Beyond the Label: Michelle Yeoman from Deutsche Bank on allyship and action

Can you please introduce yourself and describe your role within your organization?

My name is Michelle Yeoman, my pronouns are she/her and I am part of the COO Team for UK and Ireland Operations at Deutsche Bank. In addition to my day job, I am co-chair for our UKI dbPride ERG.

How, when and why did you decide to be an LGBTQ+ ally?

I have always been an ally, but without the label, if that make sense? I had assumed that everyone accepted the LGBTQ+ community as part of our society, particularly in the UK. It wasn’t until I became more aware as I listened more closely, read and took in the statistics and heard first-hand individuals’ personal experiences, both positive and negative, that I understood that there is more work to do, and the support and voice of an ally is more important than you might initially realise.

How do you think allies can be (more) vocal?

A vocal ally speaks up when they see discrimination or exclusion, even when it’s uncomfortable. I encourage everyone to speak up proactively - don’t wait for an incident. Use everyday opportunities to normalize inclusive language. Educate yourself on important dates– and publicly celebrate milestones. Sponsor change and use your influence to support resources for LGBTQ+ initiatives. Finally, be consistent. Being vocal isn’t just for big moments or Pride Month - it’s the ongoing reinforcement of an inclusive culture.

Can you give us an example of a time you were a vocal ally outside the workplace?

Many years ago now, one evening, at the local pub with my partner’s friends, I was not comfortable with some of the conversation ie slight jokes and language used in reference to the LGBTQ+ community. I was really surprised and disappointed, and shared that it wasn’t right. I had a conversation later with my partner to explain why and shared what I have learned being an ally in the workplace. I have since overheard him speak up and challenge. It does feel like a small win being able to witness the repercussions of speaking up, educating and helping others.

What advice would you give to LGBTQ+ people to better welcome allies?

I would say assume good intent (when safe to do so). Many allies are learning and may get things wrong - be kind when correcting. Some people may not know the correct terminology or history and are afraid of getting it wrong, so perhaps create safe spaces for questions. Self-education is key, however, sometimes deeper learning and understanding comes through talking, listening and interacting. Recognise ally contributions – publicly thank those that speak up to encourage others to step forward. Sharing personal stories is also very powerful, allies can often be more committed when they better understand the lived experiences, and day to day impact.

How can allies help create an inclusive workplace?

Embed inclusion in policy, champion diverse voices – invite LGBTQ+ colleagues to lead initiatives or speak at company events and make sure their contributions are valued. Educate yourself and be an advocate for ongoing inclusion training so everyone understands terms, issues and respectful behaviours. Support visible signals, promote Pride Flags, pronoun usage in email signatures, review your policies and help influence the change for inclusive benefits, eg family leave that applies to all kinds of family. In the end you need to take the lead and be consistent to drive the change that is (still) needed.