Celebrating Pride Month
Written by Lucy Williams, associate at Mills & Reeve LLP
June is Pride Month, a month where we commemorate the Stonewall riots of 1969, and celebrate love, equality, acceptance and the LGBTQ+ community.
It is amazing to think about how far LGBTQ+ rights have come, but it also a time to remember that there is still work to be done in the UK and around the world.
Some might question why Pride Month is still important – huge strides have been made for LGBTQ+ rights in recent years after all, and 75,000 people flooded the streets of Birmingham to celebrate that ‘love has no limits’ only a few weeks ago in May.
However, Pride Month remains vital to raise awareness and to support the LGBTQ+ community. Unfortunately, its continuing importance can be easily summed up with just a few recent statistics:
- Hate crimes on the basis of sexual orientation are up by 112 per cent in the last five years (2023).
- More than a third of LGBT staff have hidden that they are LGBT at work.
- 67 countries criminalise same-sex relationships. In 2020, a quarter of the world’s population believed that being LGBT should be a crime (2020).
- There has been an increase in hate crimes against trans people by 11 per cent in a year, and by 186 per cent in the last five years (2023).
Source: Stonewall
These are shocking and disappointing stats, but they motivate me and others to advocate for the rights of all LGBTQ+ individuals, however they identify.
I believe that fostering an inclusive environment and displaying allyship in the workplace is especially fundamental, not just during pride month, but all year round.
It doesn’t take much, and it doesn’t have to cost anything, but for members of the community, the profound impact of an inclusive workplace cannot be understated.
When I first entered the legal profession as a trainee solicitor, I did not disclose my relationship or sexuality at work. Hiding who you are takes up so much more energy than being who you are. But being who you are and fearing judgment is equally exhausting for many.
If people can show up to work feeling accepted then the workplace will be a much happier, more productive, and inclusive space, where everyone can be the best version of themselves.
As we approached the ‘return to the workplace’ following the pandemic, that very feeling of exhaustion from hiding a part of myself motivated me to push myself out of my comfort zone and start a conversation.
I was a member of the Inclusion Committee and I (and some friends) asked my employer if we could walk in the Birmingham Pride Parade. This idea was met with nothing but support and a walking group of 25 people was entered that same year. Flash forward to the following year, and the walking group was at capacity (with people on a waiting list!).
I was so pleased that there was clearly a desire to celebrate, raise awareness and discuss LGBTQ+ issues with colleagues. With the support and encouragement of a friend and the HR director, I soon began chairing the firm’s first LGBTQ+ network.
Three years on and I am now a proud member of Birmingham Law Society’s LGBTQ+ sub-committee, working towards our shared goal of making the legal profession in Birmingham an inclusive space for all.
I am also excited to have recently joined Mills & Reeve as an employment associate and am looking forward to getting involved with their LGBTQ+ network, Spectrum.
I am proud that Mills & Reeve are a Stonewall Diversity Champion, ranking 38th in the Top 100 employers for LGBTQ+ inclusion last year. The firm is actively inclusive, welcoming, and steadfast in its approach to prioritising EDI.
Pride is clearly personal to me, but I also feel privileged that my job as an employment lawyer gives me a platform to advocate for and promote LGBTQ+ inclusion and equality in the workplace.
I am proud that something which once felt like a ‘weakness’ and something to hide, now feels like a strength. So, how can workplaces take steps to support their LGBTQ+ colleagues and make them feel welcome and comfortable to bring their authentic selves to work?
Be a visible and active ally
This will send a message of support to colleagues that being LGBTQ+ will not be a barrier to their wellbeing at work, progression or success.
One easy way of doing this is to wear rainbow lanyards. This sends a strong message that you are supportive of LGBTQ+ colleagues and that they are safe to be themselves around you.
Allies should also be vocal where appropriate. If you observe harassment or discrimination in the workplace, you should call it out. Attending and organising awareness days and events are also great ways to be a visible ally to your colleagues.
Introduce an LGBTQ+ employee & allies network
This provides a safe and supportive space for colleagues to be themselves, share experiences, and discuss any concerns they may have, whilst also making LGBTQ+ employees more visible to the wider organisation.
Have a zero tolerance approach to harassment and homophobia/transphobia/biphobia
The most common form of discrimination-based complaints revolve around inappropriate interactions between colleagues.
Employees should be reminded that it is irrelevant as to whether they intend to cause offence, if the comment or action has the effect of doing so, harassment will have taken place.
All complaints should be taken seriously and investigated properly. If it is found that harassment has occurred, then formal disciplinary action should be taken.
Review and amend existing policies and procedures
Employers should regularly review all internal policies and procedures to ensure that they are fair and not discriminatory.
I would advise introducing gender neutral dress codes for all members of staff to encourage inclusivity. The wording of policies and procedures should also allow for and recognise all gender and non-binary identities. For example, family leave policies should be inclusive of all LGBTQ+ employees, including same-sex partners and non-binary employees.
Employers should also consider implementing policies that cover support for those transitioning at work, including information on confidentiality, dress codes and using facilities.
Gender pronoun sharing
The normalisation of gender pronoun sharing has been introduced as a policy by several employers in recent years.
Employers can prevent employees from being referred to by the incorrect pronouns by encouraging their staff to all actively share their pronouns in their email signatures or on their name badges.
Have LGBTQ+ role models in your business
Companies should seek to hire and retain LGBTQ+ individuals to ensure their workforce is representative of society. It is also important to have LGBTQ+ employees in senior positions so that junior staff can relate to managers and feel they are accepted and supported when they enter the workplace.
LGBTQ+ role models will also inspire others to be open about themselves at work if they want to be.
I thought for a while about how to end this piece, and I think a quote by Liz Fosslien sums it up perfectly: “diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice be heard.”
Happy Pride!