There is still time to take real action

We’re almost halfway through Pride month and last month to kick this off, myself and Jo Major were fortunate to be joined by Jodi Goodchild and Tally Aslam from Portsmouth Pride Trust. Our conversation centred on how we create true allyship in the workplace, and why Pride should be something we celebrate all year round. Watch the full discussion here.

In recruitment, we should be talking about Pride and LGBTQ+ rights in the workplace and equality all year round, not just in June. 

What is the current situation in workplaces what we can do to make them more accessible more inclusive?

It’s important that we have this conversation around LGBTQ+, inclusion, anti-discrimination and prejudice. When we see rainbows all over our feeds, it suggests that we’re in a place where the dial has been moved significantly and perhaps, we have found a utopia of equality. This however is rainbow washing by some organisations, as the experience of individuals in the workplace and going through a recruitment process contrasts this.

“You just have to lift the bonnet and listen to the lived experience of the community, especially with reference to the trans community “

We are in fact miles away from where we need to be.

What is Portsmouth Pride

Tally Aslam got involved with Pride in 2017 and is one if its founding trustees. She is keen to promote Pride and the ethos that Pride is an ongoing opportunity for conversations and continual community engagement that takes place year-round.

Jodie Goodchild is a Portsmouth business owner who wanted to give back to her community and joined Pride as a Partnerships manager. Her aim now is to build relationships with businesses that are willing to support and sponsor Pride. 

Pride Event

Portsmouth Pride’s main event day took place Saturday 10th June in Southsea with the aim of breaking down barriers, humanising the LGBTQ+ community and cutting through the bigotry and negativity that some individuals have towards their community. Keeping the event free, unfenced, and accessible remains important but this can only happen with formal partnerships and sponsorship to make the day bigger and better every year. Partnerships sponsors start £2500 a year which also provides the opportunity for advertising and banners for your business at the event. It’s a chance not just to support the community but to get your business visible.

Social Media and Gen Z

We are living in modern times and employers need to acknowledge that Gen Z is much more socially aware than previous generations. Increased understanding of gender, and nonconforming individuals, means this generation is experiencing and understanding themselves as part of that change.

Additionally, Gen Z are on their phones 24 hours a day. TikTok, Instagram and Facebook have opened the world of marketing social platforms that are being used to hold conversations. If incorrect language or terminology is used, it will turn people off businesses. Sales and decisions about brands can be based on the language and comments they are posting online. Equally, these individuals are entering the workplace and making similar decisions and judgments about the merit of organisations around their DEI policies.

What can you do to be an inclusive employer?

There are simple things that a business can do that can make such a difference such as asking for pronouns on a new starter form. In our discussion, Jo cautioned however on the importance of organisations building a safe space and doing the work before simply asking for pronouns. Without the foundations, people have been open about their pronouns in the workplace and have been met with resistance or ambushed with inappropriate questions. If you’re encouraging people to use them in a hostile environment, you can be equally damaging to that individual. Education, building an inclusive culture and policies need to coordinate and coincide together.

Business workshops

Tally talked about the business workshops that Pride run which take the onus away from individuals and where they answer the questions staff have. It gives employees the opportunity to ask potentially uncomfortable questions and for Pride to demonstrate the experience through a different lens. The discussion acknowledged that this is important work as language could feel overwhelming and that’s possibly why people stop the education process.

How can we comply with the law and go 1 step further?

Jo Major put forward that there is an opportunity for organisations in the UK to step up. Whilst we see pockets of amazingness all over the place, it’s often the humble organisations that are doing the work. We tend only to hear about the big generic stuff that gets fed into the marketing machine. When an employer really steps up for employees, regards of how governments are letting down marginalised groups, this is so powerful.

” Are there businesses out there who are waiting to be told what to do from a government that clearly isn’t prioritising it?” Sally Spicer

If you are operating as an international company, for example, you have a responsibility to treat all your employees equally regardless of the countries you operate in. There are countries around the world where being gay is still criminalised. Implementing gender-affirming care and putting in policies that prevent firing and protect your workforce, show you are stepping up.

What does Allyship look like?

True allyship is recognising your privilege and advocating for marginalised groups. Ask yourself some questions:

What am I doing today? How can I make a difference? How can I make a change?

How can you bring different voices to the table?

Gattaca will be sponsoring Pride for the next 3 years instigated by Sally Spicer. This was the best way they felt to show true allyship and create a safe environment for everyone to be themselves.

Baker Miller Studio is another example locally of a business that is demonstrating allyship by creating a safe space for all customers. A place where people can go, be who they are and not worry.

Acknowledging and celebrating Pride means doing the work.

If you are a recruitment business wondering how to acknowledge and celebrate Pride, make sure you’re doing the work behind the scenes such as Gattaca. Pride is not a promotion, comms or marketing piece, there needs to be real work going on in the background. If you’re changing your logo or posting about passion and your support for the community, give some real examples of what you’re doing.

“Don’t false advertise, don’t give candidates a false sense of security that you’re LGBTQ+ friendly when you’re not. If you know you’ve not done the work you’re not supporting, don’t do the rainbow washing”. Jo Major

But if you are doing the work, give details and tell candidates exactly what you’re doing, your policies and everything wrapped around that. Candidates are making decisions based on what organisations transmit around equality, equity, inclusion and belonging. This is in fact a USP, it is an employee value proposition and will help you attract talent and build your talent pool.

“People that are part of the LGBTQ plus community are some of the most resilient and hard-working people, you will ever meet” Jodie Goodchild

Coming out, is incredibly tough so if you are looking for resilient individuals to join your business, people that are in the LGBTQ+ community can bring huge value to your organisation.

“Pride doesn’t necessarily want to be here; they just have to be” Tally Aslam.

·      Do the work.

·      If you want to support Pride, don’t change your logo, invest in sponsorship.

·      Accept that education will be ongoing.

·      Own your mistakes and be thankful they have been highlighted.

·      Become an ally.

·      Remember Pride is for everyone.