Take Pride in creating positive and lasting change at work

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We at the MIA have taken some time to think about the issues that Pride month highlights and what we can do to show our support all year round.

In a time where rainbow flags will be all over social media and many companies will post their bit for Pride month, it is vital that these statements of intent result in affirmative action.

We want to help implement initiatives that don’t just last for the month of June, but that can educate and create positive change within the music industries all year round. 

We have drawn together some information for your organisation that may be of some help;

A recent Croner article focuses on the importance of opening up the floor for both conversation and empathy within the workplace. This report explains how a strong focus on creating policies and practices that support and take care of your LGBT+ employees can help ensure your workplace is an inclusive and safe environment for everyone.

It outlines how an organisation, big or small, can make changes that are both fairly simple to implement and require no additional funding. You can read the report in full here

Some initial ideas your organisation can consider to support your LGBT+ staff: 

  • Develop a Clear Mission for Supporting LGBT+ employees in the Workplace
  • Establish a strong anti-discrimination policy in your recruitment and promotion practices, and be sure all employees know what is not tolerated in the workplace
  • Implement a wellbeing initiative – offer up a voluntary, anonymous survey allowing individuals to raise concerns free of intrusion from others 
  • Offer training to your HR team and enable them to be educated allies so they are prepared to adequately support LGBT+ employees
  • Encourage conversations about inclusion and diversity within your team, and build support from within.

Every organisation needs to consider their own response, as opposed to adopting the approach that others may have followed. It is imperative to look at issues around inclusion with specific relevance to your own company’s workforce and customers. Considering what ‘commitment to positive change’ means, and as a consequence, what issues are being addressed within your work environment, in order to create lasting change. 

So why not try to adopt these two principles beyond the month of June;

  • Firstly, show support for LGBT+ staff all year round, back that support with policies and principles that are founded on inclusivity and tailored to your workforce.
  • Secondly, be more than the rainbow. Making a rainbow striped product or incorporating it in your logo is great, but making a commitment to positive change will bring longer lasting benefits.

For further advice or guidance on any of the above, all MIA members have free access to Croner’s member support helpline, email alice@mia.org.uk for further information.