Article by Fiona Connor (Technical Associate, Hydrock now Stantec and Co-Chair of InterEngineering)

Originally, it was more luck than judgement that I found myself working in ground engineering, but I quickly realised when, fortunately, my graduate employer took a chance on my slightly atypical CV that it was the sector where I wanted to advance my career. I realised my passion is ground engineering. I’m fascinated by soil mechanics, earthworks and how geotechnical testing can best represent in situ conditions. I’ve worked hard in my career to excel and understand the intricacies of our complex field. However, starting off as a Geography graduate with a penchant for colouring in (A-level art, not physics!) with no engineering or even geology background, I’ve had to learn fast, learn a lot, and prove myself capable – as on paper I might not have been considered your ‘ideal graduate’

Back in 2014, I not only started my first graduate site role in geotechnical engineering, but I also reached a place of self-assurance with my sexuality and started dating women – specifically, my now partner. I soon reached the point of feeling I needed to come out to my colleagues, but I had no reference as to what that might be like, how to navigate this in a professional environment, and an environment where, at times, I already felt quite isolated.

Working as a graduate for a contracting firm in the ground engineering sector meant I was pretty much on a new site each week, sometimes with colleagues, mostly with subcontractors and agency staff, and regularly on general construction sites. I loved my job, but I’d already had to navigate and be resilient to an unacceptable amount of sexism. As a young female in a predominantly male dominated environment, in order to be seen and respected professionally, and to avoid sexism, the last thing that seemed like a good idea was to exacerbate my difference by opening up about being queer. Drawing attention to my sexuality, which, as a lesbian, tends to embolden some men to sexualise women, didn’t seem wise.

Fortunately, after some googling, I came across InterEngineering, a network for LGBTQ+ engineers. In 2016, I decided to attend one of their networking events. This allowed me to meet other LGBTQ+ engineers and feel a sense of community. It was valuable to hear I wasn’t alone in my experiences, to hear from people who were out at work in engineering with positive experiences, and hear how people had navigated more challenging environments was invaluable. It was the first time that I truly understood the importance of visible role models and community. I’m honestly unsure if I’d have stayed in the industry and been as assured of my place if it had it not been for the continual support and camaraderie provided by InterEngineering, and for other networks such as Bold As Brass.

InterEngineering is one of a wider group of networks within engineering, Networks – EqualEngineers which offer community and resource for a wide range of underrepresented groups.

What InterEngineering does:

• Run summits and conferences, workshops and training, and webinars on various topics covering LGBTQ+ DEI.​
• Participate in pride events, such as Pride in London, Birmingham and Manchester Prides, smaller, local pride events and UK Black Pride.​
• Promote best practice through our library of publications and resources, and our workshops, webinars and speaking events.​
• Work with a range of large organisations and SMEs, Professional Engineering Institutions, Academies, and other bodies such as the House of Commons.​

InterEngineering supports LGBTQ+ engineers informs allies by providing:

• An aim to connect, inform, and empower LGBTQIA+ Engineers and supporters with our cross-discipline network across the UK.​
• A safe space for engineers from organisations without internal ERGs or those not as advanced on their DEI journey.​
• Resources on LGBTQ+ DEI to help promote good practice in Engineering.​
• Opportunities to work, network, develop, and connect with LGBTQIA+ engineers and associated products, including mentoring opportunities.
• An online community hub/network on the platform Circle. (https://bit.ly/EEInterEngineeringNetwork ).

Our rights and safety as LGBTQIA+ people are fundamentally hinged on political decision-making, with global powers hugely influential on the protection of anti-discrimination laws and policies.

Ten years ago, the UK seemed an optimistic place to be out and proud, with positive prospects of equal rights for the LGBTQIA+ community. It wasn’t perfect, but we were heading in the right direction. Same sex marriage had recently become law in England, Scotland and Wales. In ILGA-Europe’s 2015 review of LGBTI rights, the UK received the highest score in Europe, with 86% progress toward “respect of human rights and full equality” for LGBT people and 92% in Scotland alone.

By 2023, the UK had fallen to 17^th place. When we look globally, we can see how easily hard-won rights can be revoked. The USA has significantly revoked Trans+ rights and LGBT+ education and support in schools, and fears of regression of many other areas of LGBTQ+ rights remain. Here in the UK, as I’m writing this article, a supreme court ruling has ruled against supporting trans+, non-binary and intersex rights and protections. Just this month, both Hungary and Georgia’s governments have moved to revoke LGBT+ rights. Trinidad and Tobago have also recriminalized gay sex – a move that will likely have wider implications across the Caribbean.

Once you’ve come out, there’s no going back. My visible profile of LGBTQ+ identity means I’d be cautious about travelling and working in regions where LGBTQ+ rights aren’t supported, with 65 nations still criminalising our community with lengthily jail sentences. At least 6 of these implement the death penalty – Iran, Northern Nigeria, Saudi Arabia, Somalia and Yemen – and the death penalty is a legal possibility in Afghanistan, Brunei, Mauritania, Pakistan, Qatar, UAE and Uganda. 14 nations also criminalise the gender identity and/or expression of transgender people.

