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Pride is about much more than a month. It’s a celebration of liberation, embracing who you are, and increasing LGBTQ+ visibility.
Pride may be more important than ever this year, according to some advocates. Hundreds of bills across the country have restricted the rights of LGBTQ+ communities in various ways, including banning gender-affirming care for trans youth, prohibiting instruction on DE&I, and censoring school curricula.
Rainbow double down. Some companies have come under attack for publicly supporting Pride month, and 55% of LGBTQ+ employees say they have witnessed or been the target of antigay or anti-trans comments at work, according to a Glassdoor survey. Still, many workplaces are strengthening their efforts to support employees, and 57% of workers say their company recognizes Pride month, the Harris Poll recently reported.
The Harris Poll report also found that 81% of respondents feel their organization is “moving in the right direction” with LGBTQ+ inclusion efforts. German car manufacturer Mercedes-Benz recently touted its diversity training and year-round Pride events, and Comcast hosted its first Pride Summit this month for LGBTQ+ employees and allies.
Department-store chain Nordstrom partners with Pride festivals as part of its overall LGBTQ+ employee support efforts. The company rolled out a new toolkit to help managers support transgender and gender nonconforming employees, according to the company’s website. And this year, Burns & McDonnell, a Kansas-based engineering consulting firm, hosted an internal Pride celebration with a “loud and proud” theme, Inc reported.
Yearlong effort. Some companies have been accused of “rainbow-washing” during Pride, advertising celebrations that are more performative than inclusive and educational. Donnebra McClendon, global head of DE&I at Ceridian, an HR software company, told HR Brew that employers need to focus on year-round efforts. “It’s not just about rainbows and flags and pins and parades,” she said. Organizations should focus on how they can create meaningful changes so their LGBTQ+ employees feel empowered to be their authentic selves at work. Employers can also offer diversity training and inclusive benefits, according to queer news outlet PinkNews.
McClendon said her company embeds inclusivity in all aspects of its business, including its medical benefits package and parental leave policy, and provides travel expenses for employees and their family members who require reproductive or gender-affirming care. For employees not part of the LGBQT+ community, she said it’s more about providing consistent educational opportunities, including twice-monthly “School of DEI” diversity lessons for all employees.
“When people feel comfortable showing up as themselves, and they feel comfortable actively contributing to conversations, when they feel comfortable pushing back and sharing their opinions, that’s when you know the workplace is truly a workplace that fosters psychological safety.”
While the rainbow banners may be coming down soon, some companies will keep the Pride celebrations going.