More Than A Month – This Is What Happens When You Love Inclusivity All Year

June is celebrated globally as Pride Month, a time to recognise and support the LGBTQ+ community. While the rainbow flags suddenly saturating corporate social media raise visibility, communities, employees, and job seekers are unforgiving of tokenism. They demand a genuine commitment to inclusivity that extends beyond these 30 days.

We share four practical ways companies can authentically live inclusivity year-round, which, besides being the right thing to do, will also help you attract and retain top talent with credibility!

Why it matters

• Employee Well-being: Creating an inclusive environment where employees feel valued and supported is fundamental to their mental and emotional well-being. According to Stonewall’s “LGBT in Britain – Work Report“  35% of LGBTQ+ employees have hidden their sexual orientation at work for fear of discrimination.
• Attracting Talent: Committing to inclusivity can significantly enhance your employer brand, making your organisation attractive to diverse talent. Monster research suggests that learning about a company’s diversity, equity, and inclusion (DE&I) efforts has consistently ranked as a top 5 candidate priority in the last three years.
• Retention and Productivity: Employees who feel included and supported are more likely to be loyal to your Company. A study by Deloitte found that inclusive workplaces are six times more likely to be innovative and agile.

Four Practical Ways to Promote Inclusivity Year-Round

Enable Employee Resource Groups (ERGs)

An employee resource group (ERG) is a voluntary, employee-led group that promotes a diverse, inclusive workplace aligned with the organisation’s mission, values, and goals.

• Support ERGs: Encourage and support the formation of LGBTQ+ Employee Resource Groups. These groups provide a safe space for employees to connect, share experiences, and drive positive change within the Company.
• Leadership Involvement: Ensure your ERGs have executive sponsors to amplify their voices and integrate their initiatives into broader company goals and HR policies. 

Support and Education

• Training Programs: Implement regular training sessions on diversity, equity, and inclusion (DEI) topics. These should cover unconscious bias, LGBTQ+ terminology, and allyship.
• Awareness Campaigns: Run awareness campaigns throughout the year to educate staff about LGBT+ issues and the importance of inclusivity.

Inclusive Company Policies

• Gender Transition Plan: Develop and communicate an employee gender transition plan to support transitioning employees. Plans should include guidance on changing records, adjusting workspaces, and educating colleagues.
• Pronoun Usage: Encourage the use of pronouns. One simple way is to include them in email signatures and name badges. This simple step can make a significant difference in raising awareness and creating an inclusive atmosphere. 

Diverse Hiring Practices

• Job Advertisements: Write job ads with diversity and inclusion in mind. Use inclusive language and highlight your commitment to DEI. Get our free inclusive hiring guide here.
• Diverse Interview Panels: Ensure that your interview panels are diverse. This helps reduce bias and shows candidates that your Company values diverse perspectives.

If you can create a workplace where everyone feels valued and embraces inclusivity not just as a policy but as a core value of your Company, the Company will benefit, and you can take pride in supporting pride, knowing it is authentic and not just a token gesture. Year-round initiatives such as supporting ERGs, providing continuous education, enacting inclusive policies, and ensuring fair hiring practices can all play their part.

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