Warwickshire County Council LGBTQ+ network calls for Pride Progress Flag to be reinstated to Policy

In an ongoing battle over flag flying in Warwickshire, the County’s Council’s LGBTQ+ staff group have called for the Pride Progress flag to be reinstated as part of the authority's policy, allowing it to be flown during Pride Month in June; as it has in the past. A new flag flying policy brought in by the council's leader, Reform UK MP George Finch and recently approved by the authority’s cabinet stipulates that the UK, England, and county flags are the only ones to be flown outside the council building. The policy does, however, have exceptions including the Armed Forces flag and royal flags.

This decision sparked a dispute between Finch and the council’s chief executive, Monica Fogarty, who refused to take down the Pride Progress Flag before the end of Pride Month earlier this year. Despite this, the new policy was voted through by the cabinet on 4th September but is now on hold after some councillors requested a review. A meeting on 22nd September will decide whether the cabinet should be asked to reconsider its decision.

Angela Dunne, chair of the LGBTQ+ staff network at the council, has issued a letter on behalf of the group calling for the Pride flag to be included as an exception alongside the Armed Forces and royal flags. Her correspondence has since been made available following a request from the Local Democracy Reporting Service.

In the letter she explains that “visible celebration of diversity – such as flying the pride flag-plays a vital role in reinforcing this inclusive environment and making Warwickshire County Council an attractive employer that retains talented individuals, fosters organisational stability and safeguards public resources."

"During the recent staff engagement sessions, many employees highlighted the council's inclusive culture as one of the key reasons they chose to work here and a major factor in their decision to stay," she wrote.

"This reputation is not only a source of pride, it is a strategic asset. When staff feel valued and represented, they are more likely to remain in their roles, reducing turnover and the significant costs associated with recruitment, onboarding and lost productivity.”

Portfolio holder for customer and localities Councillor Mike Bannister responded to the network, stating: "I'd like to reassure Angela Dunne who wrote to us, and all of the staff, that this policy does not in any way threaten your rights, protections or standing in this organisation.”

"It is not about undermining anyone's freedoms, it is about establishing order and fairness in a space that belongs to all the people of Warwickshire.”

Research shared by Stonewall in January 2025, however, highlights the extent of workplace discrimination faced by LGBTQ+ people in the UK. The research shows that two in five (39%) LGBTQ+ employees still feel the need to hide the fact they are LGBTQ+ at work, over a third of employees (36%) have heard discriminatory comments made about an LGBTQ+ colleague, and nearly a third of LGBTQ+ employees (31%) did not agree they could be themselves at work. While there is no research to demonstrate as much, these statistics have likely only increased alongside the growing hostility against LGBTQ+ people, in particular the trans community in the wake of the recent Supreme Court Ruling and the imminent EHRC guidance.

Simon Blake, Stonewall’s CEO, said: “Outside the rhetoric and politicisation, the reality is that LGBTQ+ people - like everyone - spend an enormous part of their lives at work. Everyone deserves equal treatment in the workplace, and the knowledge they will not be abused, harassed or treated unfairly.”