Pride: Activism and Social Change
This month, we jumped straight into this year’s celebration of LGBTQ+ History Month, with the UK theme focused on activism and social change. With so many conversations and debates that can - and have - impacted the lives of many in the community, this theme feels like a powerful opportunity to reflect on how creating inclusive spaces can enhance the safety and wellbeing of others.
With organisations like Stonewall and Amnesty International actively working to protect and empower individuals and communities, employers are increasingly challenged to follow suit and uphold similar responsibilities. The big question is, how?
It’s important to remember that employers are not here to solve world peace. But you can definitely play a part. Here are some ways in fostering an inclusive environment for the community:
Network Groups: Creating network group communities can help reduce feelings of isolation and allow those to feel seen, heard and valued in a safe environment. Electing a chair or leadership team for the network group provides structure and accountability, helping to keep initiatives on track and responsive to the needs of the community. These groups can also serve as sounding boards for HR policies, event planning, and awareness campaigns.
Lunch and Learns: Host Lunch and Learns on LGBTQ+ topics to foster inclusion, awareness, and education across your company, featuring voices from both internal team members and external experts.
Social Events and Celebrations: Mark key LGBTQ+ calendar dates such as Pride Month, Trans Day of Visibility, and Bi Visibility Day with events that are celebratory, educational, and inclusive. This might include hosting film screenings, or creative workshops. Ensure events are open to all and promote intersectionality recognising the different experiences within the LGBTQ+ community. Check out inspo from places like the British Film Institute and Eventbrite who host a plethora of events.
Reflecting Inclusion in Your Policies: Inclusion must go beyond events and be embedded into your company policies and behaviours. Review your language of your policies not forgetting to review recruitment and onboarding materials. Ensure benefits packages (such as parental leave, healthcare, and transitioning support) are thoughtful and inclusive. Update anti-discrimination policies to explicitly include sexual orientation, gender identity, and expression and make sure your teams are trained to uphold these values. Here’s some useful information from ACAS on best practices of addressing equality issues.
Leadership Accountability
Active support from the top is essential. Senior leaders who advocate for inclusion set the tone for the rest of the organisation. Encourage visible allyship whether it’s through attending events, sponsoring network groups, or using inclusive language. Representation matters, and leadership involvement signals that inclusion is a priority, not a tick-box exercise.
Ultimately, LGBTQ+ inclusion is not just about changing one policy or running one event, it's about cultivating a workplace where everyone feels safe to bring their whole, authentic selves to work. As we reflect on this year’s LGBTQ+ History Month theme of activism and social change, we’re reminded that meaningful progress often starts with small, intentional steps and every organisation has the power to take them.