LGBT Pride Month is commemorated every June in the United States to honor the riots at Stonewall Inn in New York at the end of June 1969 which helped shape the beginning of the “Pride” movement. For the past 52 years, numerous pride events are held this month to reflect on the contributions that people from the lesbian, gay, bisexual, transgender (and other minorities) (LGBT+) community have made in the world.
Many CEOs this month are making moves to ensure their employees, customers and community members feel welcome because too often this population can still feel shut out.
In the United States alone, 53 percent of LGBT+ workers are not out at work, according to CEO Today. What are some steps that business leaders need to take for LGBT+ inclusion?
Understand your cognitive dissonance. Realize that the space between one’s well-meaning intentions and actual behavior could have a huge gap, like when someone wants to work out but is still a couch potato. Leaders might state that they are inclusive in their actions, but their behavior shows otherwise.
‘It’s important to be self-aware of what you’re saying on LGBT+ and what you’re actually doing. In an age of transparency, social media and activist employees, authenticity is crucial,” CEO Today reported.
Possibly start with finding out feedback.
“Ask your LGBT+ network how you’re doing, either directly or through a third party. Check your employee engagement survey. Engage in online chat,” the article said.
Mentor, sponsor, or be an ally.
Even though the numbers show that LGBT+ people have been out and proud for some time, how many people from this community are in your immediate circle?
Coined as the term, homophily, the natural and comfortable tendency to be in circles of like-minded people is high. Try to diversify your network and start on a more fulfilling journey with others who are LGBT+ and beyond.
Kellie (Treppa) Lindsay, president of AutoTech Ventures at Automotive Women’s Alliance Foundation, said that diversity, equity and inclusion are important to their organization that uplifts all women of diverse backgrounds, which they especially recognize during Pride Month.
“It really supports our mission and vision,” Lindsay said, adding that over the past year the Foundation formed an ad hoc committee to investigate what they are doing from this diversity angle. “We are committed to building a more equitable and inclusive world for all and believe diversity fuels innovation. … That means ensuring access to professional and educational opportunities like scholarship for women with a talent pipeline.”
Lindsay went on to say that the Foundation is supporting women from childhood to the board room.
“It’s a great network of women,” she said, adding that it is vital to ensure diverse voices are at the table. “To help all women from all areas to advance and empower their career. (We) truly believe diversity drives innovation.”
Geneva Maze, a Lead Victim Advocate at Equality Michigan (an LGBT+ organization), told The Michigan Chronicle that she has been in the greater metro Detroit community for 20 years and she meets with corporate and community leaders and CEOs to discuss LGBT+-related issues and initiatives to help employees thrive.
“[Pride Month] has grown and went from fighting for our rights which we do on a regular basis to celebrating who we are and having pride,” Maze said. “We have made the strides we made and continue to work towards equality.”
She said that her organization talks to companies and organizations interested in learning how to start being more inclusive through training opportunities, starting employee resource groups and more.
“People … want to know more about the LGBTQ community especially during Pride Month and … how can we become more of allies to the LGBTQ community — we talk a lot about that.”
Maze added that she has seen a lot of CEOs say that they don’t think that a lot of LGBT+ employees work for them and they are “probably wrong” and it’s about opening up to be more understanding of why people might not come out right away.
“Make that a safe space using the right language, knowing the right terms, getting to know what all of your employees’ needs are — not just your LQBTQ (employees),” she said.
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