Pride - What’s all the fuss about?
This article was written in May 2023 by Andy Cast, an accredited mediator, coach, counsellor, and learning facilitator for ProAction HR. (He also happens to be gay…)
Have you ever wondered what all the Pride Month fuss is about and why LGBTQ+ people spend June at rainbow-themed events, waving flags and generally having a fantastic time?
While these events are a superb way of celebrating just being able to be open about our sexuality, Pride month is much more than parades and parties. It's also a much bigger celebration of the community and a time to recognise its struggles and triumphs, making it an ideal opportunity for employers to demonstrate support for their LGBTQ+ employees.
Now for the history lesson
In June 1969, a police raid on the Stonewall Inn, a popular gay bar in New York City, sparked a series of protests and demonstrations by members of the LGBTQ+ community. At the time, police raids on gay bars and other establishments were commonplace, and discrimination against LGBTQ+ people was rife. But the protests and demonstrations that followed this particular raid helped to galvanise the gay rights movement and marked a critical turning point in the fight for LGBTQ+ equality. A year later, the first Pride march was held in New York City to commemorate the anniversary of the Stonewall riots, becoming an annual celebration of all things LGBTQ+ and an opportunity to raise awareness about ongoing issues and challenges facing LGBTQ+ people, including discrimination, violence, and unequal treatment under the law.
For me personally, Pride Month is a time for me to remember how fortunate I am to be surrounded by friends, colleagues and family who love, accept and value me for who I am and don't see me as anything different or less of a person because of the gender of the person I love. At ProAction HR, I can express myself authentically and celebrate my identity openly. I bring a uniqueness to the team because of my experience and approach to my work. Whilst this is not entirely down to my sexuality, I believe there are elements of my innate personality that impact my behaviour, work performance and how I think. These all add beneficial diversity to the team.
Unfortunately, not all LGBTQ+ employees are as lucky as me, and many still face discrimination and harassment in the workplace. Stonewall, the LGBTQ+ Rights Charity, found that more than a third of LGBTQ+ staff (35 per cent) hide their sexual orientation at work for fear of discrimination, and almost one in five (18 per cent) have been the target of negative comments or conduct from work colleagues because of their sexuality/gender identity. This creates a fear for individuals being authentic in the workplace, leading to decreased job satisfaction, lower productivity, and higher turnover, not to mention a reduction in creativity and diversity of thinking.
As an employer, you can make a difference for LGBTQ+ employees by taking action to create a more inclusive workplace, ensuring your policies and procedures are LGBTQ+ inclusive and double-checking that all your benefits are open to same-sex couples.
Here are six more ways employers can help their LGBT employees feel supported and welcome in the workplace:
Develop and communicate a clear and comprehensive non-discrimination policy that includes sexual orientation and gender identity.
Provide diversity and inclusion training to all employees, focusing on creating a safe and welcoming environment for ALL employees.
Support employee resource groups (ERGs), which can provide a sense of community, belonging and allies.
Provide gender-neutral bathrooms and other facilities to accommodate transgender employees.
Create a workplace culture that supports LGBTQ+ employees, including celebrating Pride Month and recognising LGBTQ+ employee contributions.
Ensure all employees are aware of the company's policy on LGBTQ+ issues and that a transparent system is in place for reporting discrimination or harassment.
There are also things employees can do to support their gay colleagues and create a more inclusive workplace:
Educate yourself: Take the time to learn about the experiences and challenges faced by LGBTQ+ individuals. This can help you better understand the issues your gay colleagues may be dealing with.
Use inclusive language: Use gender-neutral language and avoid making assumptions about someone's sexual orientation or gender identity. This shows that you respect and accept people for who they are.
Be an ally: Speak up if you witness any instances of homophobia or discrimination. This can include reporting incidents to management or simply showing moral or emotional support for your gay colleagues.
Celebrate diversity: Celebrate and acknowledge the diversity within your workplace. Attend LGBTQ+ events and participate in activities that promote equality and inclusivity.
Be respectful: Treat your gay colleagues with the same respect and professionalism you would show anyone else. Avoid making jokes or comments that could be offensive or hurtful.
Advocate for change: Work with your colleagues to advocate for workplace policies and practices that promote equality and inclusivity.
We have come so far in offering LGBTQ+ equality over the last 50 years. We mustn't forget how we got here. Pride month is an excellent opportunity to remind everyone how diversity in the workplace can lead you to business success.
Andy was the Chair of the Pulse LGBT+ Employee Network at the University of Southampton for two years, so is able to advise on setting up and managing an Employee Resource Group. This covers not just LGBTQ+ but extends to any minority group eg. working mothers, disabled, and more.
If you would like more information then please do get in touch.
