Be where you are celebrated, not tolerated…

Inclusivity in the workplace is a moral and business imperative, and leaders have a responsibility to promote diverse workplaces where everyone can be at their best.  June is established as LGBTQIA+ Pride Month, in honour of the Stonewall riots in New York in 1969.  As the #DiverseEd strapline says ‘Be where you are celebrated, not tolerated’.  It was a privilege to contribute to the ‘Diverse Educators: A Manifesto’ book, with chapters covering all protected characteristics and subchapters giving practical advice and aiming for commitments to change for schools across the country.  It is aimed that the book is used by every school in the country. 

The redesigned Progress Pride flag celebrates the diversity of the LGBTQIA+ community and calls for a more inclusive society.  It includes black, brown, pink, pale blue and white stripes to represent marginalised people of colour in the LGBTQIA+ community as well as the trans community, and those living with HIV/Aids.  The experience of working with others with such important and diverse testimony has had a great impact on my outlook and, more importantly I hope, my actions.  I’ve been involved in a number of Diverse Educators conferences now and listened to the testimony of teachers and pupils, many of which is intersectional, undoubtedly further complicating experiences.  What is clear to me is that those in minority groups work harder and longer to get the recognition they deserve, and this is something leaders can make change, with increased awareness leading to action.  Being allies and advocates, standing alongside, collaborating with and supporting those who identify as LGBTQIA+ and other marginalised groups is a leadership imperative for good values based business.  From echoing and affirming points made in meetings to giving people opportunities to shine, and more, leaders can support and create a more inclusive workplace.

Inclusivity provides for a richer diversity of thought, creativity and ideas which has a positive impact upon business development and productivity.  I don’t subscribe entirely to ‘you can’t be what you can’t see’, as I think it is too limiting and reductive.  I believe leaders should be encouraging and supporting those who follow, and our young, to be trailblazers in their own way.  But, visible role models are very important and encourage our young (and not so young) to follow their passions and dreams.  It is inspiring, and gives hope, if you can see role models and have mentors who can show you the way.  Mentorship is something all leaders should be doing, and considering supporting a wider group of people than previously.  It gives confidence to know you are following in the footsteps of a well-trodden path, and are part of a supportive community which shares your values. 

So this Pride month I am proud to show support for, and stand with, the LGBTQIA+ and Diverse Educators community as an ally and advocate for all. 

Reflections:

How inclusive is your workplace? 

What else can you do to make it more so?

How else can you amplify marginalised voices and support their development?

Who do you mentor?  Who else can you mentor?

Check out the free DEI toolkits on the Diverse Educators’ website to support you and your team in ensuring your workplace is inclusive. I curated the Menopause Awareness one.