Working with Pride
Organizations have a responsibility to promote equal treatment and equality every day of the year. Changing organizational culture requires long term commitment - it is not enough, that LGBTQIA+ are taken into account one day a year. Companies need to take concrete actions and create operating models so that every LGBTQIA+ person can be themselves at work, without fear of discrimination.
Knowledge increases appreciation for diversity
The Helsinki Pride Working with Pride partner network facilitates increased knowledge in companies and between them.
Our training on LGBTQIA+ inclusive work-life focuses on improving equality and equal treatment in places of work from a LGBTQIA+ specific angle. In the training we get to know LGBTQIA+ vocabulary and give organizations concrete examples of inclusive practices and models of operating.
LGBTQIA+ inclusivity requires concrete actions
Advancing diversity from a LGBTQIA+ point of view also requires concrete actions from employers. Do your forms and other materials use gendering language? Have you taken rainbow families into account in your family benefits? Does your employee information system allow “other” as a choice for gender? It is important to take diversity into account in all practices and models of operation of the organization.
We call for year-round commitment to equality and equal treatment.
10 steps to advancing equality and equal treatment in work communities
Equity
Make sure that all of your organization’s practices and employee benefits are equal and inclusive. A company should have a clear protocol on preventing and dealing with discrimination and harassment, that takes sexual and gender minorities into account.
Be inclusive
Communicate the importance of LGBTQIA+ inclusivity and integrate it into your company’s values. Your employees should know that diversity is appreciated and that there is a zero tolerance for discrimination and harassment.
Pay attention to diversity
Take the diversity of sexuality and gender expression into account in all your materials, forms and communication. Avoid gendering language.
Network
Offer possibilities of networking for LGBTQIA+ employees and allies. Peer support is an important factor in the well-being of a work community and it promotes the cooperation of employees from different backgrounds.
Be serious about equal treatment
Name an Equal Treatment and Equality representative. Remind your employees that everyone is still responsible for creating and maintaining an inclusive work environment.
Assess
Assess how equality and equal treatment have actualized in your company. Anonymous questionnaires give important feedback on the work environment and its practices.
Offer training
Offer your employees training on LGBTQIA+ and diversity. Gaining knowledge is a crucial part of developing an equal work culture.
Co-operate
Co-operate with LGBTQIA+ NGOs. By supporting NGOs you advance the rights of sexual and gender minorities both in the workplace and society.
Be consistent
Be consistent and take sexual and gender diversity into account in your everyday work. It is important to take part in LGBTQIA+ events, but advancing equal treatment and equality takes year round commitment.
Notice discrimination
Notice discrimination based on multiple traits – many individuals can be in multiple marginal groups at the same time and be discriminated against for different reasons. Companies should acquire knowledge on minorities within sexual and gender minorities.
