?? Accepting an LGBT+ person doesn't necessarily mean that they feel included

"As the world, and this week Denmark, comes together to celebrate Gay Pride, I'm filled with pride myself. Living in a part of the world where inclusion reigns supreme is a privilege I truly value. And while we join in the festivities, it's essential to recognize that Pride still carries its significance, with the ever-growing diversity bringing new issues to the forefront.

Hate crime and discrimination statistics serve as a poignant reminder that our journey isn't over. So, here's a round of applause for global companies like ISS A/S , Nordea , 诺和诺德 , and 马士基 , who have embraced diversity and inclusion as vital components of their workplaces. Their commitment is commendable.

Congratulations also go out to the dedicated employees at Chr. Hansen for being awarded the LGBT+ prize. However, The company Chr. Hansen itself and its recent actions remind us that even with the best intentions, missteps can occur. I completely understand the company's decision not to associate their products and communication with customers with LGBT+ support, given that their product range does not specifically relate to an LGBT+ audience. But the chosen dissociation strategy may have come with a cost, affecting their reputation and respect (One must hope that the bottom line in the USA shows that it was worth it…)

Their decision not to support this year's Pride might be a breather amid the storm, but it's a drastic and uncalled-for move, especially considering the perspective of those employees who already feel let down. Supporting Pride doesn't necessitate a dramatic gesture with the logo splattered all over banners and websites – consider organizing panel discussions with management as participants - more importantly as students - exploring how the workplace can flourish internally alongside profits with an embracing LGBT+ policy.

There are countless worthy topics to explore: What gaps remain for complete inclusion? How can we balance profit and human rights? When and how should we communicate our support for LGBT+? How do we combat and overcome phobias? Is there a need for mental hygiene consultants to bridge the gap among employees? Accepting an LGBT+ person in the workplace doesn't necessarily mean that do also feel included in daily work life.

How I wish Chr. Hansen had consulted on their LGBT+ strategy. I firmly believe that even the more conservative segments of a company’s audience can be engaged with a more subtle and rational approach to support the cause.

LGBT+ still has a crucial battle ahead, yet it's vital to remember that the world doesn't revolve solely around it, despite the importance of inclusion.

An LGBT+ employee who feels accepted and understood is an extremely dedicated employee—as goes for anyone else. It ought to be so simple.

Let's continue the journey towards a more inclusive world, where every voice is heard, celebrated, and embraced #Pride2023 #DiversityMatters #InclusionForAll"