The construction and engineering industries are tough. It is often stressful, people typically work long hours and spend time away from family, friends and loved ones. Colleagues and camaraderie play a big part of people’s coping mechanisms and resilience. Also, it’s important to consider that it might not be that your colleague who is LGBTQ+, it might be a partner, family member or friend. Ensuring colleagues feel comfortable to talk about LGBTQ+ identities with you can be incredibly valuable.

The Royal Academy of Engineering survey in 2023 suggests over a third of the workforce have witnessed LGBTQ+ discrimination in engineering, and that figure can rise to 100% when specifically considering the trans+ community. Within the workplace in general, one in ten Black, Asian and minority ethnic LGBT employees have been physically attacked by customers or colleagues in the last year, with nearly two in five bisexual people not out to anyone at work.

I’m conscious though my security in being able to be out at work came partially from privilege:

• I came out as a young graduate employee already a secure job, no dependents, and wasn’t from a low-income background. If it didn’t go well, I didn’t have as much as some to lose.
• I’ve been able to be selective the employers I’ve worked for since coming out, establishing they’ll likely be supportive prior to joining.
• I’m also a cis woman, whose sexual orientation isn’t overtly obvious, so attitudes and potential hostilities on site are more likely to be because of sexism than homophobia.

That said, I’m not sure I’d be as confident to come out given the political and societal context today.

People remain in the closet because of:

1. The fear of discrimination and bias: One of the primary reasons why LGBTQIA+ employees hesitate to come out at work is the fear of facing discrimination or bias from their colleagues or superiors.
2. Lack of support: Without a supportive network, LGBTQIA+ employees may feel isolated and unsure if they can be their authentic selves at work. The absence of openly LGBTQIA+ role models or lack of awareness programs further exacerbates this situation.
3. Lack of psychological safety: Creating an environment where employees feel safe and supported to come out is essential for fostering a diverse and inclusive workplace. Encouraging open dialogue and providing resources such as LGBTQIA+ affinity groups or support networks can go a long way in making employees feel valued and accepted.

Feedback from a recent study conducted by my InterEngineering Co-Chair, Poggy, that looked at discrimination of LGBTQ+ people in engineering showed:

• Respondents reported a range of micro and macro aggressions, such as ‘discrimination passed off as banter’ to job rejections due to a ‘culture mismatch’, ‘blackmail’, and comments by colleagues ‘comparing LGBT to paedophiles and bestiality’.​
• Discrimination becomes more ‘sophisticated’ with age and seniority – verbal abuse decreases whilst progression bias and blackmail increases with increased age and seniority.​

As a reminder, just because you may not ‘have a problem with the LGBTQ+ community’ it doesn’t mean that your colleagues know that. The media constantly bombards us with negative news and opinion articles on homophobic attacks across the country, how LGBTQ+ themes ‘aren’t appropriate to be taught in schools’, and how trans people are ‘threats to society’. The bombardment is endless, and so it’s no wonder people are still cautious and hesitant to bring their whole selves to work.

I support EDI in the workplace and volunteer as Co-Chair of InterEngineering not just because it’s something I enjoy, but because to me it’s a necessity. I find motivation in the knowledge that if just one person feels a little bit more comfortable in being out in the workplace – or can see it’s possible to succeed as a queer woman in construction or engineering – it’s been worthwhile.

Practical things you can do as an ally:

Senior leaders:

• Have a think about if you’re willing to be an active ally to the LGBTQ+ community? Post positive statements made by your board supporting Pride – and ensure you then back them up by being a supportive employer!
• Write an article on the company blog/intranet about being a visible ally.
• Dedicate some training budget to diversity training for line managers or an LGBTQ+ awareness speaker.
• Advocate, use your voice to amplify others, not just when it’s easy, but when it’s needed.

Line managers:

• Have open and honest conversations with your team about personal experiences, you’d be surprised how impactful this can be (e.g., you’ve been up all night because you kid was sick, you’re anxious about something at work).
• Be an active ally, speak openly about supporting LGBTQ+ rights, even just in passing conversation.

General staff:

• Share things with your colleagues, ask to write blog or intranet post on things you’re passionate about, be that men’s mental health, periods in the workplace, juggling being a young parent whilst working in construction.
• Run a toolbox talk on inclusive language or be openly supportive of LGBT+ rights. You never know how much impact a 2-minute conversation could have.
• Call It Out, that ‘harmless joke’ or offhand comment? It matters. Challenge it.
• Respect Boundaries, no one owes you a full explanation of their identity.
• Listen & Learn – No assumptions, no prying, just an open mind.

You will always have those that ask, “What does it matter?”, “Why do you have to raise awareness of your sexuality or gender identity in the workplace?” “Why can’t we just be seen as ‘engineers’ irrespective of race, gender, disability or sexuality?”

Here’s the thing: we want that too! However, we’re still in a society where discrimination happens, where people feel that unless an inclusive culture is curated, they are not able to bring their whole selves to work. Inclusivity isn’t just the moral thing to do, either. A 2019 study by BetterUp found that improved workplace belonging can lead to an estimated:

• 56% increase in job performance
• 50% reduction in turnover risk
• 75% decrease in employee sick days

Unless you are confident that I or anyone could walk on to your construction site or into your workplace and feel comfortable being completely open, no matter my gender or sexuality, then you still have things to improve.