How Citi is paving the way to more inclusive workplaces

It should go without saying, but for any workplace to succeed, employees must feel like they can authentically be themselves. However, there are still LGBTQ+ workers that don’t feel supported by their employer, with a recent study suggesting that 62% of graduates went ‘back into the closet’ when they started their first job. In recent years, corporations, businesses and organisations have started to demonstrate their commitment to LGBTQ+ staff members by advocating for inclusion and diversity. Citi, an investment bank and financial services corporation, is one of the companies proudly flying the rainbow flag and creating an “equitable and inclusive” culture for their employees, allowing them to reach their “fullest potential” in the process.

Here, three Citi employees speak with Conor Davis, Global Head of Investor Sales and Relationship Management, about the biggest barriers to inclusion in the financial services industry, how firms can create a more inclusive environment for LGBTQ+ workers and their reverse mentoring scheme. Jacqui Lloyd, EMEA Apprenticeship Lead and Co-Chair of Citi Pride Network, discusses her experiences as an openly gay woman, while Nikhil Howai, EMEA Credit Financing & Portfolio TS, shares how he’s found a more “LGBTQ+ friendly” home in the UK since moving from Trinidad and Tobago, and Paul Brennan, Head of the UK FX Investor Sales, recalls some of his experiences as an LGBTQ+ employee after working for the company for 15 years.

Inclusivity and inspiration

Conor: Was there one standout experience that shaped how you feel about inclusivity at work?

Jacqui: Before working at Citi, I had the privilege to work with interns, graduates and apprentices who were just starting out in their careers. At the time, there was a piece of research suggesting that 62% of graduates went ‘back into the closet’ when they joined their first organisation. I started my career in the closet and I can attest to how damaging and limiting this can be. I realised I had a personal responsibility and a greater role to play by being more visible. By speaking my truth, referencing my wife, and talking about the benefits of bringing my whole self to work, I hoped to reduce the anxiety our LGBTQ+ talent might be feeling and show them that it’s okay to be LGBTQ+ at work. We saw an immediate spike in members joining our network and a real shift in the willingness to talk about and celebrate different identities and gender expressions.

Nikhil: Several years ago, Paco Ybarra attended a pre-event hosted by Citi’s London Pride Network for the London Pride Parade. At that point, I had just started to involve myself with the London Pride Network. I felt a lot braver about being openly LGBTQ+ in the workplace after that day. Having visible allies at a senior level in the organisation can have an outsized impact on employees who may doubt that their ‘true self’ may not be accepted or valued.

Paul: Probably helping a colleague on their journey to decide whether to come out at work over the summer. Seeing the transformation in her once she had told her global head and her boss… The increased confidence in her truly warmed my heart.

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