Insights

Q. Can you share some of the training and support initiatives that Bank of Ireland has implemented to support the LGBTQ+ community?

It began with a simple idea that everyone deserves to feel seen and supported at work. That’s where our With Pride Network came in, a vibrant internal community of LGBTQ+ colleagues and allies who are helping shape a more inclusive culture from the inside out.

Through Lunch & Learn sessions, we’ve opened up conversations that matter. One recent session, co-hosted with our Family Network, explored how parents can support their children in coming out. It was raw, real, and deeply moving proof that education can be a bridge to empathy.

We’ve also partnered with organisations like Belong To, supporting young LGBTQ+ individuals in the community and connected with various charities to support events such as Sing Out Bristol, bringing personality and engagement to our events.  And to ensure inclusion is more than a moment, we’ve made mandatory training on diversity and inclusion a cornerstone of our employee training with additional levels of training available for colleagues wishing to further their knowledge and understanding across our employee networks.

Q. How does the With Pride UK network collaborate with other diversity and inclusion groups within the Bank to create a more inclusive workplace?

Inclusion doesn’t happen in silos. That’s why the With Pride network works hand-in-hand with six other employee networks—from Neuroinclusion to multiculturalism, gender balance to intergenerational inclusion. Together, we share ideas, co-host events, and challenge the status quo.

This collaboration has created a ripple effect—one where every voice matters, and every identity is honoured.

Q. What role does leadership play in fostering an LGBTQ+ inclusive culture at Bank of Ireland, and how do they show their support?

Our leadership team doesn’t just support inclusion—they embody it. Whether it’s marching or attending Pride events in Bristol, Belfast, or Dublin or attending events such as the Diversity in Finance Forum, we are showing up and standing tall.

Inclusion is now woven into our strategic goals, not just as a checkbox, but as a core value. It’s a top-down commitment that empowers change across the organisation.

Q. Can you tell us about a moment from the past year that you feel particularly proud of in terms of LGBTQ+ advocacy or visibility?

For me personally, one moment stands out this year is being named a Top 10 Future Leader at the British LGBT Awards. It was a moment in my career that I will never forget and it's thanks to the support of many colleagues across the organisation who support what we do on a daily basis and who without I wouldn't have been recognised in this way.

Ricki Hale, Senior Manager, Home Buying & Ownership Contact Centre and Advice

Q. What advice would you give to other organisations looking to build or strengthen their own LGBTQ+ employee networks?

If you’re looking to build your own LGBTQ+ network, here’s what we’ve learned:

• Start with a safe space. Create a network where people can share, connect, and be themselves
• Secure leadership buy-in. Find champions at the top who will advocate and amplify, look to ensure that you have executive sponsors
• Embrace intersectionality. Inclusion is stronger when we honour all identities – work together across many networks
• Invest in education and partnerships. Knowledge builds empathy and understanding, we're better when we work together to educate each other
• Celebrate milestones. Visibility fuels belonging and makes everyone feel part of a community.

This journey is far from over, but every step forward is a step toward a more inclusive future. And we’re proud of what we have collectively achieved so far and what we can achieve in the future.