The Business Equality Award at the PinkNews Awards 2020 celebrates the efforts that companies have taken to improve LGBT+ equality within their organisations.
If LGBT+ people are to thrive, they must have the opportunity to flourish in the workplace – to be open about their identity and to feel accepted.
The nominees for the Business Equality Award have worked tirelessly to improve LGBT+ equality within their companies over the last year – for both employees and for clients.
The winner will be revealed at the PinkNews Awards 2020, which will take place virtually from December 2-4. The nominees are listed below.
Boston Consulting Group.
Boston Consulting Group (BCG) has been advocating for the LGBT+ community in its workplace for more than 20 years through its Pride@BCG initiative.
Pride@BCG is Boston Consulting Group’s global employee resource group which advocates for LGBT+ equality and inclusion in the workplace. The network has a presence in more than 50 offices across the world, with its London group having the biggest membership.
The company has also led on bi visibility campaigns and have been firmly intersectional in its outlook, ensuring there are opportunities for everyone across the LGBT+ spectrum.
Gilead Sciences is firmly committed to inclusion in its operations, and the company has worked to create a work environment where differences are valued.
The company has a Pride Alliance which is made up of staff who identify as LGBT+ as well as allies to the queer community. This group works to promote an inclusive work environment and build a sense of community among LGBT+ people at Gilead.
Gilead Science’s Pride Alliance has taken part in Pride in London and has run screenings of LGBT+ films for LGBT History Month.
Vitally, Gilead has also championed a global gender identity and transition policy which allows trans employees to identify correctly in the workplace and supports them in their transitions.
Herbert Smith Freehills.
Law firm Herbert Smith Freehills has worked tirelessly to revamp old policies to make them inclusive of LGBT+ people.
Last year, Herbert Smith Freehills rolled out a new LGBT+ inclusive parental leave policy for staff in Asia and also updated its guidelines to make working life more inclusive of trans and non-binary employees.
Through its IRIS Network, which promotes LGBT+ inclusion at the law firm, Herbert Smith Freehills has marked the International Day Against Homophobia, Biphobia and Transphobia, and the company has participated in Pride in London.
The firm has also provided pro bono support to LGBT+ non-profits such as Open Doors Youth Service and the Pinnacle Foundation.
Latham & Watkins LLP.
Law firm Latham & Watkins LLP is committed to LGBT+ inclusion in its business practices, and this is evidenced through the work of its LGBTQ Lawyers Group, which counts almost 400 members worldwide.
The group, which represents a broad spectrum of gender identities and sexual orientations, advances the recruitment, retention and promotion of LGBT+ attorneys working at the firm.
The LGBTQ Lawyers Group also works to build relationship with LGBT+ clients, as well as queer people from the wider community.
Furthermore, Latham & Watkins LLP recently wrapped up a year long campaign, called the Inclusion Initiative, which sought to develop an inclusive culture at the firm. Almost 2,500 employees participated in activities and events as part of the initiative.
Simmons & Simmons.
Law firm Simmons & Simmons has worked tirelessly to advocate LGBT+ inclusion across the company. Its International LGBT+ Network works to provide support for queer employees while also helping the wider firm understand issues relating to the LGBT+ community.
In addition, the company has an International Allies Network for all those who want to join the fight for LGBT+ inclusion.
Furthermore, Simmons & Simmons marks various events such as LGBT+ History Month, Trans Visibility Day, Bi Visibility Day and Pride Month.
The firm has also shown its commitment to making the workplace a safe and accepting one for trans and gender non-conforming people. In 2017, it launched a new policy and toolkit which provides support to partners and managers who are questioning their gender identity and considering transitioning.