We’ve been speaking to Founder of The WOW Network Lisa Charlwood-Green on their work to support, guide and connect LGBT women at work…

Q. What led to the founding of The WOW Network back in 2017 and how has the organisation developed since then?

We founded in response to a study which found that 64% of LGBT women in the workplace felt unable to come out. The WOW Network is a direct response to this need for a group to support, guide and connect with LGBT women in the workplace. We’ve expanded to give practical advice and help to both our members, and those who want to become active allies for the work that we do, like the team at BEN!

Q. What are some of the core barriers faced by LGBT people and women within the construction and property industries?

The construction industry is dominated by straight, white, cis men, who don’t understand what being in a minority means. They get uncomfortable taking about diversity and so often they will shut these conversations down. This hinders any progress. The industry is also unconsciously biased, from PPE, to equipment, and even language, using ‘guys’ to mean everyone and assuming that we all celebrate Christmas. People also tend to like those people who reflect similar qualities and personalities, so it’s easy to be excluded when you don’t share the same personality traits or interests. 

Q. Could you explore some of the work The WOW Network has been doing to support women and LGBT within the built environment?

We’ve embarked on some 1:1 coaching, aimed specifically at straight white cis men who feel they are able, and want to influence others. Sometimes these are senior level, others are known influencers with colleagues and friends. Alongside this we’ve worked to consult on specific workplace issues for a number of LGBTQ+ women within construction.

Q. What do you believe are some of the steps that could be taken from a legislative perspective to create a safer workplace for all?

Policies and procedures are so important. They set the tone for everyone about what’s expected from the word go. Too often we wait until something happens, like someone transitioning in the workplace from male to female, and we quickly sort out a policy, which is often rushed, incomplete, and potentially has only been consulted with that person and their line manager – so it’s not fit for purpose.

Making sure your policies, procedures, rules, and other documentation is fit for the staff you have now, and the staff you want to attract in the future, is so important. Consulting with external experts across various diversity and inclusion disciplines will ensure you have a business ready to welcome everyone.

Q. How can employers make their workplaces more safe and inclusive for people from all backgrounds?

Think about the impression you give when people entre your workplace. Is it centred towards people who are able bodied, with a reception desk unsuitable for those in a wheelchair? Do you have clear signage, free from slang or colloquialisms? Have your reception staff been diversity trained? Going deeper, ensuring that you advertise in more diverse ways, for example using My GWork to attract LGBTQ+ staff to the construction industry, and using blind sifts to reduce race bias.

Q. How was your experience speaking at the Wellbeing & Diversity in the construction and property industry?

I always enjoy an opportunity to speak to fellow professionals about ways to improve our industry. This diverse and interesting event gave many people a chance to understand more about how we can collectively and individually work towards true inclusion.