Pride Month is more than just a celebration and it’s so much more than rainbow flags and parades. It’s not about marketing gestures or rainbow-washing your company logo but about showing authentic support and creating an inclusive environment for all.

For some, Pride is about living their truth each day without fear, in both their daily lives and in the workplace.

For others, it might be an internal personal journey from self-awareness to self-discovery to self-acceptance.

Furthermore, some may wish to live their authentic lives but have no desire to announce it to others.

Four meaningful ways to support Pride all year.

Share your pronouns

Offering the option for colleagues to list their pronouns is a simple and respectful way to create an inclusive workplace.

This may include:

  • Zoom/Skype/Teams
  • Business cards
  • Email signatures
  • Messaging Apps
  • LinkedIn and other platforms

Arm yourself with a rainbow of knowledge

Deepen your knowledge of the rich history, challenges, and accomplishments of the LGBTQ+ community — exploring the community’s evolution will give you a clearer understanding of why June holds such widespread importance.

As an organisation, you may want to think about ways to broaden your understanding through:

  • Workshops
  • Unconscious bias training
  • Active listening to the stories of those with lived experience to inform your practice — this includes the promotion of positive allyship in the workplace.

Pride is not just for a month

While Pride Month is a wonderful opportunity to show your support for the community, it’s important to celebrate diversity and inclusivity all year round.

Ensure your diversity policies are up-to-date and aligned with current best practices, and actively seek to enhance your organisation’s commitment to equality, diversity, inclusion and belonging.

Evaluate how your organisation approaches recruitment

Without realising, how you approach recruitment within your organisation could be a limiting factor in attracting the diverse-rich pool of brilliant candidates you desire. Consider:

1. Diversifying job descriptions and advertisements.

  • Avoid gendered language and biased terminology: You can avoid using language that refers explicitly or implicitly to only one gender and ensure, through inclusive alternatives, the use of gender-sensitive and inclusive language. Here’s a useful toolkit on gender-sensitive communication.
  • Showcase your commitment to diversity and inclusion. What are your public views and statements on this, and are they prominent in your materials?
  • Highlight the value of diverse perspectives in achieving the organisation’s mission. Sharing the personal stories of your staff (with permission of course!) can be a really effective way of connecting your audience with your values, attracting a more diverse candidate pool and fostering an open internal culture.

2. Create an inclusive interview process.

  • Standardise interview questions to ensure consistency and fairness across candidates. If you are working with an executive search partner, they will assist in the development of these.
  • Train interviewers on inclusive interviewing techniques. We work closely with our clients to ensure that they assess candidates based on job-related criteria, that’s adapted to the needs of the role and needs.
  • Ensure equal opportunity access to the interview process. Offering accommodations for candidates with disabilities or specific needs is just one example of ensuring equality in the interview process. It’s important to have a contact who applicants can trust for an informal conversation around adapting the process to specific needs is highly important too.

3. Cultivate an inclusive organisational culture.

  • Foster an environment where all employees feel valued, respected, and included.
  • Provide opportunities for professional development and advancement for individuals from underrepresented backgrounds.
  • Encourage open dialogue and feedback regarding diversity and inclusion initiatives and be responsive to employee concerns.

Here at Peridot, we believe in a world where everyone is free to express their identity, sexual orientation, and gender without fear or discrimination. See our ongoing commitment to equality, diversity, and inclusion here.

As a company, we take this moment to reaffirm our commitment to inclusion, equality, and respect for all.