P r i d e 2019 inclusion t oolkit

1. Pride 2019 inclusion toolkit

2. What's in it? In this toolkit you’ll find a whole host of information that’ll help you and your teams to celebrate Pride. It will enable you to start the broader conversation of why it’s important that we build an inclusive culture at Co-op. Who’s it for? Anyone can use the content to start the conversation, but it’s helpful to have someone who can facilitate the sessions so you can get the most out of them. You don’t have to have a HR person present, but if you’re unsure of anything, then it’s worth checking in. How can you use the toolkit? The content that follows is intended to be used to educate, inform and give you ideas of what you can do. For those that want to create a more unique event or session, feel free to build the content as you wish. We don’t want to restrict your creativity! The toolkit

3. The content is split into two key sections, one where you are running a pre-planned session and one where you are designing your own session in mind. Please feel free to use additional resources, information and ideasfor either. Section 1 – Pre-planned sessions session outlines and slide content. Each part of the session can be expanded to fit your requirements Section 2 - More ideas/additional resources Pride history and content page (15 slides) glossary of terms and useful links (Stonewall website) Respect colleague network information additional resources Contents of the toolkit

4. Section 1

5. Pride 2019

6. Our agenda for today… 1 2 3 4 5 Pride 2019

7. We have a proud history of focussing on Equality… Self-help, self-responsibility, democracy, equality, equity and solidarity

8. Our changing world WORKPLACE EQUALITY SOCIETAL DIVERSIFICATION Growing regulatory focus Millennial workforce – gig economy Shortage of labour supply PUBLIC SERVICES DIMINISHING ON-DEMAND WORKFORCE Withdrawal of state Health trends People living longer Aging population Growing wealth divide Business & consumer uncertainty FEWER EMPLOYEES AUTOMATION Government role changing New challenges for the younger generation FINANCIAL PRESSURE RISE OF SOCIAL ENTERPRISE Societies and communities changing shape Changing ‘Family’ and ‘Sandwich Generation’ pressures BREXIT Emergence of Tech-led disruptors

9. Being a Co-op Colleague So you can be your ‘best self’ at work

10. What do we mean by ‘inclusion’? If diversity is the celebration of our differences, inclusion is a sense of belonging. People are respected and valued as individuals. In the workplace, it’s ensuring that people feel both valued and essential to the success of the business. When people feel valued, they are more likely to be themselves and function much better.

11. Inclusion is a choice A world without inclusion would be extremely isolating. Workplace inclusion – people need to interact, work together and trust each other Emotional inclusion– this is where we know each other, engage in meaningful conversations and learn to be more culturally aware. It’s why people stay in an organisation

12. Our principles for creating an inclusive culture Our colleagues are at the heart of building an inclusive culture and we listen to their needs. We encourage and celebrate differences amongst our colleagues, so all colleagues feel valued and included. Our colleagues feel proud of their difference and are comfortable to show this at work. We can all make a difference!

13. Introductions and getting to know each other better • Work in small groups, introduce yourselves and then share the following: • What brings out the best in you? • Who do you most admire and why? • A year from now, what will you wish you had done today? • If you had to describe your life in three sentences what would you say?

14. ‘Equality is not only a fundamental human right but a necessary foundation for a peaceful, prosperous and sustainable world’ UN Sustainable Development Goals - 2030

15. Section 2

16. Contents • Why we support and celebrate Pride • A brief history of Pride and LGBT+ rights • What we are doing at Co-op • Pride parades we are sponsoring • What can you do? Being an ally • Glossary of Terms, useful links, posters. Respect network • Additional resources

17. Why we support and • celebrate Pride

18. Why our Co-op supports Pride • Inclusive Culture, Co-op way • Inclusion is a sense of belonging. People are respected and valued as individuals. • In the workplace, it’s ensuring that people feel both valued and essential to the success of the business. • When people feel valued, they are more likely to be themselves and function much better.

