Adam Jones’ Post

It's PRIDE MONTH 🏳️🌈 and I see folks making the same mistakes, year after year. So let me help you out.... Here's a list of things you should consider doing (or not doing) this pride month. This list has been adapted from my own personal experience, things that have happened to me on numerous occasions at various workplaces. It's something that will likely continue to happen to me as I progress in my career, but it's also something that needs to be talked about. So here goes: 1. Do not single out your LGBT2QIA+ employees during pride. If they wish to identify themselves as a part of this community, or step forward and volunteer to be a representative of the company - let them do this on their own accord. Instead, send a broad message to everyone in your company, calling out for volunteers from any background or identity and allow folks to come forward as they wish. 2. Make every space an inclusive space. I once worked in an office that printed progress pride banners to display around the office. This is great in theory, however, the huge mistake they made was where they decided to put the banner - not in a common area with lots of traffic for everyone to see, but in the small shared office space where the only known LGBT+ employee was located. Instead of making a broad statement to indicate that every space was inclusive, this does just the opposite and instead shares the message "beware, the queer lives in here." It was not a good move. 3. Make your message known. Be concise, clear, and back it up with documentation and policies. It's not good enough to claim that you're an equal employer, but when an employee speaks up about being treated unfairly they are slowly bullied out the door. (Yes I've seen this happen). Start at the hiring process and continue to be loud about it throughout the employee lifecycle. Be super clear about expectations of inclusivity, and have zero tolerance for discrimination. Have hard conversations with business leaders. Let it be known internally and externally that if employees cannot abide by these sentiments that this is not the right workplace for them. 4. Support EQUITY over equality. It's one thing to give the same opportunities to different individuals - however, consider that different individuals may need different things to become successful. Someone who has been ridiculed their entire lives for simply being themselves may not feel inclined to speak up or be the centre of attention. Giving them space to be heard and supported to thrive in a way that works for them is really all anyone can ask for. and FINALLY... 5. Celebrate, recognize, and stand up for the ideologies of Pride every single day, year round. ('nuff said). I'm sure there are many more stories I can share about how we have such a long way to go to. I love to see Pride Celebrations, but remember; Pride started as a riot to fight for equal rights, and our fight is not over yet. 👊

As Pride Month begins tomorrow, I want to remind everyone: Pride is for life, not just for June. 🌈 Every year, we see employers changing their logos to incorporate rainbows, posting about inclusivity, and joining parades. These gestures are fantastic and show great support, but what happens when June ends? Too often, the visibility and support end along with it, leaving behind the very community they aimed to celebrate. For many of us, myself included, this is personal. Pride isn't a seasonal campaign; it's a daily commitment. It's about real, lasting change. So, to all organisations out there, before you dust off your rainbow logos and call upon your queer staff to share their stories, ask yourselves why you’re not doing this all year round. This isn't to say that everyone is falling short. There are many amazing organisations out there doing brilliant and inspiring work year-round, embodying Pride's spirit. To those who are making continuous efforts, thank you. Your commitment to inclusivity makes a real difference and sets a powerful example for others. However, too often, organisations jump on the Pride bandwagon because they feel they should, not because they are genuinely committed to making a difference. This visibility makes them look great externally- because after all, if you're not celebrating Pride, you stand out, and questions arise. But here's the truth: queer people don’t disappear after June, and neither do the challenges that are faced. I love Pride month. It's one of the most magical and uplifting months of the year for everything it stands for, and its sheer queer visibility and celebration. But imagine if this visibility and celebration didn’t fade. Imagine if it was consistent, every single day. Let's use this Pride Month as a wake-up call. If your organisation realises it’s not doing enough all year round, now is the time to start. Change can begin today. You don’t need to wait. Pride isn’t just about rainbows and parades. Yes, they are an amazing part of it, but it's about celebrating the queer community, fighting for our rights, and making sure our voices are heard every single day. It’s about recognising that for many queer people, the fight for acceptance and equality is ongoing and often a matter of survival. Let’s move beyond performative gestures and make a real impact. Support queer employees, advocate for equal rights, and create inclusive environments where everyone can belong. Happy Pride Month! I can't wait to see how everyone is celebrating this year 🌈 #PrideMonth #LGBTQInclusion #Equality

