Each year, the International Day Against Homophobia, Biphobia, and Transphobia (IDAHOBIT) on May 17th presents a vital opportunity for organisations worldwide to reflect on the progress made towards LGBTQ+ inclusivity and the considerable work that remains. As we approach this day, aligning with Mental Health Awareness Week and the upcoming Pride Season, it is crucial for you to embrace a future looking and progressive role in fostering an environment where every employee feels valued and supported. As a small LGBTQ+ business, we acknowledge the need for ongoing improvement too. Over the next six months, we are enhancing our efforts by placing a stronger emphasis on intersectionality, increasing the frequency of our internal awareness trainings and prioritising team-based knowledge building.
Embracing Intersectionality
The concept of intersectionality can provide you with a framework for understanding how various forms of identity (such as race, wealth, gender, and sexual orientation) intersect to create unique experiences of privilege or discrimination. For you, this means recognising that LGBTQ+ employees face multifaceted challenges that may not be apparent at first glance. Embracing this complexity is essential for creating truly inclusive workplaces. Privilege remains unseen by those who possess it yet is starkly apparent to those who are denied it.
Stepping Up Your Approach to Inclusive Policies and Practices
The theme for IDAHOBIT 2024, “No One Left Behind: Equality, Freedom and Justice for All,” emphasises the universal right to dignity and respect - principles that must be deeply embedded in your organisational culture. You can play a crucial role in this effort, not only by enacting inclusive policies but also by ensuring they are effectively implemented with a continuous evaluation of their impact. Remember, this work is not easy and requires a holistic and continued effort over time. Our advice is to assess where you are at now so you can set out your inspiring action plan.
Why Does This Matter?
70% of LGBTQ+ women and non-binary people have faced discrimination at work.1
66% of LGBTQ+ employees report being the only openly out person in their workplace.2
These figures highlight the isolation and barriers that can exist even in workplaces with inclusive policies on paper. Policies alone are not enough; they must be accompanied by intentional and genuine cultural development within organisations.
Integrating a Mental Health Focus
Aligning with Mental Health Awareness Week 2024, it is imperative for you to be awareness about the mental health challenges specific to LGBTQ+ employees:
47% of trans and non-binary employees feel uncomfortable discussing mental health issues at work.3
88% of trans and non-binary young people have experienced suicidal thoughts over the past year.4
You can ensure that mental health resources are accessible, inclusive, and sensitive to the needs of all employees, particularly those from under-represented communities. This includes awareness training for your leaders, HR professionals and line managers on LGBTQIA+ issues, establishing support networks, and creating a culture where mental health can be openly discussed.
How Can You Engage and Build Your Commitment?
Employers can leverage IDAHOBIT as a platform to underscore the importance of intersectional and inclusive practices within the business. By partnering with organisations to develop tailored workshops and resources, you can promote a deeper understanding and take steps towards addressing LGBTQ+ issues. Advocacy for policy changes is essential to reflect the needs of the most marginalised within the community, while targeted campaigns can help increase visibility and understanding of intersectionality and the specific challenges faced by LGBTQ+ employees. As we move into Pride Season, here are our 3 calls to action:
Educate and Inspire: Implement ongoing training programs that raise awareness and foster empathy among all your employees. Ensure that your content speaks and resonates with non-LGBTQ+ people to bring them on board. Get intouch to explore our inspiring insights and training solutions.
Review, Revise and Role Model: Ensure that your workplace policies explicitly recognise and protect LGBTQ+ employees, addressing intersectional issues comprehensively. Where there is a will there is a way! This is a continuous journey for all organisations.
Support LGBTQ+ Causes: Encourage participation in LGBTQ+ events, support both external and internal LGBTQIA+ advocacy groups, and celebrate diversity openly in your workplace and externally.
Together, these efforts can create a more inclusive environment that not only supports LGBTQIA+ employees but also educates and engages your wider employee base in meaningful ways. Make sure you get your leaders involved!
How are we marking IDAHOBIT this year?
As part of our continuous efforts to enhance LGBTQ+ representation in media and foster an inclusive society, LGBT Great is thrilled to partner with OKRE Charity for a groundbreaking on the eve of IDAHOBIT. We are proud of the Sister Act Charity Gala, a night dedicated to the power of visibility, community, and the arts, set against the backdrop of London's iconic Dominion Theatre.
The Sister Act Charity Gala is more than just an evening of entertainment; it is a manifestation of our commitment to progress and inclusivity. By gathering on the eve of IDAHOBIT, we not only celebrate the strides we have made towards equality but also reinforce our resolve to address the ongoing challenges within the LGBTQ+ community. This event, featuring stars like Beverley Knight and Ruth Jones, will spotlight the immense talent within our community and will also raise crucial funds for the #KindQueerHeart project. This initiative aims to bolster queer and LGBTQ+ friendly representation in TV, film, and games, ensuring that all voices are heard and reflected in media. Through such vibrant collaboration and shared experiences, we aim to inspire and ignite a broader dialogue about the importance of diversity and representation in shaping a society that truly values every person.
Conclusion
IDAHOBIT is more than a day of awareness; it is a call to action for you to step up and ensure that inclusivity and empowerment is woven into the fabric of your corporate culture. By embracing an intersectional approach and supporting the mental health of all employees, you can lead by example in the journey toward a more equitable society. Join LGBT Great and countless others in this mission and let us work to transform our workplaces into environments where everyone truly feels part of the team.
— Matt Cameron (He/Him) is the Chief Executive Officer at LGBT Great
