Bill Clinton was the first U.S. president to officially recognize June as Pride Month in 2000. The designation commemorates the anniversary of the 1969 police raid of the Stonewall Inn in New York City’s Greenwich Village on June 28, 1969. That night, rioters outside the Stonewall demanded the establishment of places where LGBTQ+ people could go and be open about their sexual orientation without fear of arrest.
Society has come a long way in 54 years. Yet, approximately two-thirds of self-identified LGBTQ+ Americans say they have experienced discrimination in their personal lives – and about half report still being closeted at work.
Fostering Equality in the Workplace
Embrace pride year-round.
Pride Month is a reason for celebration – but your commitment to a truly inclusive workplace where equality and acceptance are woven into your company culture requires a year-round commitment: one where words matter, but actions speak louder. One where leadership succeeds via example. And one where everyone feels safe, secure, happy, and at peace every day.
Make sure your values are crystal clear.
There shouldn’t be even the slightest doubt in anyone’s mind – including your employees, customers, decision-makers, and other stakeholders – that your organization is nondiscriminatory and inclusive from top to bottom and in all you do. Embed these values into your policies, processes, products – and all related communication.
- Demonstrate your commitment through an inclusive workplace philosophy and practices. For instance, encourage employees to share their pronouns. Create gender-neutral restrooms and dress codes. Review your nondiscrimination policies to see what updates may be needed.
Use inclusive language.
Iconic singer and actress Cher, who has embodied female autonomy in a male-dominated industry, said it best: “Words are like weapons; they wound sometimes.”
- Be mindful of subconscious barriers or biases regarding the language used by senior leaders, employees, and others representing your organization. Ensure the word choices used in day-to-day conversation reflect your environment of acceptance. It can be as simple as addressing a team as “folks” or “everyone” instead of “guys.”
- For more information on using inclusive language in company communication, refer to sources such as Conscious Style Guide. Remember these insights as you craft job descriptions, emails, and social media posts.
- Make it clear that your company has no tolerance for derisive jokes or demeaning comments.
Amplify marginalized voices.
Pay attention to who dominates conversational space in meetings and other forums and who is being interrupted, overlooked, or shut down. Amplify voices that may not otherwise be heard. Support underrepresented team members to speak at conferences, write for blogs, conduct training, and appear in podcasts and company videos.
Build a Diverse and Equitable Workforce
Find the talent and build the culture you need to grow your business, solidify your competitive edge, and build your brand. Venteon can help. Contact us today to learn more about our services and exciting partnership possibilities.