Equity Lab

Turn good intentions into everyday action.

An interactive, scenario-led session that gives your whole team the confidence to be active allies — to speak up, step in and support colleagues in the real moments that matter, not just in theory.

Your team will leave able to:

• Recognise everyday bias and microaggressions, and respond with confidence
• Use simple, practical tools to step in as an ally
• Handle the moment when someone gets it wrong, with grace
• Make allyship a daily habit, not a one-off gesture

Because no one is just one thing.

Explore how LGBTQIA+ identity overlaps with race, disability, neurodivergence, faith and class — and why inclusion that ignores those overlaps leaves people behind. A grounded look at making your inclusion work for everyone.

Your team will leave able to:

• Understand intersectionality and why single-strand inclusion falls short
• Spot where policies or culture quietly exclude
• Centre the people most often left out of inclusion efforts
• Take practical steps toward inclusion that holds for everyone

Know where Pride came from — and why it still matters.

A vivid, accessible journey through LGBTQIA+ history, from the 1969 Stonewall uprising to Pride today — and what it means for human rights, inclusion and your organisation’s role now. A perfect Pride Month keynote.

Your audience will leave able to:

• Understand the history and meaning of Pride, beyond the parade
• See how LGBTQIA+ rights were won — and why they’re not guaranteed
• Connect that history to inclusion at work today
• Talk about Pride with context and confidence

Practical, respectful and up to date.

A clear, compassionate session on supporting trans and non-binary colleagues — everyday inclusion, respectful language, and the legal framework (the Equality Act and the Gender Recognition Act), including supporting someone transitioning at work.

Your team will leave able to:

• Understand trans and non-binary identities and current, respectful language
• Know your legal duties under the Equality Act and Gender Recognition Act
• Support a colleague transitioning at work, step by step
• Make everyday practice — facilities, records, conversations — more inclusive

The foundation your inclusion strategy needs.

Chart the UK’s legal journey — from criminalisation to equal marriage — and what today’s law, and today’s hate-crime trends, mean for building a genuinely inclusive, legally sound workplace.

Your team will leave able to:

• Understand the key milestones in UK LGBTQ+ rights and law
• Know your organisation’s responsibilities under current legislation
• Recognise and respond to hate crime and discrimination
• Put practical, legally sound inclusion steps in place

Lead with clarity when the conversation gets hard.

For senior leaders: how to steer your organisation through cultural and social tension while keeping people safe, respected and productive — without losing your nerve or your values.

Leaders will leave able to:

• Lead confidently on inclusion when opinions are divided
• De-escalate tension while protecting psychological safety
• Make values-led decisions under external pressure
• Model inclusive leadership their teams can follow

Make your benefits fit the families you actually have.

A strategic session on building benefits that work for LGBTQIA+ employees and modern families — surrogacy and adoption leave, co-parenting, and gender-affirming healthcare support.

Your people team will leave able to:

• Review your benefits through an LGBTQIA+ and modern-family lens
• Understand surrogacy, adoption and co-parenting leave considerations
• Support gender-affirming healthcare within your benefits framework
• Build a fairer, more competitive benefits offer

Build a network that actually changes things.

A staff network can be the engine of LGBTQIA+ inclusion — or a well-meaning group that quietly stalls. This session helps you set up, run and resource an effective network that has real impact and real backing from leadership.

You’ll leave able to:

• Set up an LGBTQIA+ staff network with clear purpose and structure
• Win leadership buy-in, budget and an executive sponsor
• Run engaging activities — and avoid the common pitfalls and burnout
• Connect the network to real organisational change