Over the course of my twenty-year career in communications, working in companies of varying sizes and across a diverse range of industries, I have seen firsthand the transformation in how LGBTQIA+ people are treated in the workplace. As a white, gay, male professional, I can confidently say that things haven't been as tough for me as they have been for others in our community. Nonetheless, I have experienced firsthand the positive impact that inclusion can have – not only on the wellbeing of those in our industry, but also on the quality of our work and our capacity to innovate.

As well as acknowledging and celebrating how far we've come, it’s important to look back at our journey and see how far we still must go before achieving true inclusivity within our industry. Here are some of the most common barriers to inclusivity that I have seen throughout my career.

1. Lack of diversity on boards

The business world is starting to realise the importance of diverse leadership. However, the lack of representation at decision-making levels is still a huge problem. The issue of tokenistic board appointments risks undermining the progress we've made so far for this community. We need more diverse boardrooms to ensure the decisions we make are fair and rational, and to give the next generation of leaders a set of role models to aspire to.

2. Assumptions and stereotypes

One of the ongoing struggles faced by LGBTQIA+ professionals is the constant battle against assumptions about our personal lives. If you ask about someone's wife instead of their husband, for example, it makes them feel trapped between two options: coming out to you on the spot, or going along with your assumption and masking their authentic self. Choosing to educate others on our lives is an individual decision, but promoting awareness and understanding should be a collective effort.

3. Conscious & Unconscious bias

Bias promotions and hires can lead to an individual’s qualifications often being overlooked. Companies need to be aware of both sides of the bias spectrum. From recruitment practices to day-to-day interactions, we need to make sure that everyone, whatever their gender, sexual orientation or ethnicity, has an equal opportunity to thrive. There's much more we can do as an industry to educate ourselves about the impact of unconscious biases and how they prevent progress towards equality.

Not all companies face these barriers; some have made impressive progress towards breaking down silos and fostering a culture of diversity. Their successes demonstrate that together, we can break down barriers that hinder progress, inspire change at all levels of leadership, and raise awareness about unconscious bias. As a board member at The 10 Group, I recognise the important role I have to play in helping everyone in my team feel included, supported and valued.

Here are my top tips for promoting a more inclusive workplace.

1. Educate your team: Many people don’t feel confident in their knowledge of LGBTQIA+ terminology, or about discussing queer issues and experiences. If these issues are only arising because of a lack of understanding, an educational workshop or talk can help clear this up. Showing initiative in running a workshop sends a sincere message to your team that inclusivity is a priority.
2. Lead by example: It’s normal to chat with our colleagues at work, sharing our experiences and tales of weekends and holidays. But even in the most casual conversations, it’s important to be  mindful of the language and tone of voice that we use to avoid offending or excluding everyone.
3. Embrace individuality: Individuality has never been more celebrated in the workplace – and that’s wonderful to see. If your company expects you to show up every day and strive for peak performance, it needs to empower each of you to express your true selves.

These challenges and tips are not unique to a career in PR and communications. There are so many industries that I have worked with that still grapple with these issues. By engaging in open dialogue and sharing best practices, we can collectively work towards a more inclusive future for this generation and the next.