Why It Makes Good Sense To Celebrate Gay Pride During the Month of June for Your LGBTQ+ Staff and for Your Customers

Gay Pride

The month of June is Gay Pride Month throughout the world, marking the turmoil and protests that the LGBTQ+ had after the Stonewall riots, where the NYPD invaded the Stonewall Inn, a gay nightclub in Greenwich Village, New York City, on June 28, 1969. This milestone galvanized the community to come together and fight for equal rights. For years since, the LGBTQ+ community (meaning lesbian, gay, bisexual, transgender, questioning or queer, and others) has fought against discrimination and for acceptance in the military, for acceptance in housing rights, for the ability to get legally married as well as for medical care and transgender rights. Additionally, celebrating Pride Month honors the struggle to allow people to be themselves; it acknowledges we are better off as a society when everyone feels accepted and that they truly belong.

Relevance in the 2022 Workplace

Imagine a time when people went to work and had to hide who they were at home – who they loved and who they lived with. Imagine having to change the pronoun of your spouse for fear that if your boss found out you were married to someone of the same gender you could lose your job.

It was not until 2020 that the Supreme Court ruled that employment discrimination based on sexual orientation or gender identity is prohibited in federal law. While laws have changed, deep-seated beliefs are harder to erase, and it can still be difficult for some employees to be completely comfortable and out in the workplace. In 2022, to be a company that is truly inclusive of all its employees and customers, it is important to show a level of sensitivity to this fear that has permeated the workplace for too many years.

Many companies have now realized the significant value that LGBTQ+ employees bring to the workplace. The ideas, solutions, and positive impact each individual can have on their team. Not to mention the spending power this formerly marginalized part of society controls, which in 2019 was estimated at $3.7 trillion globally. That’s $3.7 trillion, with a T! While companies celebrate all manners of holidays in the workplace, acknowledging their LGBTQ+ employees and customers makes smart business sense.

Some people may believe they do not have gay employees or customers, but the fact is that those employees could still fear being discriminated against, so they keep quiet. It is good to remember that that employee or customer is someone’s son, daughter, grandchild, nephew, niece, uncle, aunt, or parent – and they support your workplace by working for you or by spending money with your business. An excellent example of a company that has embraced this business decision is Peloton, which not only acknowledges its employees and customers but also is donating $100,000 to LGBTQ+ charities to acknowledge Gay Pride.

How You Can Make an Impact

Companies have numerous options to celebrate the LGBTQ+ community. Here are some ideas you can implement during the month of June or anytime throughout the year:

  • Changing Zoom backgrounds
  • Hosting road races or picnics
  • Donating to the LGBT Community through groups like The HRC Foundation
  • Changing pronouns on your email signatures
  • Participating in Gay Pride Parades and Pride Month events
  • Showing daily support for transgender people and the LGBT community in your local area

The options are endless, and the effort affirms that the company cares about people regardless of who they are. This allows employees and consumers to see that the company is inclusive of everyone and makes good financial sense.

Whether you’re looking for a new position or for staff at your growing company, it helps to partner with Goodwin Recruiting – recognized as a Forbes Best Recruiting Firm for three years in a row and a company that cares deeply about their team regardless of background. This belief permeates not only in who they take on as recruiting partners but also in the candidates and clients they represent.