How to Support Employees This Pride Month
While June is typically a month of joy and celebration, there’s no denying the dark shadow that has accompanied it in recent years. With hundreds of bills being introduced every year threatening queer people’s safety and personhood and public backlash against Pride celebrations as benign as rainbow t-shirts, the U.S. doesn’t always feel like the safest place for queer people to be themselves.
The U.S. Department of Homeland Security even issued an advisoryOpens in a new tab to “exercise increased caution” at Pride events both at home and overseas due to the gatherings being a potential target.
This Pride month, make space for all possibilities. Queer employees may want to protest, educate, celebrate – or some mix of all of the above. It’s vital to make space for the nuance of this month and what Pride means in 2024.
Here are ways to support employees this Pride month in June 2024.
Let queer employees guide the month
While you shouldn’t automatically expect queer employees to lead the charge on Pride month celebrations, you honor their interests. If no one steps up to the plate, take it as a sign that HR should lead the way. If a queer employee expresses interest in hosting a Lunch and Learn or another educational activity, let that be your Pride event. There’s no need to force jubilation if it’s not reflected in employees’ state of mind.
Read more: 23 Pride Month Ideas and Activities You Can Use to Celebrate at Work
Be aware of state legislation
Take a look at what’s happening in your state. While your company might not be politically affiliated, it’s important to understand what real-world events might be impacting your employees.
You could have someone who is concerned for their queer child, worried about their upcoming nuptials, or fearing losing access to medical care. It would be remiss not to at least be aware of these very real threats to wellbeing.
Give LGBTQIA+ employees space
Ensure employees have ample time and space this month to gather together as desired and needed. This could look like their own celebration on their own terms, a gathering space, a discussion group, and more. This could be part of your standard queer ERG or something special for Pride month.
Examine your leadership
How many queer employees are in leadership positions? It’s vital to have representation across the full spectrum of employees. If there are none, what steps can you take to improve representation in your leadership? And what internal practices can you adjust to ensure this doesn’t persist, not just for LGBTQIA+ representation, but for all historically marginalized groups?
Data from your recognition program can be a powerful tool to assess equity across the organization. Take note of which groups of people are recognized most often and by whom. This can reveal gaps and indicate where you should foster more appreciation, likely leading to greater diversity in promotion practices.
Review your hiring and payment practices
No one wants to think they’re biased – but conducting an impartial review is the best way to know. Data doesn’t lie! Ensure your hiring process has plenty of stopgaps to mitigate bias as best as you can.
You should also analyze how promotions, raises, merit increases, and other bonuses are distributed to ensure equity and parity. Bias slips in in sneaky ways, so it’s best to get ahead of it.
Think of this internal review as a necessary step, like an oil change, to keep your organization running smoothly.
Meaningfully consider all the letters
Each person is more familiar with certain letters of LGBTQIA+ than others. Certain groups have more visibility than others. With which identity do you feel the least familiar? Engage with content by queer authors and creators about it. Doing your own research and supporting queer scholars is a powerful way to show allyship.
Review your healthcare policies
Does your healthcare coverage include gender-affirming care? Inclusive family leave policies? Mental health leave? Therapy? Consider the ways that your health benefits can be more inclusive and support all forms of medical care and wellbeing. Healthcare is a fundamental pillar of psychological safety at work.
Conclusion
Pride reading lists, movie nights, and celebrations are all great ideas to celebrate pride month at work and commemorate June – but what extra steps can you take to show your organization meaningfully supports its LGBTQIA+ employees? How can you take your allyship from appreciative to nurturing and proactive?
Wishing everyone a safe and joyful Pride month!
About the author
Maeve Ginsberg
A wellness enthusiast and the mid-day walk’s #1 fan, Maeve champions work-life balance.
Having gone from a corporate job to self employment, Maeve has lived through countless working styles. This evolution forced confrontation of her own limiting beliefs, eventually breeding a completely individualized approach to work and productivity.
As a Senior Copywriter, Maeve often writes on workplace wellbeing and strives to advocate for all workers and leaders to find small yet significant ways to make their work lives healthier and more fulfilling.
Offline, Maeve enjoys testing new cuisines and hanging upside down off walls (also known as bouldering).