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June is the rainbow month of the year. The 21st century brought diversification and has turned over many new corners. In fact, the year 2020 has been titled “the year of change” by many hotshot news reporters. But, undoubtedly, pride inclusion has to be the greatest of them all.
For many many years, businesses have been working on diversifying their brands and their internal practices on gender, colour and LGBTQ+ issues and to voice inclusion and openness. But in recent years, the ground has shifted, and the stage has opened to more companies speaking up on policies that impact the LGBTQ+ community. LGBTQ+ inclusion is good for the brand, globalization and all humanity and as more and more businesses make this realization, they are stepping forward to make headway for non-discrimination.
Starbucks' Pride inclusivity campaign
With the increasing comeback against stereotypes and discrimination, millennials and gen z have their best foot forward.
Hundreds of companies have become regular contributors to annual Pride events, and are also making business decisions keeping LGBTQ+ rights in the account.
Zomato India's Pride inclusivity campaign
According to a survey done by the U.S Chamber of Commerce Foundation, “72% of full-time employees said they would leave an organization for one they thought was more inclusive”, and, “80% of respondents said that inclusion is an important factor in choosing an employer”. “Companies embrace LGBT inclusion to attract the best talent. In turn, companies are better able to engage and retain LGBT employees and cultivate strong partnerships with community organizations, external organizations, and employee groups.”
In a 2016 poll, nearly 50% of American meeting planners said they would avoid planning events in states that pass anti-LGBTQ legislation.
Coming across the world, India has taken huge steps toward inclusivity starting with the annulment of Section 377 to the adoption laws which came about recently.
There are many ways to make sure everyone around feels welcome, not only in a business but also in communities:
1. Raise awareness and create the space to talk about it: Conversations about values, dignity and respect can be crucial and set the right tone for the situation.
2. Ask questions: it’s better to learn than to be painfully ignorant. Ask them:
· if they are comfortable
· How would they like to be known?
· What are their preferred pronouns?
· What level of privacy can the organization implement for them?
· How can the organization help them get comfortable?
3. Policies: Go through the organization policies and make sure that groups of people are not excluded. Consider changing employee benefits to accommodate LGBTQ+ employees.
4. Support Events: Every year, there are events in countries around the world to celebrate and show support for the LGBT community. Show your support and demonstrate that your organization is an ally.
5. Partner with experts: have inclusion seminars in the organizations so there are no chances of slipping through the cracks and letting others gain knowledge and awareness.
6. Have zero tolerance laws on discrimination and harassment: this one goes without saying and might be the most important one yet! An active policy should state that no person shall be discriminated against for their sexual orientation, gender identity or gender expressions.
7. Foster a Gender-Neutral Environment: Create a gender-neutral environment by making bold changes such as establishing unisex toilets and using gender-neutral language, like 'partner' instead of husband or wife.
8. Don’t be too nosy: mind your business, and don’t ask people about their personal lives. There’s a reason it’s called “personal”.
In many countries, inclusion is still on the stove and is still facing hardships, but it’s the small changes that lead to big effects. We can be sure to make the best out of every opportunity we have and treat everyone with respect and equality if we put our hearts to it and pave away so that our future is colorful and has all the diversity there is. - Namrata Vojjala
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