How to be an ally
Although many people will be open and comfortable with speaking about their identity, it is important to ensure all conversations about a person’s sexual orientation and/or gender identity remain confidential. Before seeking further support or guidance which may reveal someone’s identity you should seek that explicit consent where appropriate.
How PIs, Line Managers and Academic Supervisors can support LGBTQ+ staff travelling abroad
Line managers and supervisors should support their staff/students in developing a safe travel plan, which may include considerations around LGBTQ+ travel. Whilst some aspects of an individual’s personal characteristics may be visible, others, such as sexual orientation or gender identity are often invisible. Therefore, it’s good practice to discuss considerations around safe travel and protected characteristics with all staff and students before approving any travel plans. It is not necessary for line managers/supervisors to be ‘experts’ in global LGBTQ+ legislation, but line managers should demonstrate:
- an open-minded, problem-solving approach to issues and safeguarding
- a positive and accepting attitude
- an open style of communication
- awareness of the University's policies and procedures in relation to safe travel.
While not exhaustive, below we outline some simple ways that PIs and Line Managers can ensure they’re accounting for the specific risks facing LGBTQ+ staff travelling abroad on University Business. In addition, offers travel advice specifically for LGBTQ+ people travelling abroad. Visit the for country or territory-specific advice.
Recruitment
When recruiting it is vital to include as much detail about any travel requirements associated with a role, including the country of travel, length of travel and if appropriate the frequency of travel so that candidates can make an informed decision about if the role is for them. This information should be included in the ‘key information’ section of the job description.
Providing appropriate risk assessment and mitigation advice for LGBTQ+ travellers
PIs and line managers should work with all staff and students who travel to ensure they have an Off Site Working Emergency Response Plan and have completed the appropriate risk assessment. Before travel, review procedures for managing an emergency incident with everyone planning to travel for work.
If staff are comfortable disclosing their sexual orientation and gender identity, these . assessments should consider the specific risk profile of the individual traveller. Use the ‘Other’ sections of the risk assessment form to work through and assess specific concerns. This should include an assessment of the location and purpose of travel, as well as the prevailing legal, cultural, logistical and security risks they are likely to face. It’s useful to be aware of the challenges LGBTQ+ travellers may face and support them to consider how they can respond to these. You should also consider how you can support the member of staff whilst they are abroad and ways you can ensure you protect their identity.
However, many staff may not feel comfortable disclosing their sexual orientation or gender identity and it is, therefore, important that you signpost to accessible LGBTQ+ travel risk mitigation advice, including the resources available through these University webpages. This ensures that everyone can discreetly access information to keep LGBTQ+ staff safe whilst working abroad. Furthermore, PIs and line managers should consider the mental health or safety impact other aspects of a traveller’s identity beyond sexual orientation and gender identity (e.g., race, disability, etc).
Develop contingency plans
While preventative measures can significantly reduce the risk facing LGBTQ+ staff abroad, it is important that you discuss what to do in the event of an incident impacting a LGBTQ+ staff member. Considerations should include the accessibility of consular and legal support, and communications protocols. A documented risk assessment Fieldwork Risk Assessment Form (FW1) and Off Site Working Emergency Response Plan should be completed.
What if a member of staff or student doesn’t want to travel/doesn’t feel safe travelling
It’s important to have open dialogue with staff as early as possible about any travel requirements for projects. Do not assume that a staff member doesn’t want to travel because of their sexual orientation and/or gender identity. If a current member of staff does not want to travel or feels unsafe travelling to a certain country or region because of local laws or attitudes, then staff should not normally be penalised in line with equality and inclusion principles and university policy.. PI’s, managers and supervisors are encouraged to explore other options with the member of staff in which the work could be conducted without travel. We recommend PIs, managers and supervisors reach out to the EDIC or the People Function via the Staff Hub to help explore possible options. 
How co-travellers can support LGBTQ+ staff travelling abroad
There is also a risk of LGBTQ+ staff being “outed” by others while abroad. Colleagues travelling with LGBTQ+ staff who are aware of their co-travelling colleagues’ LGBTQ+ identity must be aware of the requirement to keep this information confidential. We encourage managers and the member of staff travelling to discuss this with your colleagues prior to travel.
Useful resources