As Pride Month begins, I find myself contemplating the current state of LGBTQIA+ Pride in 2024. There's no doubt we've made strides, but there's still much work to be done, especially when it comes to corporate pride initiatives. Many have criticized these initiatives as "rainbow-washing" or "rainbow capitalism." However, behind these campaigns often lies a small community of queer employees striving to be seen in typically heteronormative spaces. Their efforts should not be overlooked and simply dismissed as pandering for dollars. Conversely, it’s disheartening when organizations with histories of homophobia boldly declare their support for Pride, sharing old photos of underfunded affinity groups. In these orgs respect for gender identity and sexual orientation often fades as employees move up the ranks. In leadership spaces, LGBTQIA+ individuals frequently face discrediting, being labeled as emotional, unprofessional, or unsuitable for leadership simply because they don't conform to traditional norms. I’ve witnessed firsthand a cultures of harassment and marginalization within such companies. One company suggested that employees who presented as straight were more likely to be promoted. Queer employees had to discuss topics they didn’t care about, wear clothes that didn't match their gender identity, and hide their same-sex relationships to avoid career derailment. Another example, an artist for the recent Target 2024 Pride campaign revealed that her progressive work "support your sisters, not only your cis-ters" was altered to generic "love" messages to avoid offending conservative customers. While business considerations are important, integrity and values should lead your actions. Your people can see that your messages are incongruous with your actions and this can erode both consumer and employee trust. I want to give people the benefit of the doubt, that often people hearts are in the right place and the external rainbow logos and "Love is Love" posts are truly aspirational. If so, here are some ways organizations can become genuinely inclusive: ❤️ Take harassment and discrimination claims seriously. 🧡 Uplift, promote, and protect queer voices. If you don't see them as leaders, it’s because you aren't investing in them. 💛 Invest in your LGBTQIA+ employees. Fund ERGs and create opportunities for developing future leaders. 💚 Align your internal voice with your external messaging and values. Don’t talk about inclusivity while fostering toxic environments. 💙 Have ongoing conversations about identity. Recognize and value the complexities of your employees’ identities. This builds psychological safety and authenticity, allowing staff to do their best work. 💜 Do the work to check your biases. Ask yourself why you perceive LGBTQIA+ staff certain ways, consider how you advocate for them. It really is that simple. Don't overthink it, just do it. This Pride Month, let’s move beyond surface-level support and commit to meaningful change.

I skipped posting for the first day of Pride Month (needed screen break time). So, to roll in properly today... I'm queer all the year. I'm queer even when I'm at work. I'm queer when I show up in my community. When I pay my bills, pay taxes, pay for groceries, gas, and other goods and services. When I volunteer. I'm queer while I build a business. I'm queer when I'm resting from the grit needed for that business. I'm queer even in a "straight-passing" relationship. I'm queer even when I don't "look queer" (whatever that even means). I'm queer even if you refuse to use inclusive language (news flash: noninclusive language and not honoring names or pronouns is deeply disrespectful). I'm queer even when you don't like being reminded by someone (me) with a degree in English that yes, we've been using they/them/theirs in the singular sense for a LONG TIME. I'm queer even when you think it's just a phase (it isn't). I'm queer even if you don't "understand that queer stuff." (Basic human respect doesn't require understanding first.) I'm queer even if you don't "believe in it." (Last I checked, I'm not imaginary.) I'm here, I'm queer, and I'm tired. (Yep, even as one of the more privileged folks overall.) The world is a lot. (Understatement.) And more laws, rhetoric, attacks make it clear some want me and folks like me to not have dignity or (in many cases) life itself. So! How can you help? How can you be supportive with ACTION?? This Pride Month, and all the year: -Protect LGBTQIA2S+ folks. -Pay LGBTQIA2S+ folks for their labor (including emotional labor). -Prioritize the wellbeing of LGBTQIA2S+ folks. Tangibly. -ESPECIALLY if they exist at the intersection of multiple marginalized identities. -ESPECIALLY if they exist in particularly vulnerable populations. -ESPECIALLY if you live, work, do business in a state, country, territory, or area actively attacking our rights via legislation and hate campaigns (or worse). -ESPECIALLY if you have the financial or time privilege to do more. -Remember: we don't owe anyone a certain presentation of our queerness. -Remember: "ally" is not a self appointed title. At work: Don't ask your LGBTQIA2S+ employees to showcase their queerness for your Pride Month festivities unless they consent freely, you are paying them additional for that added time and energy, and you support them properly year round (not just as your Pride Month Token Rainbow Employee™). Fellow LGBTQIA2S+ folks: You are queer enough. You are loved and valid. None of the letters are "silent." Say "no" to erasure. Always. (Love y'all like coffee.) And finally: it is imperative that we champion dignity and humanity in all things everywhere. Even when cognitive dissonance kicks in. When the bias is biasing. When we want to look away. We are not free until we are ALL free. #community #queer #professional #LGBTQIA2S #HappyPride #PrideMonth #HumanRights #BodilyAutonomy #NoPinkWashing #NotInMyName #NotInOurName

