?? Pride, Politics, and Progress.

As we get ready to gear up for Pride month, get ready for a jam-packed issue that's hotter than a drag queens makeup in July! ???

This week we are diving into the world of politics following the surprise general election announcement and we look at sex education in schools (what are parents saying?)

PLUS we're talking about the importance of being an ally in the workplace and how you can create a more inclusive environment for your LGBTQIA+ colleagues. ?? Also I have some exciting personal? news. Keep reading to find out more

?? In this week's newsletter:

??? Navigating the General Election - Where Parties Stand on LGBTQIA+ Rights

?? The Sex Education Showdown

????? Demonstrating Allyship to LGBTQIA+ Employees in the Workplace

?? Catch Up on Our Pride Month Podcast with Neil Hudson-Basing

?? A Pride DE&I Confession

?? Gabby Shares Some Exciting Personal New's

?? Advising on DE&I Strategies, How you can Ensuring Lasting Impact for Your Clients'?

Pride and Navigating the General Election

With the surprise announcement of a summer general election, the political landscape is heating up faster than a Pride parade in July ??

And while we're not here to tell you who to vote for, we do have?some tea to spill on where the parties stand on LGBTQIA+ rights.

So, Labour recently announced plans to reform the Gender Recognition Act, promising to make it easier for transgender folks to change their legal gender. The proposed changes would streamline the process by potentially allowing a single doctor, like a local GP, to sign off on the required documentation.

Sounds great, right? Well, not everyone thinks so. The media response from the usual suspects has been vitriolic.? And with Labour's track record of trying to appease the masses, there's a risk they might water down their LGBTQIA+ commitments.

Meanwhile, the Conservatives are gearing up for a dirty election campaign, with culture wars as their weapon of choice. Surprise, Surprise. And it looks like they're trying to suppress youth engagement by calling the election at the height of summer, when everyone's busy living their best lives at festivals and sports events.

But, voting is more important than ever. With new voter-ID laws in place, it's crucial that we make our voices heard.? So, make sure you're registered to vote!? Because let's face it, the only thing worse than a bad government is a government that doesn't represent us at all.

Resources:

Podcast

• QueerAF | Inspiring LGBTQIA+ stories told by emerging queer creatives

Articles

• 10 Ways to Be An LGBTQ+ Ally
• PR Week Global : Pride 2024: A call for more courageous allies?

Other Resources:

• UK Pride Calendar

A Sex Education Showdown: Parents vs. Government ???

Well, well, well. It looks like the government is trying to play sex edu police, and parents are having none of it.?

The latest YouGov survey has revealed that nearly 7 in 10 parents want their children? to learn about different gender and non-binary identities in school. But the government's new statutory guidance is set to ban teaching children about "the concept of gender identity" entirely.?

The National Association of Head Teachers is also raising some serious red flags about the proposed changes. They're worried that if children can't get reliable information about sex and relationships in school, they might start seeking it out from less trustworthy sources. And we all know that?the internet can be a?wild west of misinformation.

But here's where things get really interesting -the survey also found that attitudes towards sex education vary widely depending on age, gender, and political affiliation. Women, younger folks, and Labour voters are way more likely to support teaching about transgender and non-binary identities than their male, older, and Tory-voting counterparts.

The bottom line is, parents want their children to be informed and empowered when it comes to sex and relationships.?

So, to all the policymakers out there - listen to the parents. They know what's best for their kids!

Demonstrating Allyship in the Workplace & Creating Inclusive Environments for LGBTQIA+ Employees ??

We still need to talk about allyship in the workplace…

And no, we're not just talking about slapping a rainbow logo on your company's Twitter/X? profile during Pride Month. We're talking about the real, meaningful ways you can support your LGBTQIA+ colleagues and create a workplace where everyone feels valued and respected.

Why is this so important?

Let's face it, the workplace can be a tough place for LGBTQIA+ folks. Many still have to? deal with microaggressions or face? outright discrimination, so it’s not surprising that many LGBTQIA+ employees still don't feel comfortable being their authentic selves at work. Despite all of the rainbows and? external support for PRIDE Parades.?

So a little reminder for us- allyship is an incredibly?powerful tool for change and when cisgender, heterosexual colleagues step up and show their support, it can make a world of difference. So, what does effective allyship look like?

Here are some key insights:

1. Educate yourself on LGBTQIA+ issues and experiences. Don't rely on your LGBTQIA+ colleagues to do the heavy lifting for you.

2. Speak up when you witness discrimination or prejudice, even if there are no LGBTQIA+ folks present. Silence is complicity.

