PRISM has existed at Co-op for over 18 years and was the first colleague network to be established at Co-op. During this time, we’ve achieved a lot, to deliver on our mission of creating a safer and more inclusive workplace for all identities. From being the driving force behind Co-op championing marriage equality and being the only retailer to speak in Parliament in support of the Equal Marriage Bill, to working with LGBTQ+ organisations like Global Butterflies to make Co-op’s LGBTQ+ people policies some of the most inclusive on the market. PRISM has continuously worked to increase Co-op’s participation in pride events across the UK, which resulted in us attending 41 events in 2025. This year we’re enhancing this even further by working with suppliers to deliver pride parties in food stores in four major cities: London, Brighton, Manchester and Leeds. Other notable accomplishments PRISM has delivered include the planning and delivery of an annual awards event, to recognise LGBTQ+ excellence within Co-op – of which we’re now in our fourth year. In terms of policy work, we’ve have helped to improve Co-op’s recruitment process, so candidates can apply for roles using their correct details (even if these don’t align with legal documents). PRISM have also worked on improving the process by which colleagues can update their name within the HR system, making this more discreet and respectful. Furthermore, PRISM have helped to build a ‘Trans and Non-Binary’ Inclusion e-learning module, which was assigned to all line managers to complete, with over 2,000 enrolments. Over the years PRISM has worked with, raised money for, and donated provisions to many external LGBTQ+ organisations, most notably: George House Trust Gaydio, We Are Survivors, LGBT Foundation, Proud2bparents and Iris Prize. The latter of which has been an ongoing partnership for many years, with PRISM and Co-op supporting the delivery of this week-long event, which recognises aspiring LGBTQ+ film/tv talent. We’ve also given a platform to notable members of the LGBTQ+ community, inviting them to share their personal stories in the hope of promoting representation and inspiring positive change. This has included Lucia Blayke (prominent trans activist), Simon Blake OBE (CEO Stonewall), Lucy Clark (first openly trans football referee) and Dr Ronx (a trans and non-binary TV doctor). PRISM also proactively seeks opportunities to work closely with other organisations, which has included collaborations with PepsiCo, Shell, Colgate, Greencore, Amazon, Premier Foods and Dentsu. The aim of these collaborations has been to share best practice, lived experiences and build a safe space for LGBTQ+ people across the wider retail industry. Currently the network has over 566 active members, which we engage through various channels, including virtual sessions, email cascades, in-person events, newsletters, socials and more recently the launch of our new ‘PRISM Presents’ podcast, which has so far generated 579 views, and made the network more accessible to colleagues from across our business. PRISM hasn’t stopped there; following the EHRC ruling, we launched a monthly listening session for trans, non-binary and intersex colleagues, creating a dedicated space for support during a period of significant uncertainty and concern for many members of the LGBTQ+ community. In response to the ruling PRISM also created and delivered a series of ‘Allies in Action’ workshops to equip leaders with the skills they need to demonstrate great allyship. The sessions had over 220 leaders attending and were made successful as PRISM recruited the support from other colleague networks at Co-op, to make it an intersectional activity. We’ve also built a line manager guide to help leaders understand what practical steps they can take to be more inclusive of trans and non-binary colleagues, throughout their careers in the business. The colleagues in the network are passionate and committed to delivering their mission, consistently going above and beyond, but making sure the LGBTQ+ community is at the heart of everything they do. An example of this is the launch of a new leadership development programme, which PRISM helped to co-create and deliver in collaboration with ‘We Create Space’. This has given 30 LGBTQ+ colleagues an opportunity to develop the skills they need to progress in their career. This was an important initiative for PRISM as our diversity data showed that LGBTQ+ representation reduced in more senior roles – this intervention is aimed to improve this. Finally, the most recent achievement is that PRISM has driven Co-op to become the first retailer in the UK to publish a pay gap report based on sexual orientation – the purpose of this is to create transparency in relation to the rewards between heterosexual and LGBTQ+ colleagues – with the ambition to use this data to take steps which address the gaps.