Happy Pride month everyone. Carrying on from yesterday's post about allyship, let's bring it to 'allyship in the workplace'. A 2018 survey by the Human Rights Campaign Foundation found that 46% of LGBTQ+ workers reported being closeted at work and 20% reported searching for a different job because their workplace was unwelcoming to LGBTQ+ individuals. These findings show that there’s still a long way to go before the standard workplace is fully inclusive for LGBTQ+ employees. Until then, organizations risk losing talented people. HBR conducted a four-year project to investigate how LGBTQ+ individuals determine whether someone is an ally. They found that, according to LGBTQ+-identified people, being a good ally has three components:  1.). Being accepting (e.g., “They make people feel safe and supported”) 2.) Taking action (e.g., “They advocate for the group, raise awareness, and defend the group”) 3.). Having humility (e.g., “They are a good listener; they are open to correction; they are willing to learn”). ACCEPTANCE Acceptance is foundational to good allyship. However, although the most critical component of the three it’s not sufficient on its own. Balancing acceptance with action is interesting. According to the HBR study, a person low in both acceptance and action was judged to be the worst ally, and the one high in both acceptance and action was judged to be the best ally. In addition, the high-acceptance/low-action person was judged to be a better ally than the person who was low in acceptance but high in action. TAKE ACTION Taking action starts with the self. Do you educate yourself to learn about the issues impacting LGBTQ+ individuals, whether in your workplace or in your broader community? Good allies also confront both interpersonal biases (e.g., a coworker making an offensive comment) and systemic biases (e.g., a workplace dress code that discriminates against gender-queer individuals). HAVE HUMILITY Someone with humility would “listen more than they speak in discussions of LGBTQ+ issues” and “keep the focus off of themselves in discussions of LGBTQ+ issues.” Being humble involves trying to truly learn about LGBTQ+ issues from members of the community rather than performing allyship in order to "make a good impression". So what? Pride is about people coming together and celebrating our differences - learning about others. Allyship is exactly that. Allyship creates a harmonious work environment and positively impacts business outcomes by fostering innovation, enhancing employee retention, and improving overall productivity. It enhances curiosity, personal development, learning, collaboration, trust, accountability and helps with driving a healthier culture. #Pride #LGBTQ #Inclusion #OrganizationalPsychology #IOPsych

🏳️🌈🏳️⚧️It’s time for leaders to embrace diversity and inclusion in their workforces and become better allies. The same 2018 Human Rights Campaign study cited below reports 1 in 10 employees have heard their own supervisor make negative comments about LGBTQ+ people - a stat that has not changed since 2008! 28% of LGBTQ+ workers are completely closeted to everyone in their lives - let that one sink in. Pause for a moment and just imagine completely hiding a huge part of yourself from everyone in your life out of fear or shame. We all deserve to live our lives fully without judgement from others based on race, class, gender, gender identity, sexual orientation, or disability. I realize that’s a hard pill for some to swallow. Why? Because it pokes at some of our core beliefs. Beliefs shape our worldview, help us to make decisions about right and wrong, and generally guide us throughout life. They can act as a shortcut for our brains. When someone challenges these beliefs, we may get defensive and struggle. We may reject other points of view and stand our ground, refusing to address our own biases and beliefs that are harmful to others. Yet, we are also denying ourselves the opportunity for growth and the opportunity to get to know who people truly are. When we allow people to bring their true selves to work, we allow their creativity and all of their potential to shine. Do you want a workforce that is fearful of being “found out” or discriminated against or do you want a healthy and thriving workforce? The choice is yours. #pride #inclusion #diversity #coachingforchange #addressyourbias

𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐢𝐧𝐠 𝐏𝐫𝐢𝐝𝐞 𝐌𝐨𝐧𝐭𝐡: 𝐇𝐨𝐰 𝐖𝐞 𝐂𝐚𝐧 𝐀𝐥𝐥 𝐁𝐞 𝐀𝐥𝐥𝐢𝐞𝐬 𝐟𝐨𝐫 𝐏𝐫𝐢𝐝𝐞 We’re over halfway through Pride Month for another year. Now is the time to reflect and remember that while Pride may be highlighted and celebrated once a year, our colleagues, friends, and family deserve to experience support all year round. Being an ally means taking meaningful actions to create an inclusive environment. Eoin O Shea, our Head of People & Culture, has shared some valuable ways you can be an ally: 📖 Educate yourself on LGBTQI+ issues. 🗣️ Speak up against discrimination. ❤️ Use inclusive language. 🏳️🌈 Support LGBTQI+ initiatives. 📣 Be visible and vocal in your support. 👂 Listen and offer support. 🛡️ Promote a safe and inclusive workplace. At Dimply, our commitment to inclusion is reflected in our newly developed and enhanced Equity, Diversity, and Inclusion Policy, Social Value Policy, and "The One Dimply Way." Read our blog to learn more: https://lnkd.in/e5MtFq3X #PrideMonth #Inclusion #Diversity #Equity #SocialValue #DimplyCulture #LGBTQI #Allyship #Fintech #FinancialWellbeing

