Since gaining B Corp certification, diversity and inclusion is one of the core values for being a better business. A team of BZ’ers recently undertook the LGBT Foundation’s Champion Training - a series of workshops designed to support companies with navigating potentially difficult topics and conversations. For LGBTQ+ History Month 2022, the team are sharing what they learnt from the training and how it changes how our studio is run for good.
Paulene Hamilton, Head of People & Talent
What motivated you to take part in the LGBT Foundation Champion training initially?
As Head of People & Talent, part of my (and my team’s) remit is diversity and inclusion. At Blue Zoo we always want to avoid box ticking or paying lip service to initiatives that are important to us; we made a commitment to undertake training on key Diversity & Inclusion (D&I) areas to develop a deeper understanding of issues, lived experiences, and needs. We decided to focus on key areas rather than focus on general D&I. So far we have focused on LGBTQ+ issues and neurodiversity. This year we’ll be focusing on disability, socio-economic barriers and intersectionality.
We also decided that we wanted to approach training providers that were also charities supporting the communities they represent, which is why we decided to work with LGBT Foundation.
What are some of the key lessons you learnt during the training?
Although I considered myself to be pretty well educated, I developed a deeper understanding of the historical and national legislation that has, and continues to, influence LGBTQ+ people’s lives. I also learned a lot about the barriers and challenges that LGBTQ+ people experience within society, workplaces, healthcare and communities.
What are some of the ways that the training can, or has been, implemented in the workplace?
Although it probably sounds boring and quite dry, having clear policies in place reinforces the studio’s commitment to diversity and inclusion in the workplace. We are clear that we have a zero-tolerance approach towards discrimination and harassment based on gender identity, gender expression or gender history. The training has supported us to live these values in our day to day working.
How do you think the training has, and will, impact your own behaviour?
It has made me more resolute in my role as an ally and to use my position and privilege to support and elevate other voices and experiences. I have committed to do everything I can not to make assumptions and to be actively inclusive.
What 1 piece of advice would you give to someone wanting to be a better LGBTQ+ ally in the workplace?
Be open, listen, acknowledge your own limitations in understanding issues and lived experience, never stop learning and expanding your knowledge.
Lauren Barnes, Talent Acquisition Manager
What motivated you to take part in the LGBT Foundation Champion training initially?
Working in Talent Acquisition one of the questions we’re constantly asking is, ‘are we accessible enough to everyone?’ We’ve previously done other training which hones in on specific D&I areas, including neurodiversity, and we knew that we wanted to do the same when learning about the LGBTQ+ community and what challenges they may face in applying for/obtaining their dream role.
Not only did I think that the training would be helpful to me during work but also outside of work as I felt that learning more about the community and how I can best support as an ally was really important to me also.
What are some of the key lessons you learnt during the training?
One of the key lessons I learnt is that my previous knowledge of LGBTQ+ history and the struggles that the community goes through was just scratching the surface. Going through the timeline of historic events and legislation reminded me that we’ve come a long way but we can’t get complacent.
What are some of the ways that the training can, or has been, implemented in the workplace?
At the moment, we’re revising our interview training for the hiring managers and one key addition is making the introduction to the interview more inclusive. This includes all interviewers present to introduce themselves along with their pronouns - if the candidate is comfortable doing so then it creates space for them to share theirs as well.
How do you think the training has, and will, impact your own behaviour?
It’s made me more aware of the current challenges the LGBTQ+ community faces and, in turn, has encouraged me to speak up, and more importantly create space and platforms for the community's voices to be heard.
What 1 piece of advice would you give to someone wanting to be a better LGBTQ+ ally in the workplace?
Be open minded and never stop learning! Since the training I’ve picked up a load of books written by LGBTQ+ authors and it has expanded my knowledge and understanding so much further.
Chloé Deneuve, Animation Team Lead
What motivated you to take part in the LGBT Foundation Champion training initially?
Being a member of the LGBTQ+ community myself, I realised that there were a lot of things that I was still unaware of or didn't know about. I wanted to participate in the training to educate myself, but also as a Team Lead to make sure that everyone feels welcome and has a voice no matter what when they’re under my leadership.
What modules and learnings did you find most important?
I found all the modules equally as important, but the one that stuck out for me as a Team Lead was the module on LBGTQ+ Leadership. I’m grateful because I know that there are still a lot of common barriers for LGBTQ+ leaders in different workplaces, and I’m lucky to be in a work environment where that’s not the case, and I’d like to be a voice for those that don't have that luxury.
How do you think the training has, and will, impact your own behaviour?
The training has certainly made me feel more comfortable and with who I am and safe in the workplace. An LGBTQ+ role model who identified similarly to myself was something I’ve missed out on, so I hope that through being an out and open leader I can be a role model for someone else.
What 1 piece of advice would you give to someone wanting to be a better LGBTQ+ ally in the workplace?
Be open minded and kind, never presume someone’s identity or situation. Be open to learning but most importantly be open to listening.
We strive to create an open and inclusive studio culture and we know that this can’t be the end of our work. During Pride Month 2021, we published a blog post discussing the importance of including pronouns in communications with a guide on adding them to email signatures and Zoom names.
Blue Zoo is also a founding member of Access:VFX, an organisation that is pursuing inclusion, diversity and awareness within the VFX, Animation and Games industries. Access:VFX have set up an extension LGBTQ+ branch, aptly named Q-VFX, or Queer-VFX. This is designed to be a safe space, specifically for queer folk within our industry, hosting events, meetups and socials to create a welcoming community for everyone in the industry. You can find out more about Access:VFX on their website.
