this theme throughout, the distinction between diversity, inclusion, and belonging is crucial for leaders to understand. Diversity is who’s in the room, inclusion is whose voices are heard, and belonging is whether people feel valued for who they are.

Based on Maxine’s insights, genuine belonging requires several key elements:

Comprehensive policy development that goes beyond basic non-discrimination statements to include transitioning support, healthcare coverage for gender-affirming care, and clear procedures that are actively communicated and implemented.

Year-round commitment that extends far beyond Pride month to include support for Trans+ Day of Visibility in March, Trans+ Awareness Week in November, and consistent fundraising for LGBTQ+ causes throughout the year.

Cultural accountability where everyone in the organisation understands their role in creating inclusive environments through ongoing education rather than one-time diversity training sessions.

Authentic partnership with LGBTQ+ organisations and advocates who can provide expertise, accountability, and ongoing support rather than trying to develop inclusion strategies in isolation.

The companies that succeed in creating genuine belonging understand that this work is ongoing, evolving, and requires sustained commitment from leadership. It’s not a destination to reach, but a journey to commit to taking.

Moving forward: What this means for business leaders

Maxine’s message is ultimately one of hope combined with urgency. The statistics she shares about increasing hate crimes and the challenges facing the trans+ community are sobering, but her emphasis on the power of the 99.5% to create change demonstrates that positive transformation is possible when leaders choose authentic action over performative gestures.

For business leaders, this Pride month presents an opportunity to move beyond rainbow logos and celebratory events to ask harder questions: What are we doing to create genuine safety and belonging for LGBTQ+ people? How are we using our organisational power and privilege to redistribute opportunities? What would our LGBTQ+ employees say about their actual experience working here?

The path forward requires sustained commitment, ongoing education, and willingness to be part of collaborative change rather than expecting to solve complex issues in isolation. As Maxine emphasises, the urgency is real, the need is great, and the opportunity to make a meaningful difference is in leaders’ hands.

This year, all of Work.Life’s Pride activations have been aid of Not a Phase. Find out more about Not a Phase here