Earlier this month, I contributed an article to O Jornal Económico on the important of LGBTQ+ employees’ inclusion in more open, more diverse labour market and workplace structures.
Sometimes we get caught up in celebrations and promotion of activities like Pride Month and quickly forget that for our LGBTQ+ colleagues issues of inclusion and pride are part of their everyday life (and work) realities. Their hopes for, and expectations of, an employer’s valuing and including them in an open, welcoming work environment do not stop on 1 July.
That is why I wanted to share my recent article on the importance of remembering LGBTQ+ inclusion in company HR, and overall business, strategy. The reality of our current job markets is that age cohorts for employees are shifting. Younger generations are moving into entry and mid-level roles and they tend to be more open to forward-thinking organisational cultures and how businesses act as community stakeholders. LGBTQ+ inclusion continues to grow in importance for leadership teams, in talent recruitment, and for employee attraction and retention strategies.
I encourage you to have a look at my article below (easily translatable into English with some help from Google) and reflect upon how your business could benefit from making Pride a daily affair, not just for one month in the year. A critical part of your future, competitive employer value proposition (EVP) will definitely need to include policies for gender and ethnic diversity, safe channels for reporting discrimination, or fully open recruitment processes that do not discriminate based on gender identity or sexual orientation. Just wait and see what magic it works for your organisation’s efforts in candidate attraction, employee retention, and brand + business representation.
Future successful businesses will be built on inclusivity and social justice.
#GiGroupHolding #WorkplaceInclusivity #PrideMonth #SocialJustice
Coordenadora de sistemas na ATECH – NEGÓCIOS EM TECNOLOGIAS S/A
3moÉ incrível ter você como aliada!