3. Use inclusive language and respect your colleagues' pronouns. It's a simple way to show you value their identity.

4. Advocate for LGBTQIA+ inclusive policies and practices in your organisation. Use your privilege for good.

Image credit: https://au.reachout.com/relationships/allyship/how-to-be-a-good-lgbtqia-ally

But allyship isn't a one-and-done deal.? It requires ongoing commitment, self-reflection, and a willingness to learn and grow. As professionals, we all have a role to play in fostering a culture of allyship.

?? Here's what you can do ??

1. Participate in or organise LGBTQIA+ allyship training sessions. Knowledge is power.

2. Encourage open dialogues about LGBTQIA+ inclusion in team meetings and company forums. Make space for these important conversations.

3. Support and amplify the voices of your LGBTQIA+ colleagues. Use your platform to lift others up.

4. Lead by example and model inclusive behaviour in your daily interactions. Be the change you want to see.

So, let's roll up our sleeves and get to work. By actively cultivating a culture of allyship, we can create workplaces where all employees, regardless of their sexual orientation or gender identity, can thrive and reach their full potential. And that's a win for everyone!

If you’d like to continue your education, then why not catch up on a podcast we recorded last Pride, with Neil Hudson-Basing , events and project manager, content creator, event host, chair & moderator.? He is community focused, socially aware and passionate about equality, diversity & inclusion.?

Listen to the podcast, watch the YouTube interview ??

??? NEW! DE&I Confessions ???

Our series 'My DE&i Confessions' is still going strong! And we thought we would reshare one of our most appropriate confessions for Pride month.

Check out the full confession HERE

?? Get involved with our new series of 'DE&I Confessions' where we ask for YOU to share your confessions on issues relating to DE&I in the events industry with us, it's all completely anonymous (don't worry??). This is a safe space for people to share their own stories that have impacted them, to either ask for help, advice or to simply confess...

Want to confess? ?? Tap the link: https://form.typeform.com/to/YasEwfzQ ?

By sharing our experiences, we are not only empowering ourselves but also contributing to larger conversations around how we can be more inclusive, equitable and accessible.

?What advice would you give to them?

?Has this happened to you?

?What would you do differently in this situation?

?? NEWS, NEWS, NEWS! Gabby named as one of Checking-IN's 10 LGBTQ+ Hospitality Champions 2024 ??

Gabby says- "I’m incredibly honoured to announce that I have been named as one of Checking-IN's 10 LGBTQ+ Hospitality Champions.

As a cis, heterosexual woman working in the DEI space, this acknowledgment means the world to me.

Throughout my life, I've witnessed the struggles (and triumphs) of my LGBTQ+ friends and colleagues. I've seen how important representation and inclusion are in creating a sense of belonging. That's why I've dedicated my career to championing rights, inclusion, and initiatives within the events and hospitality sectors.

I know how important it is to be an ally, and I have made sure to?use my privilege and platform to amplify LGBTQ+ voices, stories, and experiences. I firmly believe that by promoting diversity, equity, and inclusion, we can transform the events and?hospitality industry.

But this recognition is not about me, it's about the countless LGBTQ+ individuals who have paved the way and continue to fight for equality and representation and the allies who stand in solidarity and that are committed to creating a more inclusive world.

As we move forward, I pledge to continue educating myself, listening to LGBTQ+ voices, and using my position to drive positive change.?

To my LGBTQ+ friends, colleagues, and the entire community, I see you, I honour you, and I'm proud to stand with you as an ally. Check (??) them out.

Checking-IN, The Hospitality LGBT+ Network.

https://www.checking-in.co.uk/

Selling and Advising on DE&I Strategies and Ensuring Lasting Impact for Your Clients'?

Each DE&I journey is unique BUT that shouldn't be a justification for planning events that lack diversity, inclusivity, or equity ?? Today, we're here to discuss how you can effectively sell and advise your clients on the best DE&I strategies ??

?? By guiding your clients and supporting them in their individual DE&I journeys, you can ensure that these events leave a lasting impact.

?? Here is how you sell and advise DE&I, in three ways:

1. Before proposing any DE&I strategies, it's crucial to understand the demographics and preferences of the event attendees - do and share your research here, include competitor analysis, case studies, feedback and inform of any incoming policies/ legislation the client should be aware of.

2. Provide a range of DE&I strategies beyond basic diversity quotas, such as; inclusive language guidelines, diverse speaker panels, accessibility accommodations in venue and content, culturally sensitive programming and socially sustainable impact initiatives and programmes.

3. Encourage clients to view DE&I efforts as ongoing initiatives rather than one-time fixes. Advocate for the integration of DE&I principles into the event's core values and organisational culture.

Do you want your next event and clients to reap the rewards from DE&I strategies?

At Diversity Alliance ? we offer our ? Strategic DEI Companion ? service where Founder and Director, Gabby, sits alongside your team as your DEI 'sidekick', supporting with Pre-Event thought leadership and DEI implementation.