Pride Month 2024

Pride Month, celebrated every June, is a vibrant and powerful period dedicated to uplifting LGBTQ+ voices, commemorating the community's history, and advocating for equal rights and visibility. Originating from the Stonewall riots of June 1969 which took place in response to a police raid at the Stonewall Inn in New York City, Pride Month has evolved into a global celebration of love, diversity, and acceptance. It not only honours those who have fought for the rights of LGBTQ+ individuals but also fosters a sense of community and belonging among members and allies alike. The rainbow flag, with its diverse and vibrant stripes, serves as the emblem of Pride, symbolising the wide spectrum of human sexuality and gender identities. Pride features many events, including parades, marches, parties, and concerts, aimed at both celebration and education. Pride is a testament to the strength, resilience, and creativity of the LGBTQ+ community, serving as both a reflection on the strides taken towards equality and a reminder of the battles still to be fought.

An individual’s sexual orientation and gender identity should not affect whether they get a job, benefit from development opportunities, or receive a promotion. Everyone deserves the opportunity to develop their skills, be fairly rewarded and use their voice in a safe and inclusive working environment (Inclusion at work: perspectives on LGBT+ working lives | CIPD). Research conducted by the Chartered Institute of Personnel Development (CIPD), reported the following key findings:

• Heightened workplace conflict – 40% of LGB+ workers and 55% of trans workers have experienced conflict, compared with 29% of heterosexual, cisgender employees. When conflicts occurred, many respondents reported the issue had not been fully resolved.
• Job dissatisfaction and psychological safety – while 85% of heterosexual employees reported good working relationships, this dropped to 80% for LGB+ and 75% for trans workers. Job dissatisfaction rose from 15% for heterosexual workers to 19% for LGBTQ+ and 33% for trans workers. A higher proportion of LGB+ workers (16%) felt psychologically unsafe in the workplace compared with heterosexual workers (10%), while for trans workers this figure was even higher (18%).
• Negative impact on health – the CIPD Good Work Index identified a decline in workers reporting their job has a positive impact on their health in recent years. LGB+ (35%) and trans employees (26%) are slightly less likely to say work has a positive impact on their health than heterosexual workers (38%).
• Trans policies and practices need targeted improvements – when asked about the adequacy of various trans-specific policies and practices in their organisation, almost half of those trans-workers surveyed deemed the following areas to be inadequate - diversity training that includes gender identity, trans-inclusive language in corporate/marketing communications and guidance for managers on how to support trans workers.

Ways to support the LGBTQ+ community in the workplace.

Show your pride

Acknowledge Pride Month in social media and provide LGBTQ+ employees with a platform to share their employee experience with your organisation, including participating as a company in Pride events or parades.

Support LGBTQ+ causes and charities

Organising fundraisers for Switchboardor Stonewall will unite your workforce under a common cause. Also consider staff volunteering opportunities and raise awareness.

Add information on inclusivity in your mission statement and website

Communicating your stance on inclusivity on your website and in your mission statement.

Provide LGBTQ+ competency training

Provide employees with appropriate Diversity and Inclusion training that addresses gender identity and sexual orientation.

Ensure policies are comprehensive and transparent

Expand your policies to include language about prohibiting discrimination based on sexual orientation and gender identity. Examine the benefits that you offer to make sure that you are providing equal coverage for all employees, such as medical benefits for transgender workers and life insurance policies that cover same-gender partnerships.

Use gender neutral language

Check job descriptions, employment applications, and other recruitment material, using “they” or the second person “you” would be more inclusive of candidates who are non-binary or gender nonconforming. Tools like Gender Decoder can help with identifying issues with word choice and language.

Search for LGBTQ+ talent

Expand networks to include community organisations that have job boards or career events and reach out to universities and colleges in the area with LGBTQ+ centres/student groups. Post vacancies on LGBTQ+ job boards like Pink Jobs or UK Official Diversity LGBT Recruitment Job Board and promote opportunities in social media groups dedicated to LGBTQ+ employment.

Conduct and tailor candidate feedback surveys

Ask targeted questions about any experience candidates may have had throughout the recruitment process that made them feel marginalised or “othered” based on any protected characteristic, including sexual orientation and gender identity.

Conduct LGBTQ+ inclusive employee surveys

Allow employees to remain anonymous and ask them if they have felt supported regardless of their gender identity and sexual orientation. Provide space to share experiences of bias or discrimination they may have had and ask for suggestions on ways to make your workplace more inclusive.

Hire an external speaker to discuss their experiences as an LGBTQ+ individual

Check out this top pick of LGBTQ+ speakers 2024 to empower and educate your staff.

Pride is a movement towards a future where every individual can live openly and authentically without fear of persecution or discrimination. It is a time for reflection on how far the LGBTQ+ rights movement has come and a call to action to address ongoing injustices within the community and beyond. Pride Month is a reminder that, despite the challenges faced, there is a global community ready to support and uplift one another, striving together for a world where everyone can take pride in who they are.

Lizzy Turek

Client Research Associate