Top 12 Inclusive Employers or Companies 2024

In alphabetical order

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This category is judged based on evidence provided according to the British LGBT Awards criteria.

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Ashurst, a leading global law firm, wants everyone to feel confident to be themselves and believes that people should feel safe and empowered. Working to ensure Ashurst’s LGBTQI+ colleagues feel safe and valued at work, the firm continually strengthens its culture to make it a more welcoming, diverse and inclusive space for everybody. By doing so, Ashurst provides not only exceptional legal services leveraging true diversity of thought and best practice in the IDB (inclusion, diversity and belonging) space, but also makes a positive impact on the world around them. Ashurst takes a strategic approach to progress and holds itself accountable to deliver on its ambitious IDB commitments, for example setting targets for diverse representation and keeping the firm focused on creating real progress. Ashurst’s LGBTI+ network, Spectrum, makes a significant and positive impact for its community and allies, bringing them together to celebrate, share stories and experiences, educate, and promote awareness of LGBTQI+ issues.



Brand Advance Group

Brand Advance Group is a trailblazer in connecting the world’s leading brands and agencies with underrepresented consumers through innovative technology. At the core of Brand Advance Group’s philosophy is the commitment to diversity and inclusion. Recognising the untapped potential of underrepresented groups, they have positioned themselves as the go-to partner for companies seeking to expand their reach to include LGBTQ+ and other minority consumers. Their approach is rooted in research, data-driven insights and a deep understanding of cultural nuances, ensuring that every campaign they spearhead is respectful, relevant, and impactful. Their work not only drives commercial success for their clients but also fosters greater understanding and acceptance within society. As a result, Brand Advance Group is not just transforming the landscape of advertising; they are also contributing to a more inclusive and connected world.


Freshfields Bruckhaus Deringer

Freshfields Bruckhaus Deringer is a global law firm with more than 4,000 people in 28 offices, helping the world’s leading organisations navigate complex challenges in a dynamic world. Through numerous initiatives, engaged employee networks and development programmes, they strive to build a culture where everyone is comfortable bringing their authentic selves to work and gets an equal opportunity to progress their careers and play a key role in the future of the firm. Halo, the thriving global network for LGBTQ+ allies, is one of the firm’s largest employee networks, is a driving force behind creating an inclusive environment. The firm and its leaders have received various accolades around the world for their efforts supporting LGBTQ+ inclusion, including being named as a Global Top Employer by Stonewall. In 2023, the firm revealed that it had achieved its goal of increasing global LGBTQ+ partnership representation to 5 per cent three years ahead of schedule.

Legal & General

Legal & General Life Assurance Society was founded in 1836, providing life assurance to the legal community. Today, L&G Group is one of Europe’s largest insurance and asset management groups, employing more than 11,500 thousand employees. L&G’s vision for inclusive capitalism has always informed its approach to diversity and inclusion for the benefit of the colleagues, clients, suppliers and communities in which they operate. Driving LGBTQ+ inclusion is about courage and L&G doesn’t shun difficult conversations. Instead, it demonstrates unwavering commitment to the LGBTQ+ community. It creates spaces to work through issues to ensure it remains a safe place for LGBTQ+ people, where they’re valued and celebrated, with their leadership teams passionate about accelerating DE&I progress.

Metro Bank

Metro Bank believe that people come first and that everyone deserves a great experience every step of the way. They are actively committed to inclusion for LGBTQ+ colleagues and customers and their D&I strategy sets goals for disclosure, awareness training and opportunities for underrepresented minorities, specifically with regard to LGBTQ+ colleagues, and works alongside its other inclusion networks for women, parents and carers, neurodiverse colleagues and ethnic minority groups. Through their colleague network group, Mpride, Metro Bank has continued its focus on trans inclusion through training and educating colleagues, and delivering meaningful choices such as the adoption of pronouns on name badges in their branches, which allow people to be their authentic selves. At Metro Bank, they embrace diversity and create an environment where their colleagues are encouraged to be their authentic selves every day.


