Don’t just put a rainbow on it. Build a culture of authenticity and belonging.

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During the month of June, your social media was likely flooded with corporations pledging their allegiance to the LGBTQ+ community with rainbow logos, photos, campaigns, and products.

While this outpouring of support is great in theory, it raises major questions about how  companies actually support LGBTQ+ diversity, inclusion and belonging once the rainbow products are taken off the shelf and Pride flags are stored away.

How many of these companies actively show their support and advocate for LGBTQ+ rights year-round? How many of these companies work to implement real change for the LGBTQ+ community? And how many are doing nothing, or even the opposite, behind closed doors?

Pride month serves as a crucial moment for us to shine a spotlight on the very real barriers that still exist for the LGBTQ+ workforce and illuminate the ways organizations can help create a more equitable society—not just now, but year-round.

Research shows that creating an environment that is safe, respectful and inclusive for everyone makes for higher levels of creativity, innovation, productivity and overall competitiveness. In their 2020 report title, “Global Human Capital Trends” Deloitte noted that 93% of the organizations they spoke with agreed that a sense of belonging drives organizational performance.

As we head into the end of summer, take a moment and assess the actions on diversity, equity, inclusion, and belonging taking place in your organization now that Pride Month activities have concluded. Authenticity is key, for companies just as it is for individuals. And it’s important to be consistent. Are day-to-day decisions and actions visibly guided by your stated commitment to diversity, equity and inclusion? Or is there a disconnect between what your Pride messaging said and what’s actually happening inside the company throughout the year? If there’s less action than messaging, what can you do about it?

Read how Fujitsu, one of our premier partners gets it right.

 

 

 

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Denise Brown
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