19. Our Co-op, why we support Pride • Inclusive Culture, Co-op way • We are One Co-op • Create and inclusive culture for all • Help our communities thrive

20. History of Pride & LGBT rights - why it’s important • LGBT+ Pride events show a positive stance against discrimination and violence toward lesbian, gay, bi-sexual, and transgender (LGBT+) people to promote self-affirmation, dignity, equality rights, increase visibility, build communities, and celebratediversity and gender identities.

21. History of Pride, why it’s important • The 1950s and 1960s in the United States was an extremely repressive legal and social period for LGBT+ people. In this context American (LGBT+) organisations coordinated some of the earliest demonstrations of the modern LGBT+ rights movements. • These organisations in particular carried out pickets called "Annual Reminders" to inform and remind Americans that LGBT+ people did not receive basic civil rights protections. Annual Reminders began in 1965 and took place each July 4 at Independence Hall in Philadelphia. • Early on the morning of Saturday, June 28, 1969, LGBT+ people rioted following a police raid on the Stonewall Inn, a gay bar at 43 Christopher Street in Greenwich Village, New York. This started further protests and rioting over the following nights and were the watershed moment in LGBT+ rights movement and the impetus for organising LGBT+ pride marches on a larger scale. • The Stonewall Inn, taken September 1969.

22. What we are doing at Co-op

23. 2019 plans • This year we are attending 10 parades throughout the UK • There are a total of 62 stores along each of the parade routes. These stores will receive a special parade kit consisting of flags, t-shirts and rainbow face paint to join in the parades • We will support two of our Rainbow products (cupcakes and impulse Rainbow ice-cream) through POS • There will also be stickers and branded tote bags to hand out at the parade • Senior leadership will be supporting events in their locations to increase the visibility of senior leaders in Diversity and Inclusion activity

24. Pride parades we are sponsoring

25. Pride Location Dates Birmingham Pride 25th - 26th May Blackpool Pride 8th June Bristol Pride 13th July Newcastle Pride 19th - 21st July Glasgow Pride 20th - 21st July Brighton pride 2nd - 4th August Leeds Pride 4th August Pride Wales 23rd - 25th August Manchester Pride 23rd - 26th August Southampton pride 24th August 2019 paradelocations and dates We asked colleagues which Prides they wanted to support. From this we have confirmed Co-op’s entries in ten Pride parades across the country. Check locally for other Pride parades near you. They’re held all over the UK, not just the ones listed here.

26. What can you do?

27. How you can support by being an ally There are lots of opportunities to change the hearts and minds of people around us. . Unfortunately, hate crime against LGBT+ people is on the rise. We know that it can be difficult to fully be yourself at work, at home, or in your local communities. That’s why we all need allies. • Being an ally is about being an active friend or support to someone else. Straight people can be allies to LGBT+ people. LGBT+ people can be allies to each other. If we want to live in a world where people are accepted without exception, we all need to be part of the solution.

28. Five ways to be an ally .

29. How you can support Pride by being an ally .

30. Microaggressions • What is a Microaggression? • Microaggressions are verbal, nonverbal, and environmental insults. Whether intentional or unintentional, they communicate hostile, derogatory, or negative messages to target people based solely on their marginalized group membership. Microaggressions are typically discussed from the viewpoint of race and racism, but any marginalized group can become a target. • These insults are a form of bigotry and can target women, BAME groups, those with disabilities, LGBT+ individuals, religious groups, and other minorities. So…. Who’s the man in the relationship? I’m not being homophobic you are just being too sensitive… just man up! So tell me… did you have the surgery? She is not gay, she is normal Its just a phase That’s so gay! I have a cousin like you You gay guys are so good at fashion You are bisexual! Does that make your partner feel insecure? You don’t look trans You are too pretty to be a lesbian

