Is changing your company logo for pride enough???

Over the last few years its common to see companies on LinkedIn changing their logos on the 1st June to some version of the original with a rainbow effect included showing support for the LGBTQ+ community during the month of pride, then on the 1st July quietly changing it back to the previous version and continuing on as normal.

10 years ago this wouldn't have normally happened particularly in the construction industry and whilst it is signs of progression is it a good thing? If I'm honest I am not so sure. Your staff, suppliers & customers who identify as being LGBTQ+ don't stop being so for the other 11 months of the year.

In my view if you want to be a company who is progressive then you need to create an Environment where individuals can be themselves 365 days of the year.

Previous research has shown that 40% of LGBTQ+ employees in the construction industry, don’t feel comfortable being open about their sexual orientation with their immediate colleagues, while homophobic and transphobic comments are still be heard on construction sites and throughout the industry.

It's important that employees can bring their authentic self to work. That they can talk about their Boyfriend, Girlfriend, Husband, Wife or Partner openly without having to consider who they are talking to and will disclosing their in a same sex relationship have a negative impact on their career.

At the company I work for I'm open about who I am, I have a husband and I talk about my other half the same way my straight colleagues talk about their partners, however I still find myself all these years later considering do I disclose this to external stakeholders. As time has moved on I've become more relaxed about it. My belief the only way to progress is to be as open as possible so over time it just becomes part of normal life.

So if you are an employer instead of changing your logo to some variation of the rainbow think about how your company can be supportive all year round. Based on my experience you could consider:

• What more can you do to be an ally to your LGBTQ+ staff
• How do you create a supportive culture where individuals can be themselves at work
• Don't assume that individuals working in your company are straight. A colleague could be looking for support in their coming-out process. Not making assumptions will give them the space they need
• Think about how your company can show up for the LGBTQ+ community all year round and not just the month of June.

Feel free to reach out if you want to discuss the above further and finally HAPPY PRIDE MONTH!!!. Whatever you do to celebrate it have a great time and be safe!!!