Breaking barriers, building inclusion: how companies can drive change on Pride responsibly

Today, any organisation wanting to showcase its progressive credentials talks about Diversity and Inclusion. DEI policy, ERG groups, sensitisation sessions, special chapters for women and LGBTQIA+ groups, celebrating IWD and Pride, etc. are table stakes if you want to be recognised as a ‘forward thinking’ company.

Nothing wrong with this. In fact, these measures are absolutely necessary to create a safe space and a culture of acceptance within companies for groups who have been historically disadvantaged. While the long-term goal of these initiatives is to change minds and hearts, in the here and now, they provide a clear policy framework for people to behave and act, which offers a safeguard to those who face covert or overt discrimination.

In good times, everyone is on a roll. It’s safe to wave the Pride banner and not wade into controversial waters. But what happens when we hit a bump in the road? For instance, today, we can talk about inclusivity during PRIDE month, but we are all aware of the conversations around same-sex marriage happening in the wider society. How should well-meaning organisations show their support to members of the community then? 

Take a stand (if you can!)

This one is a toughie. And it’s not easy to do this. Companies (rightly) fear backlash, and regardless of what they believe in, they may decide to play it safe. For instance, given the conversations around same-sex marriage, celebrating ‘PRIDE’ without weighing on this issue will seem inauthentic. It’s not a simple decision, and it requires internal debates, evaluating pros and cons, and then finally deciding the best possible way of expressing your thoughts. On the other hand, being able to step forward and speak out in difficult circumstances, proves real allyship. That said, it’s good to be prepared with a crisis plan should you face backlash. 

Working within the law to offer empathy and support

While changes in the law may take a longer time, there are ways to extend empathy and support to members of the community. Companies have campaigned on various issues by directly linking them to their values. By openly declaring themselves as allies to the LGBTQIA+ community, and supporting causes aligned with constitutional and individual rights, organizations can provide the necessary psychological support to members of the community. While POSH mandates protection for women employees, consciously keeping POSH policy gender-neutral can make it more inclusive. Many small yet defining acts leave a big impact.

Change begins first from within – looking beyond rainbow washing

Most organisations committed to DEI are on the right track when it comes to building awareness within the organisation. As part of ‘business as usual’, several companies have set up Employee Resource Groups (ERGs) and Ally programmes to support the DEI charter and foster a sense of belonging and support for marginalised groups. Inclusive benefits such as fertility treatments, adoption benefits, gender-neutral medical policies, or leaves for gender-reassignment surgery create an environment where all employees are supported. Adopting inclusive language and practices, such as using the right pronouns, neutral job titles (e.g. salesman vs sales person; chairman vs chairperson), and inclusive onboarding processes, contribute to a more diverse culture. Assessing your organisation’s performance across pay parity, promotions, and equal opportunities for all diverse groups, ensures that you walk the talk on DEI and move beyond performative allyship. 

During PRIDE month (or beyond) companies could consider hosting a session on the topic of “same-sex” marriage. Giving space for healthy discussions allows for an informed engagement with the topic, and the best place to start is with your own employees. 

As we navigate the path to true inclusion, there is still a long road ahead. However, progress is being made, and companies have a significant role to play in driving that change. By taking a stand on PRIDE and responsibly fostering inclusive environments, organisations can unlock the power of inclusion, fueling growth, innovation, and social progress. Together, let us build a future where diversity is celebrated, equality is upheld, and everyone feels a sense of belonging.

(Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of YourStory.)

-