Pride was a riot: How to support the LGBTQ+ Community
This week, Anique and Jeff discuss Pride month: what it means to each of us, the dos and don’ts, the tops and bottoms and everything in between. Listen now to learn about how your organisation and its leaders can actively and intentionally support the LGBTQ+ community.
“The world needs shaking up. And if you’re going to say that these are the things that are important to you, you’ve got to stand by them.”
In This Episode:
To celebrate Pride Month, Anique and Jeff - both proud members of the LGBTQ+ community - gathered to share what Pride means to them and discuss how organisations can meaningfully participate this month and beyond with intention.
Key Learnings:
Instead of adopting the rainbow flag and attempting to merge it into a brand identity, companies can support LGBTQ people by doing something for the community inside and outside of the workplace. Organizations can lean into the challenge - when it comes to equality, we still have a lot left to do.
As a community we need to check our own privilege when stepping into these conversations and remember that we’re fighting the fight for LGBTQ people around the world
Allyship requires leaders to open the door and put the power in the hands of the LGBTQ community. This involves senior leaders to say, I see you. I want to support you. I want to hold a space with you and alongside you. Tell me what you need.
To see more representation in leadership, we need to bring intentionality to the recruitment space by prioritising diversity and inclusive hiring practices - instead of hiring in our image.
Invitation for Leaders:
As a leader, consider answering these questions for yourself, then sharing the answers with your teams.
If you have a policy in your business that is equitable and inclusive, and really demonstrates your understanding of the needs of the community, how are you extending that to everyone in your global workforce? Are we extending that same understanding of equity across our business?
How are you creating a safe space for your employees to talk about who they are and embrace their authenticity?
Are you being intentional about creating a diverse workforce?
Some final thoughts:
If we stand for equity and equality and belief in who we are, then we have to be able to stand for that in everything. As a company, you're going to have to take that journey and take that step - you do it because it's the right thing to do. And you do it because it makes good business sense because the more you are able to bring freedom into your business, the more your people are going to thrive. The more that you're going to thrive
LGBTQ inclusion doesn't fall behind diversity priorities on gender or race. It's a part of it. It should be a part of it and intrinsic throughout your organisation. It’s how we feel about DEI too. It shouldn't be just a DEI policy that stands alone. It's integrated into your employee experience at every place. And part of that is representation at the leadership level.
“Diversity is actually what helps us grow.
Diversity, unlocks creativity, unlocks collaboration, unlocks learning. So the more room you make for it, the better you’ll be as a company, commercially as well.”
“If you’re a leader in a place of privilege, you’re there to fight for others. Corporations have a role to play in how they create a system of equity, inclusion, and equality in their own micro world - where they can actually affect change.”