As Sumer’s CEO and co-founder, I am a year into growing this national practice and enjoying every minute of it. Our mission is to champion SMEs by delivering top quality accountancy services locally.

From the beginning, supporting entrepreneurs has been my primary focus. However, I have another burning ambition, and with Pride underway, this is the perfect time to discuss it. I want young LGBTQIA+ people today to find it easier to work in accountancy than I did 30 years ago. 

LGBTQIA+ inclusion matters

Fellow senior colleague, Jules McKittrick, chief risk and compliance officer, at Sumer, and I are both members of, and advocates for, the LGBTQIA+ community.

Recently, we realised that, as we approach our 50s, we have nearly a century of combined experience navigating bias.

We started our careers in the Big Four and can personally track the progress made in diversity, equity and inclusion (DEI). Policies and practices were clunky in the early days, and casual homophobia abounded.

It took me five years at a Big Four firm before I felt comfortable discussing my sexuality at work. When I finally came out, the main bit of workplace feedback was that ‘I didn’t look gay’.  

Thankfully, times have changed, and as Pride reminds us, the contributions of LGTBQIA+ people are visible and celebrated.

In recent years, firms have implemented mentoring schemes, allyship networks, and inclusive people policies. This positive shift is reaching practices of all sizes.

As we continue to grow, Sumer will ensure DEI remains a priority. When we welcome new firms to our group, our policies will support all colleagues. We are also rolling out employee-led 'belonging' networks with the objective of sharing the latest thinking and offering peer support.

Don't assume

In business, people still make assumptions. For example, I’m asked: ‘Your wife - what does she do?’ I have to ‘out’ myself several times a week, especially with new connections. I try to volunteer that I have a husband before people stumble into an awkward but familiar apology. Yet I recognise that being so open isn’t always easy to do.

While some minority groups are often (but not always) visibly ‘different’ – skin colour, age, gender - sexual orientation cannot be seen, so people have to choose whether to declare that difference. Addressing a fundamental lack of awareness is often the key to making everyone feel more included at work.

I was sad to read a Randstad report showing that under half of LGBTQIA+ workers in the UK feel comfortable being ‘out’ at work, and more than a quarter (28%) avoid discussing their sexuality or gender identity altogether.

This is an issue and if people do not feel safe at work, they probably are not enjoying it or bringing their best to the job. But I’m confident this can be improved with strong company values, education and awareness training.

All of us can start by using inclusive language and not making assumptions. Ask open questions. A great question for building rapport with clients is ‘what does your home life look like’, rather than ‘are you married?’

Sadly, we still live in a world where colleagues may conceal their sexuality or gender identity, fearing that being out might lead to the loss of a client. My promise to my colleagues at Sumer, is this: I would rather lose business than accommodate, overlook, or ignore homophobia, transphobia, or any other form of prejudice. You will always have my support in these situations.

Fostering open dialogue

Eradicating bias requires strong values, clarity on acceptable behaviours, and a desire to make people feel safe. DEI training can help, but it only goes so far. More important, is regular communication to showcase our support to LGBTQ+ colleagues and clients. Open discussion creates a more accepting and supportive environment.

Awareness months like Pride are a vital platform for initiating conversations with a sense of openness. For instance, seeing someone wearing a rainbow lanyard can be an invitation to ask about its significance, fostering a deeper awareness and appreciation of diversity. 

I’m working hard to build an even more inclusive culture at Sumer, but like everyone we’ve got much to work on and much to learn. Yet I believe that all accountancy firms can create a more welcoming and supportive environment for LGBTQIA+ colleagues and clients.

Finally, I wish everyone a very happy Pride!  Be your own, fabulous, self.

About the author

Warren Mead is CEO of Sumer