'The rainbow logos go away, and unfortunately for many companies, so do the proactive efforts to promote diversity and inclusion.'
This shift in approach to inclusion and diversity efforts is actionable today, along with softer goals that affect the everyday lives of your teams. While we celebrated Pride Month and our LGBTQ+ staff and friends in June, I believe the hard work is when it’s quiet and nobody is watching.
One simple action I took was to ask my LGBTQ+ staff and friends how we as a company could amplify their voices and help them feel valued, affirmed and supported.• Promote open conversations in everyday settings. One of my LGBTQ+ staff pulled me aside and said, “I can’t believe you asked a whole room of people what they were doing for the Pride parade.” Small efforts like these can make employees feel included and part of the team.
• Educate your workplace. Acknowledge that everyone’s personal experiences shape their view of the LGBTQ+ community. Only with continuous education can you close the gaps. But you don’t need to build a curriculum of educational content to make an impact.
• Remember that just because someone is a part of the LGBTQ+ community doesn’t mean they are your fountain of information of all things LGBTQ+. Few people want to carry the burden of their entire community. While it’s fine to ask questions, there are tons of resources available you can consult and learn from, such as those from theAs finance leaders, celebrating the LGBTQ+ community during Pride Month should only be a start. Creating a culture of openness and respect is a meaty effort.
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