Tell us about your accomplishments to date?

2023 was a busy year for this Pride network, which included attending the British LGBT Award, but we believe that we have been able to make a positive impact and act as a resource to the LGBT community and allies alike at Moody’s.  We seek to encourage employees to have a voice and to make Moody’s a place where people want to come and feel valued.  The majority of the year was focused around intersectional events.  Examples of which are:

  1. International Womens’ Day – Jackie Malton (former DCI for London Metropolitan police force) Discussed mental health, alcohol addiction and being a queer woman in the Met in the late 80s, in a predominantly male environment.
  2. Pride Month – Mental Health and Sexual Identity – Amelia Abraham (journalist and writer for LGBTW+ identity politics) addressed the impact of sexual identity labelling and the effect on mental health.
  3. Ask me, I dare you!  An intersectional view on unconscious bias,.  Discussed  how to support and empower both LGBTQ+ employees and employees with a disability (visible and hidden), in the workplace.
  4. Pride Month:  ‘Up Close & Personal’ series – Our senior leaders across Moody’s European offices, lead conversations to promote connectedness and allyship.  
  5. National Coming Out Day – Produced an informational ‘postcard’ with our Black Impact Group, to showcase celebrities and household names of the black community who have come out.
  6. National Coming Out Day – hosted Steffan Alun (openly bisexual Welsh comedian) who shared with us his personal story on being married to a woman, whilst acknowledging his own acceptance of being bisexual.
  7. Attended a Drag Awareness event at the Queer Britain museum, where drag queen Divine shared with us her life achievements.
  8. National Trans Awareness week – Max Siegel (social media influencer for the Trans community) who took us through their transition journey, the impact on their mental health and ADHD diagnosis.
  9. Quarterly newsletters, shared across the company; showcases recognition days, news, forthcoming events, information from our partners and resources.

What are the barriers in representing many intersectional identity groups?

Despite the increasing visibility and acceptance of LGBTQ+ people in some parts of the world, there are still many barriers and challenges in representing the diversity and complexity of their intersectional identities. Some of these barriers include:

  • Data and research: It is hard to find good and complete data on LGBTQ+ people who also belong to other groups, such as people of colour, people with disabilities, or immigrants. This makes it harder to fight for their rights, get resources, and make policies and programs that help them.
  • Stereotypes and biases: Many media and cultural images of LGBTQ+ people are based on stereotypes and biases that ignore or hurt their other identities. For example, LGBTQ+  people with disabilities are often hidden or pitied. These images make people think badly of them and limit their chances and choices to be themselves and be respected.
  • Exclusion and erasure: Some organizations and events do not make things accessible, easy, or respectful for people with disabilities, immigrants, or indigenous people, or they do not care about the specific problems and needs of these groups. This makes LGBTQ+ people who also belong to these groups feel left out and ignored in their own communities.

Despite the barriers and challenges, there are also many opportunities and initiatives to promote and celebrate the representation of intersectional LGBTQ+ identity groups. Some of these opportunities can include community building and networking and education and awareness.

Intersectional LGBTQ+ identity groups are diverse and complex, and they face many barriers and challenges in representing their identities and experiences. However, there are also many opportunities and initiatives to promote and celebrate their representation and to foster their empowerment and participation. By recognizing and respecting the intersectionality of LGBTQ+ people, we can create a more inclusive and equitable society for all.

Do you think acceptance is improving?

Moody’s has demonstrated its commitment to advancing LGBTQ+ inclusion, both within its own organization and in its research and analysis. Moody’s believes that LGBTQ+ acceptance is improving, but there is still room for progress and challenges to overcome. Moody’s will continue to monitor and evaluate the social and economic implications of LGBTQ+ inclusion, and to support the efforts of its stakeholders to create a more inclusive and prosperous world.

What does been nominated in your category mean to you?

The EMEA Pride BRG being nominated in the Network Group category of the 2024 British LGBT Awards is a meaningful and rewarding achievement for the Group and for Moody’s. It shows that the group’s work and impact have been recognised and appreciated by the wider LGBTQ+ community and its allies. It also demonstrates that Moody’s is a leader and a role model in fostering a culture of inclusion and belonging for all its employees, regardless of their sexual orientation, gender identity, or expression. The nomination is a testament to Moody’s values, purpose, and vision of creating a better future for everyone.