The Sydney Gay and Lesbian Mardi Gras is in full swing and rainbow flags are proudly flying all over the city, with many local businesses getting involved and showing their support.
However, there are still instances of ‘rainbow-washing’, where businesses may show external support but are missing the integration and internal support for employees within their business.
While any and all support is fantastic, it’s crucial that there are efforts made beyond this, to ensure that this is authentic. It takes more than adding a rainbow to your company logo to foster workplaces that are inclusive.
There are several ways your business can become one that truly champions LGBTQIA+ employees and ensures they are welcome, valued, and ultimately, free to be themselves without fear.
Showing respect for individuals on a day-to-day basis can be done by simply changing workplace language and updating company policies to be gender neutral. For example, employers may want to give employees the option to add their pronouns to their email signature, or maternity or paternity leave could instead be titled parental leave.
While small changes like this are incremental, over time they add up to create positive cultural change for your business and help to prevent judgment or prejudice. They should be guided by regular, honest discussions with employees and HR experts to maximise their impact.
A non-negotiable for inclusive businesses is having equitable access to entitlements for all staff of all genders, whether they are single or in a relationship, which is where parental leave comes into play for LGBTQIA+ employees.
Not all people become parents as a married couple and having a traditional birth. Adoption or surrogacy can be the path to parenthood for many individuals, so for parental leave policies to be inclusive and reflective of a diverse workforce, they should clearly identify this.
Australia’s equal opportunity and anti-discrimination laws set out minimum standards for employers to follow, which cover a wide range of protected attributes including sexual orientation. However, this legislation is subject to frequent change and can be difficult to interpret, so businesses should always seek professional advice to remove any doubt about their obligations.
For businesses wanting to celebrate Mardi Gras without rainbow-washing, the key is to do so through initiatives backed by genuine intent. Simple initiatives for companies wanting to showcase their support for LGBTQIA+ employees during the Mardi Gras, even those with few financial resources, could include:
In whatever way you choose to have your business participate, make sure your initiatives aren’t restricted to Mardi Gras season. For your company to truly offer an inclusive environment and equal opportunities for all, diversity must be a focus all year round, and part of your recruitment strategy.
While The Sydney Gay and Lesbian Mardi Gras is a wonderful event that celebrates the LGBTQIA+ community, it is not just a one-off occasion. It is a reminder to keep up your company’s efforts in championing LGBTQIA+ employees and striving to end discrimination.
Hold regular informal sessions where employees can openly discuss their diversity experiences within your organisation to gain insight into areas for improvement to foster a collaborative environment.
Include an option for anonymous submissions or feedback to be made to guarantee it is a safe space for staff to share their views and ideas for better supporting the LGBTQIA+ community. When you’ve established where there’s room for improvement, be prepared to act.
Aim to build diversity into your company’s core values over time with dedication and long-term commitment to get the most out of a diverse workforce.
Ryan Price, Head of Content and Training at Employsure, is an employment relations professional with practical experience across employment and industrial-relations issues. He leads a team of advisers, researchers and content creators who keep SMEs in Australia and New Zealand up to date on legislation, modern awards, and changes in the employment and industrial relations space, thereby supporting them to build better businesses.
