The Spirit of Pride ??
Gabrielle Austen-Browne FRSA (she/her)
Award-Winning DEI Consultant | Implementing Diversity, Equity, Accessibility & Inclusion Strategies in Events & Beyond | Mentor | Speaker | Legacy Creator
This week we're looking into the heart of Pride - what it means, why it matters, and how we can all show up as better allies. PLUS we discuss when accessibility goes wrong and whether our workplaces truly support the needs of parents and caregivers.?
Also, scroll down to find out how you can be involved in Diversity Alliance ? 's video series taking place at The Meetings Show where I will talk with professionals and leaders in MICE, events and hospitality, to find out what you think the industry needs to do, to be better ??.
First Up - The DWP were ordered to pay ￡50,000 in damages to a Deaf man!
The DWP were recently ordered to pay nearly ￡50,000 in damages to a Deaf man for repeatedly failing to provide necessary interpreters during job-related interviews.
?? Despite government promises to assist people back into work, instances like these reveal systemic failures in accessibility and support services.
This is why it's important to-
??Understand the far-reaching consequences of discrimination and the responsibility to proactively remove barriers to inclusion.
??Understand the essential role of providing appropriate accommodations and support for individuals with disabilities in job applications, the workplace and events.
?? Book Diversity Alliance for workplace culture training and consultancy and our bespoke event planning services.
Are Parents Really Supported at Work??
We recently celebrated Global Day of Parents (1st June) and took the opportunity to reflect on whether workplaces really support the needs of parents and caregivers.?
While many organisations have implemented flexible working policies, the reality is that these policies often fall short in creating an inclusive environment that caters to the diverse needs of parental colleagues.
Navigating the demands of parenthood alongside work responsibilities can be incredibly challenging and so employers have a duty to review and enhance workplace policies to ensure they are fit for purpose and are genuinely supportive of parents and caregivers.
Here are three key areas to focus on:
By focusing on these areas, we can create a culture that accommodates the needs of our parental colleagues. So let's use Global Parents Day as a reminder and catalyst for positive change.
What is Pride Really About??
The air might be buzzing with excitement and a commitment to equality. But before we dive headfirst into the glitter and confetti, let's take a moment to understand what Pride is really about... It's NOT just a wild party– it's a tribute to the LGBTQIA+ communities struggles and triumphs (historically AND currently).
At its heart, Pride Month is about self-acceptance, living your truth- with every single person's journey being unique and valid. This deserves respect and recognition. ??
Note to all – Pride Month isn't a free pass for half-hearted support or just slapping a rainbow on everything. It's about action and advocacy. We need to roll up our sleeves and challenge discrimination head-on. We should be actively supporting LGBTQIA+ causes, and it's on us to educate ourselves. This sometimes means having raw and honest conversations that lead to a better understanding of the community's experiences and needs. ??
Pride Month is also a reminder that the fight for LGBTQIA+ rights is tied to other social justice battles, like racism, sexism, ableism, and economic inequality. True equality only happens when we tackle the complex challenges faced by marginalised communities too.
Here's what Pride IS:
?? A celebration of love, diversity, and self-acceptance
????? A tribute to the brave LGBTQIA+ trailblazers who fought for equality
?? A call to action for ongoing activism and allyship
?? A vibrant, inclusive space for the LGBTQIA+ community to shine
?? An intersectional movement that recognises the interconnectedness of social justice issues
And here's what Pride ISN'T:
??♀? A party or trendy event
?? An excuse for performative allyship or rainbow capitalism
?? A platform for voyeurism or objectification
?? A threat to anyone's rights or values
?? A one-size-fits-all experience that ignores individual journeys
Rainbow Washing - When Pride Becomes Marketing, Not Allyship
Pride month = a colorful sea of rainbow logos and merchandise flooding the market.
But putting up a rainbow logo once a year is not allyship, it's marketing. And what's super annoying about this practice, known as "rainbow-washing," is that it allows brands to suggest support for the LGBTQIA+ community without taking meaningful action.
AND Rainbow-washing allows companies to profit off Pride while putting in no tangible effort to help LGBTQIA+ folks who still face discrimination and challenges.?
Truly supporting LGBTQIA+ folks means standing up for the community every day of the year. It means being vocal about that support, even when Pride Month ends.?
领英推荐
A recent instagram post shared by @queeerrs said -"if you're a straight ally who's coming to Pride for an instagram picture, make sure you're also standing up for LGBTQIA+ folks every other day of the year." Well said!
So, as we celebrate Pride this month, let's also critically examine which companies are real allies and which ones are merely jumping on the rainbow bandwagon...
Here are 5 tips for companies to avoid rainbow-washing and demonstrate genuine allyship:
The key is ensuring your Pride campaigns are backed by real, ongoing action and commitment to the LGBTQIA+ community. Rainbow logos are just symbolic - true allyship requires meaningful, enduring support.
Most who know me, know I'm a staunch LGBTQIA+ supporter and ally (did I mention that I am one of Checking-In LGBT+ Network 's Top 10 LGBTQIA+ allies?) and I enjoyed celebrating with the community at the Might Hoopla celebrations last week! Pics below.
Check out Some More DEI Confessions...?? ?? ??
?What advice would you give to them?
?Has this happened to you?
?What would you do differently in this situation?
We are so grateful and humbled that folks are sharing their DEI confessions with us. We recognise it takes a lot to revisit past trauma and negative experiences, so a huge thanks to all those who have contributed so far.
?? We would love for you to Get involved with our 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.
If you could ask me anything about DE&I, what would you ask?
?? What if I told you that if you attend The Meetings Show you could join a Diversity and Inclusion clinic and ask me some of the most burning and pressing issues relating to diversity and inclusion in your workplace and events?
Well, today is your lucky day! I’m really excited for Diversity Alliance to be exhibiting at The Meetings Show with EventWell this year and we will be hosting clinic sessions on both days.
I will also be doing a video series talking with professionals and leaders in MICE, events and hospitality to find out what they think the industry needs to do to be better - want to get involved?
Head to the link here to get involved with me at #TMS24 ????https://buff.ly/4b19brs
Make sure you come by and see me! ??
The DEIBA Data Project Report is Almost Here!
While diversity, equity, inclusion, belonging, and accessibility (DEIBA) initiatives are facing criticism and backlash, its impact on workplace culture remains significant.
Diversity Alliance, in partnership with CVENT and M&IT, is about to release a timely report on the current state of DEIBA in the meetings and events industry. The "Driving Success Through Diversity: Data Report 2024" provides an in-depth look, identifying four key pillars for successful DEIBA initiatives.
Add your comment if you'd like to learn about the rhetoric and reality of DEIBA efforts in event organisations.
For me the report is wake-up call, that urges the industry to move beyond lip service and commit to meaningful, systemic change.
PLUS The report offers tailored recommendations to empower organisations at all levels to drive success through diversity.
Stay tuned for the full release of the report! COMING SOON.
?? Book Diversity Alliance for workplace culture training and consultancy, and our bespoke event planning services.