The Importance of Understanding and Celebrating Pride Month in Organisations Celebrating Pride Month has become integral to many organisations. It's more than a symbolic gesture; it signifies understanding its deeper meaning and the positive impact on both the organisation and its employees. Last year at this time, I worked with Network Rail and Atkins, where Caroline Horton gave an inspiring presentation on this subject. I spoke about it again recently in a similar post. But this is the ongoing impact of education. I Learnt The Meaning Behind Pride Month Pride Month, celebrated in June, honours the 1969 Stonewall Riots, a pivotal moment in LGBTQ+ history. It’s a time to recognise contributions, raise awareness, foster inclusivity, and advocate for LGBTQ+ rights. Understanding and embracing Pride Month helps create a supportive environment for all employees. What About Commercial Benefits Organisations that embrace Pride Month experience significant commercial benefits, such as attracting a broader customer base, building brand loyalty, and enhancing reputation. According to Deloitte 83% of millennials engage more in inclusive cultures, leading to higher productivity and innovation. Employee Retention and Recruitment Supporting LGBTQ+ employees improves retention and recruitment. A diverse and inclusive workplace attracts top talent and fosters a sense of belonging and psychological safety, leading to higher job satisfaction and lower turnover rates. LSEG's Example LSEG (London Stock Exchange Group) exemplifies how embracing Pride Month can positively impact an organisation. Led by Arlene McDermott, LSEG's initiatives have enhanced employee morale, collaboration, and innovation. Make a Difference Celebrating Pride Month is a commitment to diversity and inclusion. Organisations can achieve their EDI goals and create an inclusive workplace through Employee Resource Groups (ERGs). Champions UK plc offer services that support organisations in setting up and succeeding with ERGs, ensuring real impact and long-term success. #PrideMonth #Inclusion #Diversity #LGBTQ #WorkplaceCulture #EmployeeEngagement #ERGs #EDI #Leadership

For pride month this year I thought I’d share some of the things clients have shared with me about their own experiences of “inclusive” organisations. I advise organisations and leadership teams all over the world, and am privileged to see the real workings of those people and structures. Our cognitive bias (justifying the way we see things to fit our own reality and comfort zones) is something we need to learn to challenge more regularly. Each of the following are true. “We don’t mind you being gay, just not in the board room.” “Could you not wear your rainbow badge at client meetings please?” “We are a very inclusive company, even though it’s pretty much all white men (laughs), but some of the guys in the warehouse might not be comfortable with you being how you are, just so you’re aware and can maybe tone it down a bit?” (Internal email from an international company with pride logo change in June to a gay leader) “As you know, we don’t have a problem with it, but it might be a good idea to not mention your husband.” “That’s fine (you being gay). None of them are though.” “It’s the (retracted) conference this month, and everyone drinks quite a lot at the party afterwards - I hope you won’t take advantage of that.” And finally, as my client walked into a meeting room a little late, and said by the COO: “How long do you think you’ll be gay? (Name retracted) in (name retracted)’s team fancies you and it’d be nice to have a normal love story for marketing.” I offer them for nothing else but to show the reality of workplace behaviours. The things we know little about, we grow to fear; and those things we fear, we grow to hate. Ask more questions. Show more compassion. Feel more confident in you, so you don’t have to deflect your pain, angst, and anger onto others. #hr #pride #dei #inclusion #lgbtq #workplace #eventprofs #keynotespeaker #diversity #pridemonth #leadership

🌈 Celebrating LGBTQ+ History Month! 🏳️🌈 At Thomas, we are dedicated to fostering a diverse and inclusive workplace. It's an integral part of our philosophy to ensure that every individual can bring their authentic selves to work, every day. Here are a few ways we demonstrate our commitment: 🏳️🌈 The Thomas Rainbow Alliance: This company-wide initiative provides a safe and welcoming space for colleagues to engage in meaningful discussions about LGBTQIA issues. It's an opportunity to foster better understanding and receive support from fellow allies. 🤝 Partnership with GWORK: We have proudly partnered with GWORK, a talent platform and leading network for the LGBTQ+ business community. Explore what our amazing colleague, Kira, has to say about the power of queer leaders and the importance of inclusive workplaces during her conversation with them last year: https://bit.ly/3SBAxhQ 🧠 Leveraging Our Insights: We harness our own solutions and insights to build a workforce that encompasses all dimensions of diversity. This approach ensures that we bring a broad spectrum of perspectives, ideas, and insights to everything we do. For more on our commitment to Diversity & Inclusion, visit: https://bit.ly/48U88JL Let's continue to celebrate diversity and create a workplace where everyone feels valued and included. 🌟 #LGBTQHistoryMonth #DiversityandInclusion #InclusiveWorkplace #ThomasInclusion