The importance of Pride

June marks the month of Pride, which is dedicated to celebrating LGBTQ communities around the world. Its popularity has soared in recent years, with rainbows adorning social media, company websites and shop windows in a show of support. But while it’s vitally important that businesses stand in solidarity with LGBTQ communities in the fight for equality, business leaders must be careful that it doesn’t become a case of ‘rainbow-washing.’

Celebrating and championing diversity and inclusion is about much more than symbols – it requires businesses to take steps all year round to help break down barriers, reduce discrimination and create safe workspaces so that all employees feel welcome, no matter their sexual orientation or identity.

Diversity and inclusion initiatives have quite rightly risen up the business agenda of late, but we’ve still got a long way to go to tackle the stigma and discrimination facing LGBTQ employees. A report from Stonewall found that more than a third of LGBTQ staff have hidden who they are at work for fear of discrimination. Furthermore, almost one in five (18%) LGBTQ employees have been the target of negative comments or conduct from work colleagues.

While 2020 was a landmark year for conversations around race and inclusion, 2021 must be the year we turn words into action.

Knowledge is key  

A great first step for businesses wanting to build inclusivity is to ensure the organisation’s policies, handbook and employment paperwork include explicit statements of inclusion and contain gender-neutral language, for example swapping ‘husband’ or ‘wife’ for partner.

The language around diversity is broad and evolving and can therefore sometimes be open to misinterpretation. To avoid confusion or misunderstanding, creating a glossary of inclusive language that employees can easily access and refer to can be a really helpful way to promote dialogue around equity and inclusion.

Another simple yet effective approach, and one that we’ve seen gather momentum, is the sharing of pronouns in company signatures and social media. With the likes of Instagram recently creating a specific space for users to share their pronouns, this is something younger generations in particular are going to expect of their employer as they enter the workplace.

Publicly declaring pronouns creates greater normalisation, helps avoid misgendering and signals clear recognition and support for individual preferences.

Policies and benefits

It’s important that organisations review their policies and benefits to ensure they speak to all employees. Does the business offer the exact same benefits to single or same-sex couples as heterosexual couples? To be fully inclusive, all businesses should have in place a shared parental leave policy, adoption policy and surrogacy policy.

There should also be robust policies and protections in place for employees transitioning which are clear, explicit and easily accessible without the need to ask. At the same time, managers should be provided with an action plan to guide them through how to support individuals through this process.   

This could range from changing identification cards, records and documents to understanding how to ensure privacy and confidentiality, as well as how best to discuss with employees how they would like their colleagues to be informed and when they might change their name. It’s also paramount that all benefits and insurances cover the employee.

Mandatory training

Global, unified events such as Pride give businesses the opportunity to highlight their commitment to diverse hiring by reaching out to LGBTQ talent and encouraging them to apply for roles.

Many organisations already have diversity training in place, and this should extend to LGBTQ individuals, particularly among managers with hiring responsibility. Training that features sections on LGBTQ recruitment will help management to understand the barriers faced by job seekers and how to practice fair and inclusive recruitment.

Not only will this help businesses to widen their talent pool, with 76% of people reporting a diverse workforce as an important factor when considering a new job, but it will foster greater engagement and loyalty among current employees. Research has found that 91% of employees said working for organisation with a good reputation for treating employees fairly was integral to their happiness at work.

In order to achieve this, however, business leaders should make diversity training mandatory across the business. If LGBTQ training is voluntary, businesses run the risk of only attracting those employees who already have a vested interest in being an ally, making it difficult to effect real, organisation-wide change and acceptance.

The power of allyship

Successful organisations are those that encourage and support their employees to reach their full potential. Yet, research has shown that LGBTQ employees face various obstacles to career progression, with a report from Mckinsey finding that LGBTQ women make up 2.3% of entry level employees, but account for just 1.6% of managers and an even smaller share of more senior roles.

Critically, businesses should take a look at how they fare. What is the make-up of their organisation? Who sits in leadership positions? Who is responsible for diversity training and seminars? It’s important that employees see diversity across all parts of the business and that LGBTQ employees not only have presence, but a seat at the table.

Carrying out an internal audit allows organisations to not only measure how they rank in terms of diversity but to understand the level of inclusion in the business and identify areas for improvement.

Allyship has a powerful role to play in ensuring LGBTQ voices are heard and employees feel comfortable bringing their true selves to work.

Leaders should actively encourage employees to become allies and promote the use of resource groups by providing written guidance and training for employees on the role of an ally, including relevant terminology, an understanding of what transphobia looks like and what allies can do to confront discrimination.

It’s crucial, however, that allies are not just those from the LGBTQ communities but from all walks of life. It is this understanding, willingness to listen and learn and desire to stand up for each other that builds inclusive workplaces.

Make inclusivity part of the everyday

Showing support for LGBTQ communities is about more than what a company does during Pride – it must be a continual effort. There are lots of different ways companies can pledge support, from making donations to LGBTQ groups or fundraising to providing charity days for employees to volunteer for LGBTQ charities.

Businesses should communicate strong messages of inclusivity all year round by marking different days and events including Pride, Bi Visibility Day and Trans Awareness Week with statements of support. Touches like providing rainbow lanyards for employees and re-distributing anti-discrimination statements outside of June shows employees that diversity remains a priority all year round.

Leadership heavily influences company culture and by reinforcing company values and speaking openly about their personal commitment to equality, leaders can help to grow and develop inclusive workplaces.

Leaders must also be cognisant of the potential barriers that may affect LGBTQ employees beyond the office, such as travel to a foreign country that may have different equality laws in place. It is this level of continual thought, understanding and support that will help to make LGBTQ employees feel safe, respected and valued.

Businesses that continually strive to make their workplace welcoming and accepting of all employees, regardless of their differences, will not only create happier, more engaged and productive workforces, but will contribute to breaking down wider discrimination within society.

“While 2020 was a landmark year for conversations around race and inclusion, 2021 must be the year we turn words into action. ”