31. Glossary of terms and useful links . • History of Pride in London - https://www.broadgate.co.uk/news/its-pridejubilee-year-heres-the-history-of-pride-in-london • Our posters - https://www.stonewall.org.uk/resource-type/posters • For funeral services – http://genderedintelligence.co.uk/projects/the-corpse-project • Our allies pledge - https://www.stonewall.org.uk/comeoutforLGBT/ally • LGBT in Britain report: https://www.stonewall.org.uk/lgbt-britain-work-report • The truth about trans - https://www.stonewall.org.uk/truth-about-trans

32. Respect • Respect is a self-organised colleague network of LGBT+ colleagues and allies. • Our purpose is to enable colleagues to be themselves in the workplace, across • ALL business areas through: • Engagement: engaging with colleagues to develop an inclusive workplace • Visibility: increasing LGBTQ+ visibility across the business • Education: raising awareness of the varied challenges faced by the LGBTQ+ community within the business and amongst colleagues • Support: supporting LGBTQ+ colleagues within the workplace, and colleagues who are allies

33. Get involved with Respect You can get involved with Respect as a member of the network, or by joining the Steering Group or a specific Working Group. Steering Group: The Steering Group oversees the delivery of the three year strategy which will be launched in Q2 2019. Our strategy sets out what the network aims to achieve in the next 3 years. Working Groups: Our working groups are organised to deliver pillars of activity within our strategy and includes organising the network, delivering events and social activity, co-ordinating support for Pride and supporting the delivery of training e.g. trans awareness. As a member of the Respect network, you can: - Attend events, socials and career roundtables - Get involved with mentoring and buddy schemes - Join is International Women’s Day, LGBT History Month and Black History Month celebration events - Attend personal development sessions. Respect is open to all colleagues who identify as LGBT+ and allies. You can join Respect by emailing: respectlgbt@coop.co.uk

35. #PrideInCoop Personal commitments… What am I already doing? What are you going to personally do for Pride/Equality in the Co-op? What are you personally going to do to ensure our colleagues feel welcomed and included? • For Pride Season I will… • Raise awareness of the LGBT+ Community. • Follow the hashtags on Social Media. • Tweet / post my own photos and comments. • Be an ally to LGBT+ colleagues.

36. Additional resources

37. We need to work together to make things more equal. It’s a balance and everyone needs to play an equal part in making Co-op more inclusive.

38. What do we mean by equity? YouTube Video ‘Life of Privilege Explained in a $100 Race’

39. Working in smaller groups, imagine you are the opposite gender or different sexual orientation for a few minutes. • Think about all of the ways that person experiences inequity in their lives. • What have you noticed? Exploring inequity

40. Stonewall Facts The death penalty is either ‘allowed’, or evidence of its existence occurs, in 8 countries (for being LGBT+) A quarter (26 per cent) of lesbian, gay and bi staff say they have personally experienced bullying or poor treatment from colleagues in the last five years as a result of their sexual orientation A quarter (24 per cent) of patient-facing staff have heard colleagues make negative remarks about lesbian, gay or bi people One in five LGBT people have experienced a hate crime or incident because of their sexual orientation and/or gender identity in the last 12 months Seven in 10 football fans who've attended a match have heard or witnessed homophobia on the terraces 72 countries criminalise same-sex relationships (and in 45 the law is applied to women as well as men) Three in five sports fans believe anti-gay abuse from fans dissuades gay professional players from coming out https://www.stonewall.org.uk/media/lgbt-facts-and-figures

41. Top Tips for Gender and LGBT+ Equality All apply equally to men and women.

42. Promotion Recruitment Colleague experience Development opportunities

43. Inclusive culture at Co-op

44. Group discussion What does diversity and inclusion mean to you?

45. The Iceberg example Sometimes we only see and judge by what we see above… …and bobbing on the surface. To be truly inclusive of our diversity, we need to look below the surface and respect all the ways that we are different.

46. Group discussion Creating an inclusive environment

47. Thank you & close #PrideInCo-op Share your thoughts and personal commitments