After the Stonewall incident in June 1969, June is identified as Pride Month. Individuals celebrate it themselves but how a company should approach Pride Month? These are 5 musts when it comes to Pride Month.
Teach self and others around you about Pride Month’s roots and history
Pride Month has a strong political history that businesses often overlook when they engage in Pride Month.
Not only is Pride a moment to celebrate the accomplishments achieved, but it is also a time to accept how far we as a community still have to go.
Make your advertisements diverse and genuine
A crucial first step in creating a more inclusive work environment and ensuring equal rights for LGBTQ+ workers is straightforward—and it takes the shape of rendition. While many advertisements during Pride Month include people of the LGBTQ+ community, the numbers remain alarmingly low.
Take cautious not to use LGBTQ+ people in your advertising efforts in a tokenizing or stereotyping manner. Rather than that, incorporate people who identify as LGBTQ+ in your ads to help mainstream and empower these groups.
Conduct yourself with Candor
Be succinct, precise, and honest in any message you produce to promote your Pride Month efforts. Explanation of what your contribution entails, how you already give back to the community, and any future intentions to extend those efforts.
By outlining specific, concrete actions you’re doing to address LGBTQ+ problems, you demonstrate to your viewers that you’re adopting Pride Month seriously and aren’t just hopping on the bandwagon to attract more and more customers. Clarity is particularly critical when soliciting contributions.
Never use Pride Month or the LGBTQ+ community to procure a subset of your market.
Businesses that cater to their customers by making feeble efforts to promote the LGBTQ+ community during Pride Month often seek good publicity. However, as previously said, your audience is astute, and they can quickly distinguish genuine friends from that craving attention and accolades.
This level of involvement is comparable to that of one Facebook buddy who overshares whenever they assist a stranger. You recognize the type—someone who does “nice” just for sake of looking “good.”
Make internal support for LGBTQ+ workers and projects a priority.
Before openly promoting inclusiveness and expressing your commitment to the LGBTQ+ community, it’s critical to examine your company policy. Despite firms’ tremendous cultural media support through June, not many of these businesses have procedures in place to treat LGBTQ+ workers properly. If you’re unsure where to begin, check it out:
1) Diverse workforce teaching to ensure that all workers work in a safe and pleasant atmosphere.
2) A distinct task that places a premium on equal treatment and open support for the LGBTQ+ community.
3) All workers, regardless of sexual orientation, get extra rights.
4) A social responsibility initiative designed to assist organizations in organizing and taking actions to show their unwavering support for the LGBTQ+ community.
5) A strategy against bias with explicit and enforced penalties for those who violate it.