At Protiviti, a global consulting firm, DE&I are ingrained in everything they do. They are committed to attracting, engaging, retaining, developing and creating leadership paths for a diverse workforce that reflects their clients and communities. Their value of inclusion has inspired a reimagining of recruiting practices, from sourcing to interviews to onboarding, and thinking differently about their benefit offerings. Protiviti’s Employee Network Groups enrich their corporate culture, creating a sense of belonging, allyship and authenticity that empowers every member of their team. Their global proPRIDE network includes a network of LGBTQ+ employees and their allies. They nurture equity and inclusion by providing education and communication related to LGBTQ+-related matters, including pronouns and sexual orientation data collection, and through partnerships with LGBTQ+ charities and non-profits. They don’t just want to be a great place to work – they aspire to be a great place to work for all.



Sky remains a trailblazer in LGBTQ+ inclusivity, securing the esteemed title of the 19th most inclusive employer in the UK and the leader in the media and arts sector. Sky is not merely a broadcaster; it’s a platform where everyone can be their authentic selves, where diversity thrives and inclusion knows no bounds. As a leading voice in media, they leverage their platform to champion and amplify LGBTQ+ voices. Its LGBTQ+ Network, boasting 2,254 members (and counting), continues to be a beacon of support, empowerment and representation within the company. They are making a vibrant splash in the queer community, marching forward to proudly participate in ten Pride events annually, reaffirming their commitment to creating an environment where every voice matters. Sky doesn’t just embrace diversity – they live it, breathe it and lead by example.

St. James’s Place

SJP is one of the UK’s largest, advice-led wealth management companies, advising more than 941,000 clients on investments and all aspects of financial services. They are committed to embracing diversity through their culture, with LGBTQ+ diversity and inclusion being a priority since first flying the rainbow flag during Pride month in 2019. Their LGBTQ+ employee resource group SJPride takes the lead through four key themes: empowering LGBTQ+ employees and allies, raising awareness of LGBTQ+ issues, championing LGBTQ+ inclusion within SJP/across the financial services sector and promoting SJP as a responsible business that gives back to the community. The past four years have seen SJP’s LGBTQ+ inclusion benchmark score (provided by LGBT Great) increase year on year. They are members of LGBT Great, Stonewall and myGwork, and have sponsored Swindon, Cheltenham and Cirencester Pride, as well as fundraised for LGBTQ+ charities via their corporate foundation.


As the UK’s leading retailer, Tesco aims to serve its customers, communities and planet a little better every day. Inclusion means that everyone’s welcome at Tesco, and they want everyone from all LGBTQ+ communities to thrive and feel like they belong. This year, their business diversity internship has helped LGBTQ+ young people get on in their careers, while their diverse talent community has accelerated LGBTQ+ colleagues’ careers. Tesco launched its new active allyship guide and improved its inclusive colleague and manager training. It donated £100,000 to LGBTQ+ causes and had its biggest Pride celebration ever. All of this is underpinned by the LGBTQ+ at Tesco network, working alongside the business to embed inclusion in everything they do. Tesco is proud of the progress they’ve made but know there is always more to do and are committed to standing proud together with LGBTQ+ colleagues, customers and communities, every day.


UBS is one of the world’s largest financial services firms, with a presence in more than 50 countries. Its ‘people, planet, and partnerships’ ethos is underpinned by a rigorous commitment to inclusion. UBS’s diversity, equity and inclusion strategy is central to delivering the firm’s global purpose – ‘Reimagining the power of investing – connecting people for a better world’. UBS’s strength truly lies in the diverse lived experiences, insights and ideas of its 60,000 employees, and never more so in its 150-year history than right now.


As a business that wants to be a force for good, inclusion of all our teams, including our LGBTQIA+ community, is incredibly important to us and over the last three years we have taken actions to demonstrate this. In 2022 and 2023, we were awarded a Gold award in the Stonewall Workplace Equality Index, coming 53rd overall in 2023. The combination of our dedicated leaders, our central D&I team and our LGBTQIA+ network Glow have made significant progress to ensure greater inclusion of our LGBTQIA+ community, for both our teams and our guests.


Wickes’s purpose is to help the nation feel house proud and to do this, they need colleagues to feel like they belong. They are passionate about creating a diverse and inclusive workplace and culture, where all colleagues can feel at home. They believe that they get the best engagement and results when they empower teams, and their six Employee Network Groups are a great example of this. All networks control their own agenda and build their annual plans to truly reflect what colleagues want and need from them. They help with awareness and education through regular calendar events and training, but also support making decisions impacting Wickes’s policies and processes. Most importantly, they keep the company honest. Regular listening sessions with senior leaders allow them to pause, reflect and, when they need to, change, which keeps them relevant and responsive to the needs of all colleagues.

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