Why businesses need to take pride in EDI policies
TikTok, Instagram and many social media pages are filled with creators ridiculing businesses for getting it wrong during Pride by being patronising, profiting from the movement and rainbow-washing. A key consideration for employers is whether their outward image represents what is going on internally within their business. Employers should avoid performative gestures, such as putting up a Pride flag without aligning internal policies and instead invest in genuine inclusivity policies and practices that reinforce a culture of respect for all protected characteristics.
We are seeing a growing sensitivity around language and identity, something that has pertinence during events like Pride where people must be careful using reclaimed language in the workplace.
What do we mean by 'reclaimed language?' Well, terms like "queer" may be empowering to some but discomforting to others. Stick with inclusive, respectful language and consult your HR and legal advisors before publishing public-facing Pride content.
And don't forget what the flag stands for and how it can bring peace and a sense of security and safety to those within the community. Those who question the need for Pride in the workplace, or wider society, demonstrate the need for the movement.
Given the current political climate and increased scrutiny on LGBTQ+ rights, Pride events can be emotionally challenging for some people. Employers should promote existing support systems, such as mental health first aid.
In addition, employers should provide training to staff (including management) on the characteristics protected under the Equality Act 2010 with a view to preventing marginalisation in the workplace and preventing discrimination, harassment and victimisation. It's important that employers equip their staff to navigate any potential tensions and opposing beliefs with respect and professionalism.
Training from qualified professionals on harassment prevention, equality law and inclusive communication helps organisations avoid liability and fosters a more cohesive workforce.
Employers should be adopting a zero-tolerance approach to harassment and victimisation, and ensuring management and staff fully understand what is and isn't acceptable behaviour at work. Workplace cultures should be inclusive and sometimes the best way to establish that is by engaging with external advisers, having a change of scene, and taking proactive measures to mitigate risks before they arise – not just during Pride month but all year round.
Jemma Forrest is a Senior Associate at Anderson Strathern
Agenda is a column for outside contributors. Contact: agenda@theherald.co.uk
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