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Awash with Colour

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Awash with Colour Awash with Colour PRIDE 2021 Awash with Colour You may have noticed in the month of June that rainbows have popped up everywhere. From company logos on social media, to merchandise at the local supermarket and even across pavements in many towns and cities across the country. The purpose of all this colour is of course to celebrate Pride month, which is traditionally honored in June, although many Pride events take place throughout the summer in the UK. It was encouraging to see so many local organisations displaying their solidarity with the LGBTQ+ community by not only changing their logos but also sharing how they are encouraging equality within the workplace for their LGBTQ+ employees throughout the month. Whether this be by creating internal networks, providing quality E&D training for employees, or allowing individuals to share their personal stories and experiences. It is well documented that creating an inclusive environment is highly beneficial for employee’s mental health, retainability and productivity. One of the benefits of Pride today is to be able to give LGBTQ+ individuals platforms to share their experiences with the aim to educate fellow employees and help to make improvements where needed. Whilst LGBTQ+ topics are frequently discussed in the mainstream news it can often be a rather hostile and impersonal way. By allowing individuals who may it be fellow employees or professional associates to share their experiences (particularly within the legal sector) firms help to create a much better understanding of the issues experienced by LGBTQ+ individuals. This approach also allows people to view situations from a different angle and from a much more human perspective. LGBTQ+ acceptance has come on leaps and bounds over the past few decades and it is encouraging to know that so many firms are striving to ensure they are as inclusive as possible and creating inclusive environments is not always easy. Particularly as there is no one all-purpose approach. It can be easy to think that LGBTQ+ people share an identity or experience when this is often far from the truth. Factors such as gender, race, age, faith, personal experience etc. all play vital parts in the needs of any employee no matter what their sexuality or gender identity may be. Why the Rainbow? The rainbow flag has been used to represent LGBTQI+ since the latter half of the 20th century and has become a worldwide symbol of LGBTQ+ acceptance. The 6 colours are supposed to symbolise the wide spectrum of human sexuality and gender identity. In recent years, the flag has evolved to incorporate the pink, blue and white colours that represent the transgender community and the brown and black stripes to honor BAME members of the community. The primary factor for this development was to address some of the worryingly high increased rates of transphobia and racism even within LGBTQ+ spaces in recent years. Below are a few of the various flags that represent some of the many identities with the LGBTQ+ community: As can be seen by the above there are many identities that fall under the LGBTQ+ umbrella. Therefore, listening to the experience of individuals is key to gain insight in the challenges that may be faced by them and to help build a solid support system should it be needed. Going Forward So, what more can be done? Whilst it is great to see so much support shown during pride month, issues relating to LGBTQ+ people are prevalent all year long. Some members of the LGBTQ+ community are often understandably uncomfortable in what is being seen as ‘rainbow-capitalism’. This means when organisations will display rainbow colours and even sell ‘Pride merchandise’ without actually benefiting LGBTQ+ people. Others get frustrated when they are expected to attend Pride events or provide Pride related material for the benefit of an organisation whilst simultaneously receiving very little support throughout the rest of the year. So, what can organisations be doing to help provide support to their LGBTQ+ employees? Below are few examples of what firms can be doing to help create an inclusive environment for all: Networks: Create internal networks for LGBTQ+ employees and provide them with resources to be able to hold education events, webinars or simple networking opportunities. If your organisation is on the smaller side, consider joining local LGBTQ+ professional networks. Ambassadors: Assign ambassador roles to experience employees who can help to promote an inclusive workspace. These individuals can also act as a mentor or guide to any employees who would like to discuss any issues they may be having. Resources: Provide quality training materials for all employees to help educate and create a better understanding of LGBTQ+ identities and the challenges that may arise for individuals. Create Awareness: Encourage employees to be aware of the challenges that present LGBTQ+ individuals in the workplace. Common examples include being comfortable to come out at work, transitioning whilst working, gender identities, going through the adoption process, intersectionality issues etc. Support: Most importantly ensure your LGBTQ+ feel supported, included and safe at all times when at work. It is also important to try to ensure that all efforts are not solely coming from LGBTQ+ employees but also from as many allies within and out of your organisation. What have You been DOING? The NLS E&D committee would love to hear about the many ways that you and/or your firm have celebrated pride this year. Whilst we haven’t been able to get together in the usual way due to the ongoing circumstances, it would be great to share what firms have been doing to celebrate Pride in 2021. Should you have anything to share, please contact Lee Collishaw – [email protected]. The NLS would like to wish all our members a very happy Pride throughout 2021! Resources: LGBTQ+ Networks and Charities • Alliance Network East Midlands Books by LGBTQ+ Authors • Notts LGBT+ Network • Just Like Us • Boy Erased by Garrard Conley • Stonewall • Pride by Matthew Todd • We Are Everywhere by Matthew Reimer & Leighton Brown • Rainbow Milk by Paul Mendez • Transgender History: The Roots of Today’s Revolution by Susan Stryker Podcasts from LGBTQ+ creators: • Making Gay History by Eric Marcus • Out with Suzi Ruffell.
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