June is a great month to talk about diversity and inclusion, especially when we want to address the LGBTQ+ community. There is a growing commitment to highlight the intersectionality of diversities, that is, we seek to understand that people are more than a simple category, we are a set of experiences and experiences. We are gay, lesbian, migrant, white, black, neurodivergent, trans, Protestant, atheist, Millenials, Zennials, middle class, lower class, privileged, Latinx, and much more. 

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We are witnessing how companies are increasingly going beyond painting their logo in community colors. There is a growing commitment to "coming out" not only by participating in marches, but also by educating staff on different issues and promoting inclusion policies, and encouraging people to live their authenticity. Little by little, there is less and less fear (or rather, more courage) to make LGBTQIA+ staff visible, understanding that diversity is vital to achieve healthier and more productive companies.

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However, there is still a trend in the marketplace that limits #LGBTQIA+ professionals to speaking primarily on social and gender issues. And, unfortunately, we are categorized to be the voice of the company during these Pride months, leaving us in the background the rest of the year. In turn, companies only highlight certain diversity issues on very few occasions, such as Women's Month, Black History Month or Indigenous Peoples' Day, and that's as far as it goes.

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That's why here are some suggestions for building a more inclusive company beyond Pride Month. 

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Create and analyze inclusion and diversity quotas in your team and leadership roles.

Do you already know how your workforce is composed? This doesn't mean we have to do a survey asking our talents whether or not they are part of the community. Remember that coming out is a personal decision, and should not be forced. Also, people are unlikely to make a disclosure of their sexuality if they don't feel that the company is really focused on creating inclusive spaces. However, you can build a diversity map, collecting information on the organization's talents at all levels, including visible and non-visible aspects. Try to assess, through confidential surveys, the composition of the team including: generic data, labor data, training data, gender diversity, functional diversity and, finally, people's self-perception.

Communicates inclusively

First of all, to those fans of the Real Academia, I say: Inclusive language is not using the "e" or the "x". Inclusive and non-sexist language is one of the tools to advance real equality between women and men; as well as to accelerate the process of inclusion of people who do not identify with those genders and are excluded in colloquial language. Mainly, it implies the reduction of the use of the generic masculine, and seeks to break with patriarchal stereotypes. Let us remember that language is not only written, but also graphic, so it is important to analyze what we are showing: Do we make visible labor diversity in terms of gender, skills, race and age? do we advertise focusing on same-sex couples? do we make visible the participation of women in leadership roles? are we aware of whether we are falling into sins such as pinkwashing?

And speaking of which...avoid taking advantage of diverse groups just for marketing.

Rainbow washing or pinkwashing refers to the political and marketing strategy aimed at promoting institutions, people, products or companies by appealing to the condition of LGBTQ+ sympathizers with the false objective of being perceived as progressive, inclusive and tolerant. When running a campaign always ask these 4 questions: Is the cause related to your brand? Is your company thought-provoking? Are you promoting the cause internally? Is your brand making a long-term commitment or only on specific dates?

Rights have no birthday

As we have already mentioned, pride goes beyond June, and celebrating gender equality goes beyond March. Throughout the year there are dates to celebrate diversity and dissidence. Every month there is an opportunity to support and above all to continue educating about these issues. This is why it is also important to promote respect for diverse groups in the internal and external communication and marketing of your organization, including them in the planning of products, services and customer service throughout the year. In my networks, you can see the calendar of dates every month.

How are we doing at home?

Review the company's policies and benefits and make sure they cover everyone. This is a point that I stress several times and is part of the Come Out! Inclusive Routine, however, many times companies do not realize that some of their benefits are actually privileges of the majority. Especially in countries that do not respect or promote LGBTQ+ or women's rights. Make sure that leave for marriage, vacation, sickness, adoption, among others, covers all staff regardless of gender or sexual orientation, as well as their partners or spouses. Finally, remember that it is important to continue training staff throughout the year on inclusion issues. Topics such as unconscious bias, privilege, leadership, communication and recruitment are some of those that can be put on the agenda to continue moving towards an organizational culture that is open to everyone.

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It is not possible to broaden points of view if reflections are limited to certain topics, months or people. We need to open up and discuss much more. We need to understand that, as individuals and professionals, we need different perspectives in order to evolve and grow. That is why companies need to take advantage of including diverse thoughts every day of the year.

What other actions can you think of to promote pride and respect for diversity 24/7? 🤔

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