Make inclusion a year-round commitment
Conversations about diversity and inclusion typically gain momentum during Pride Month. But the month has now come to an end. What can corporations do to keep the momentum going?
Naturally, companies should uphold the values of diversity and equality beyond the month of June. Many top US firms are leading the way in workplace inclusion, with more than 90 per cent of Fortune 500 companies implementing non-discrimination policies on sexual orientation and gender identity, according to the Human Rights Campaign’s Corporate Equity Index.
In Asia, conservative laws and values regarding gender and sexuality in some countries mean businesses are hesitant to publicly voice their support for the LGBTQ+ community, for fear of being out of step with social norms. Change is under way though. Thailand recently approved a civil partnership bill, which allows same-sex couples to register their relationship under the law.
So what can businesses do to be part of this change? Listening to employees from minority groups would be a good start.
By giving a voice to such groups, corporations can design workplace-inclusive initiatives and community programmes that actually serve their needs. At the same time, corporations should be cautious about “rainbow washing”, or paying mere lip service to the cause.
Popular Information, a newsletter championing accountability journalism, recently exposed 25 corporations for putting rainbow icons on their social media accounts in Pride Month, while having collectively donated more than US$10 million to anti-LGBTQ+ politicians in the past.
With another Pride Month come and gone, progress is being