A diverse group of people celebrate together in front of a yellow wall, smiling and laughing under falling confetti, with rainbow pride flags draped around them, showing LGBTQ+ pride and joy.

Why we are celebrating Pride Month?

According to On Hand, nearly 1 in 5 LGBTQ+ employees have experienced discrimination at work.

Pride month not only offers an opportunity to celebrate diversity, but to also educate on the importance and value of promoting an inclusive workplace.

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A workplace built on PRIDE

It’s been 26 years since the first Pride month took place.

Despite progress and acceptance within some areas of society, it’s now over a quarter of a century later and the struggle for equality remains.

And that’s very much reflected in the workplace.

According to On Hand, nearly 1 in 5 LGBTQ+ employees have experienced discrimination at work.

Little wonder then that 40% of LGBTQ+ employees have hidden their identity at work for fear of being harassed or stigmatised.

This month’s Pride not only offers an opportunity to celebrate diversity, but to also educate on the importance and value of promoting an inclusive workplace.

Why promote an inclusive workplace?

The benefits of a diverse workforce are significant. And yet, as the above figures attest, it’s often not given the resources and attention it demands and deserves.

By fostering an environment where all employees feel valued and a sense of belonging, they feel more connected and confident to share their unique experiences and ideas.

The result? A high-performing, more innovative and financially successful company with increased productivity, greater workplace satisfaction, and improved staff retention.

But it’s not only appealing for current employees. A company that encourages diversity is more appealing to potential employees seeking a company that will embrace their personal identity as much as their talents.

5 ways you can promote PRIDE in the workplace

So, the benefits are clear, but how can you make it happen? Here are five things to consider when embracing diversity in your workforce.

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POLICIES

As a framework for your workplace, your policies formalise your commitment to your employees, define the actions of your workforce, and provide guidance on what is and isn’t expected and accepted.

They’re your opportunity to be clear about your intentions towards inclusivity, whether that’s confirming what constitutes bullying, ensuring equal promotion opportunities, or conducting an inclusive recruitment approach.

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REPRESENTATION

Give a voice to those groups marginalised in society.

Do they have the chance to share their opinions and ideas within the workplace? Do they have a direct line of communication to those making decisions at the top?

For example, introducing an affinity group can provide a safe space for your LGBTQ+ employees (or any marginalised group) to enjoy a sense of community and support; a platform upon which to discuss concerns, suggest change, and present a unified voice.

But even within an affinity group, that voice can be fragmented…

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INTERSECTIONALITY

Despite already being a marginalised group, it’s more than likely that additional layers of inequality and discrimination exist that need addressing.

Although as a wider collective there’s a shared commonality, no one-lived experience underpins the whole group. With other social characteristics such as ethnicity and religion in play, extra complexities and nuances demand open dialogue, education, and evaluation. Inclusion is by no means a one-size-fits-all approach.

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DIALOGUE

Actions may speak louder than words, but when it comes to promoting inclusion in the workplace, words are a powerful way to instigate those actions.

Not only is it vital that the messages you’re putting out and the language that you’re using avoid generalisation and feel inclusive and respectful, it’s also important that you provide an opportunity for your LGBTQ+ employees to speak up in the first place.

As well as being seen to celebrate occasions such as Pride, facilitate forums that allow experiences and stories to be shared, and encourage interaction between diverse groups.

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EVALUATION

Having initiatives in place is one thing, having effective ones is another. Continually assess the impact of your activities, benefits, channels etc to ensure they’re adding to a positive workplace experience.

Fully gauge the feedback from those who matter the most – your employees. What’s working for them? What can be improved? Again, it’s important to not generalise when collecting the data or risk alienating more minority groups.

On a wider scale, understand what areas of society might be underrepresented in your business. Does your recruitment policy need re-evaluating? Regularly review all your policies to see if they remain timely and relevant.

In conclusion = inclusion

So, as we celebrate Pride Month, it’s not only an opportunity to celebrate diversity, but to also educate and inspire change.

With discrimination still clearly a workplace issue – and in wider society – the challenge to create inclusive environments will continue long after the celebrations have ended.

But with the obvious benefits of employing and embracing a diverse workforce, promoting inclusion isn’t just the right thing to do, it’s the smart thing. 

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Want to know more or looking for support? Speak to one of our expert team!