Written by Irina Kashina, Talent Sourcing Specialist at Greentube. Photo above – Shutterstock

Picture this: a workplace where we all feel safe, no matter who we are, our preferences and desires. Where every voice is heard, every identity is celebrated, and every day just feels like a beautiful pride parade. Imagine that embracing diversity isn’t just a checkbox on an HR form — it’s a journey towards a workplace that’s as colourful as a pride flag. In this article, I want to explore the concept of diversity and inclusion from the HR perspective, the importance of it and the steps we all can take to be better allies. So, grab your coffee, raise your rainbow flags high, and get ready to embark on a journey where pride steals the spotlight.

A brief history of pride month

Pride Month traces its origins back to the Stonewall uprising in June 1969, when LGBTQIA+ individuals at the Stonewall Inn in New York City resisted a police raid, igniting a series of protests. Pride Month has grown into a worldwide celebration that goes beyond boundaries, featuring different events, parades, and activities. It serves as a way to bring attention to LGBTQIA+ rights, make them more visible, and support their cause, all while celebrating the diverse accomplishments of the community. Pride Month remains crucial in pushing for LGBTQIA+ rights, promoting acceptance, and encouraging individuals to embrace their authentic selves. Together, communities, organisations, and individuals join forces to build a fairer and more inclusive society for everyone.

What can we, as HR managers, do to foster a diverse and inclusive environment?

As HR managers, there are several actions we can take to foster a diverse and inclusive environment within the organization because it is very important to try to find the right solutions to tackle this sensitive topic.

Here are some Greentube tips:

• Encourage open communication.

Create an environment of open communication where employees feel safe sharing their experiences, concerns and ideas regarding diversity and inclusion. Actively listen to feedback, promptly address raised issues and consistently seek ways to enhance inclusivity.

• Develop and implement inclusive policies.

HR members should assess and revise company policies to ensure they uphold diversity, inclusivity, and equal opportunities. Incorporate explicit language that prohibits discrimination and harassment while establishing guidelines to accommodate diverse needs and identities. Moreover, providing the opportunity in the tools used to choose inclusive options for job ads, including gender, pronouns, etc.

• Become the role model.

HR managers should be an example of inclusive behaviours and advocate for diversity in their own decision-making. Encourage leadership to prioritize diversity and inclusion. By setting positive examples, HR members inspire others to follow.

“Embracing diversity isn’t just a checkbox on an HR form — it’s a journey towards a workplace that’s as colourful as a pride flag”

What can I, as an employee, do to be a better ally?

Being an ally means being a support person, someone who stands up for and encourages people to always be themselves. It’s a person who ultimately plays a part in creating a much safer world for the LGBTQIA+ community. To be better pride allies, there are several actions you can take:

• Use inclusive language.

Be mindful of the language you use and strive to be inclusive. Use gender-neutral language, respect preferred pronouns and avoid making assumptions about someone’s sexual orientation or gender identity.

• Educate yourself.

Take the initiative to educate yourself about LGBTQIA+ history, issues, terminology and experiences. Read books, articles, attend workshops or watch documentaries to deepen your understanding.

• Support LGBTQIA+ organisations.

Invest your time or resources in organisations that advocate for equality.

• Respect

Understand that not everyone may be out or open about their identity. Respect their privacy and confidentiality, and do not disclose their personal information without their consent.

• Challenge yourself.

Reflect on your own biases and stereotypes, and actively work towards challenging and unlearning them. Recognize that allyship is an ongoing process of growth and self-reflection.

Why are diversity and inclusion initiatives important through a company’s lens – and not just during pride month?

Diversity and inclusion initiatives are crucial for companies throughout the year. Embracing diversity and fostering an inclusive workplace environment has numerous benefits that go beyond symbolic gestures:

• It improves creativity.

A diverse workforce brings together people with unique backgrounds, perspectives, and experiences. When individuals from different walks of life collaborate, they contribute a wealth of fresh ideas, innovative solutions, and creative approaches.

• Employees are more engaged.

An inclusive workplace culture that values diversity fosters higher levels of employee engagement and satisfaction. When employees feel respected, supported, and included, they are more likely to be motivated, productive, and proactive. Inclusive environments also attract top talent, as individuals look for companies that embrace diversity and offer equal opportunities for growth and advancement.

• It’s a social responsibility.

Companies that prioritize diversity and inclusion demonstrate their commitment to social responsibility. By actively promoting diversity and creating inclusive environments, companies contribute to building a fairer and more equitable society.

Remember, being a better ally requires ongoing commitment, willingness to learn, and active support of the community. At Greentube, we strive to be better every day, learning and growing together and celebrating love every day!