Building LGBTQ+ Inclusive Workplaces (Clinical Settings) Breakout Activities

These breakout activities use realistic situations from clinical and workplace settings, reflecting interactions between colleagues and multidisciplinary teams, as well as with patients, service users, carers and families. Together, you’ll explore the everyday behaviours, assumptions and decisions that can influence whether someone feels safe, respected, valued and included.


There won’t always be one perfect answer. The aim is to share perspectives, challenge assumptions and learn from each other, considering what you might notice, what the potential impact could be and, importantly, what you could actually do or say in the moment.


As you work through the activities, keep coming back to a few simple questions: What might I be assuming? Whose perspective might I be missing? What could the impact be? And what could I do differently?


Above all, stay curious, listen to each other and be willing to explore different perspectives. This is about turning awareness and good intentions into everyday inclusive practice.

Activity One: Myths, Misconceptions & Reality


Instructions:

  1. The person whose first name comes first alphabetically will be the leader.

2. The leader will decide on a speaker who will feedback to the whole group, when we return to the Main Room. If you don't want to be the speaker, please choose someone else.

3. Avoid specific reference to names when using examples

4. Please make sure that all voices are heard



Three teams – one statement per team


Each team discusses its statement and decides:


Is it true or false?
Why?
What assumptions might sit behind this statement?
What could this mean in practice for LGBTQIA+ colleagues, patients or service users?


Team 1 (Room 1):

“LGBTQIA+ people in the workplace are rare.”

Consider visibility, disclosure and why we may not always know how colleagues identify.


Team 2 (Room 2):

“The Equality Act 2010 protects people from discrimination based on sexual orientation and gender reassignment.”

Consider what those protections mean in practice — both for colleagues and people accessing healthcare.


Team 3 (Room 3):

“If no one has complained about LGBTQIA+ inclusion at work, there probably isn't a problem.”

Consider psychological safety, confidence in speaking up and the difference between an absence of complaints and genuine inclusion.


Feedback

Choose one person from each team to share:

Your answer — True or False?

One key point from your discussion.



Key message:
 Don't assume that what we can see, hear or measure tells us the whole story. Inclusion requires curiosity, listening and creating environments where people feel safe enough to be themselves and speak up.

Activity Two: LGBTQIA+ Experiences 


Instructions

• The person who was born in the earliest month will be the leader

• The leader will decide on a speaker who will feedback to the whole group, when we return to the Main Room

• Avoid specific reference to names when using examples

• Please make sure that all voices are heard
 

Discuss: “What might shape an LGBTQIA+ person’s experience at work or when accessing healthcare?”


Groups discuss and capture:

• What helps people feel included and safe?

• What barriers or assumptions might they experience?

• How might experiences differ between individuals?

• What could colleagues do that makes a positive difference? 

Activity Three: Public Sector Equality Duty


Instructions

  • The person born latest in the year will be the leader

• The leader will decide on a speaker who will feedback to the whole group, when we return to the Main Room

• Avoid specific reference to names when using examples

• Please make sure that all voices are heard



Team 1 (Room 1): What does this mean for LGBTQIA+ colleagues?


ELIMINATE – Challenge discrimination and create safety.
ADVANCE – Identify barriers and improve equity of opportunity, access and experience.
FOSTER – Build understanding, trust and belonging.


Consider a) People – recruitment, employment and workplace experience and b) Practice – policies, decisions and ways of working



Team 2 (Room 2): What does it mean for LGBTQIA+ patients and service users?


ELIMINATE – Challenge discrimination and create safety.
ADVANCE – Identify barriers and improve equity of opportunity, access and experience.
FOSTER – Build understanding, trust and belonging.


Consider a) Care – equitable access, experience and outcomes for patients and service users and b) Practice – policies, decisions and ways of working



Equality isn't just about compliance — it's about how people experience us.

Activity Four: Fostering good relations 


Instructions:

  1. The person first name last alphabetically will be the leader

2. The leader will decide on a speaker who will feedback to the whole group, when we return to the Main Room. If you don't want to be the speaker, please choose someone else.

3. Avoid specific reference to names when using examples

4. Your leader will guide you through the questions below. Please make sure that all voices are heard


Discuss: What role can all staff play in fostering good relations between people who have a protected characteristic and those who do not? How can we positively influence and promote equality in every aspect of our day-to-day business?


Team 1 (Room 1): Within the organisation, amongst colleagues

Team 2 (Room 2): Within the wider community we serve

LGBTQ+ Terms & Definitions