Luke McKeown, senior product governance consultant at Royal London, speaks to Health & Protection about remaining continued bias perceptions, genuine change taking hold in tackling unconscious bias and why the sector needs to up its game in reflecting societal change.
What have been your own experiences with regard to attitudes towards LGBT communities in the sector?
I have had an extremely positive experience with regards to people’s attitudes towards my own identity, thanks to supportive and open-minded colleagues and peers I have met across the industry.
However, I am acutely aware that I am a privileged cis white man and my experiences should not be seen as reflective of those across the LGBT+ community in the sector.
Though it is rarely malicious, if ever, the throw away comments I hear on a regular basis clearly demonstrate people’s continued biased perceptions of those of us who are Queer, a word I will use to simply mean anything other than straight/cis, with simple actions like not asking the gay man in the team to join the five-a-side football team or expecting that the trans person is going to be difficult to work with because they don’t identify with the pronouns you want to assign them.
These comments, though much less directly offensive than may have been communicated 20 years ago, remain as insidiously disturbing; LGBT+ colleagues are still inevitably seen as ‘other’.
How have attitudes evolved in the sector?
Thankfully, I do see a genuine wave of change taking hold and, since I entered the sector as a graduate in 2016, there has been a notable movement to call out unconscious bias and truly challenge people’s beliefs that have often been ingrained in them by the society we were all brought up in.
It is clear that people want to do better, not just because it looks better for a company or for them as a figure within their industry, but because they have family members who are Queer; openly Queer people are in senior positions as role models, hierarchies are being chipped away at and younger members of staff with fresh new ideas are being listened to and taken seriously, allowing for a more forward thinking, accepting culture to dominate.
As mentioned, I would not pretend for a second that things are good for the LGBT+ community overall in the sector, but progress is well underway…mainly because progress is miles ahead outside the sector, in wider society.
What is the sector doing well and where does it need to up its game?
The sector is following societal change and making every effort to keep up with it, which in turn promotes a positive environment in workforces.
However, I strongly believe that the sector needs to do more to spearhead change in society, led by the LGBT members of the workforce.
Listen to us, work with us, and let us lead on this and work closely with you.
It does not need to be senior leaders, be they Queer or not, leading the change, but those with the pure intentions and bright ideas to make things happen.
There will always be a need for careful consideration on what a company can publicly support and champion as policyholders, shareholders and members will be fundamentally impacted.
However, I’d argue there is little consideration needed when it comes to championing genuine equality.
And fundamentally, do not shy away from difficult conversations – these are where the most amazing positive change can come from.
Do you feel encouraged and enabled to bring your whole self to work?
I do. I have a good network around me and have been lucky in many ways.
At Royal London we have a Pride network where LGBT+ people and allies can come together as a community, in which everyone feels confident to be themselves.
I see sincere progress and am proud when I see the sector supporting the LGBT+ community.
However, there are many who do not feel enabled to bring their whole selves to work, be that because they are left out of conversations in work or because they do not have something as basic as a toilet that they safely feel they can use as all are gendered in their company.
Small changes that could totally change the daily lives of individuals are still needed to ensure all can truly feel encouraged to bring their full selves to work.
