Equality for all LGBTQ+ People

This includes respecting and valuing all LGBTQ+ people and their diverse backgrounds, including across intersecting identities such as LGBTQ+ people of colour, neurodivergent and disabled LGBTQ+ people, LGBTQ+ women, etc. Equality involves challenging prejudice, hate and discrimination aimed at any LGBTQ+ person or group, including assumptions and beliefs that contribute to their social erasure or ostracisation. Furthermore, LGBTQ+ spaces should be safe for all LGBTQ+ people and services aimed at LGBTQ+ people should be accessible to all LGBTQ+ people.

Inclusion of all LGBTQ+ People

The celebration of LGBTQ+ people, culture, expression and lives should be explicit in policies, procedures and practices. These should include the lives of diverse LGBTQ+ people across intersecting identities so that all LGBTQ+ people are included. The experiences and views of LGBTQ+ people should be sought, and the views and experiences of a diverse range of LGBTQ+ people should inform decision making, not just those who are easy to communicate or engage with.

Education for LGBTQ+ Inclusion and Equality

Education in its broadest sense should be used as a tool to inform and challenge as part of the promotion of LGBTQ+ equality and inclusion of all LGBTQ+ people across intersecting identities. Stereotypes and cliches should be avoided, or indeed constructively challenged where relevant, and knowledge of LGBTQ+ inclusion should be shared as widely as possible.

Honesty and Openness

Signatories of the Charter should be transparent about its implementation and share their achievements. All information, evidence and data presented should be accurate and complete, and always accompanied by a willingness to learn from mistakes and make reparations and improvements where possible.

Cooperation and Collaboration

Charter signatories are ambassadors of equality, diversity and inclusion. Signatories to this Charter should share their good practices and learnings with regards to the implementation of the Charter, and where possible, provide practical support to others on the implementation of LGBTQ+ inclusion initiatives, including adopting the All Equals Charter.

Work to the Spirit of the Charter

Signatories should work to the spirit of the Charter, not just the letter. The Charter should be used as a tool to help improve employee, client and stakeholder experiences and interactions across all elements of the organisation’s strategic goals and operations at every level.

Work beyond the framework of the Equality Act 2010

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. All Equals Charter Signatories should not only work within the framework of the Equality Act 2010’s regulations, responsibilities and duties, but also apply this same level of protection and support to all trans and gender diverse identities as well.