What Pride month should and shouldn’t look like
%20(1).png)
Are organisations causing more damage than good by doing Pride Month wrong?
For the third year running the UK has fallen down the ILGA’s LGBT rights ranking, now putting us in 17th place having led the way in just 2015. The reality is, the UK is becoming increasingly less safe for LGBTQ+ people both in and out of work as hate crimes rise, social commentary continues dividing opinions and the Government remains indecisive on their actions to progress further. And employers and colleagues who are not part of the community need to do more to create and foster a safe place for them.
Here are just a few statistics that cannot be ignored:
- 64% of LGBT+ people have experienced violence or abuse
- 88% of transgender people do not report hate crimes they experience
- 35% of LGBT employees have hidden their sexuality or identity at work for fear of discrimination
- 41% of employees who identify as transgender, non-binary or another gender have experienced bullying, discrimination or harassment at work (from our own research)
In this webinar we discussed how performative corporate allyship is not only ineffective, but actively contributing to the harm LGBTQ+ people experience, and what organisations should be doing, or avoiding, this Pride month.
How are organisations truly including, supporting and protecting their LGBTQ+ employees – be that through reporting routes, mental health and wellbeing aid, encouraging conversations around diversity and inclusion or use gender pronouns in the workplace, policies, and staff networks – not just during Pride Month but all year round?
This webinar was hosted by Culture Shift’s very own Kenya Peters, Product Marketing Manager and LGBT Foundation Training advisory board member and Vicki Baars, Head of Culture Transformation.
What we're reading
Latest insights from the front lines of workplace culture.
How the National Theatre Lowered the Barrier to Speaking Up
In the world of the performing arts, the National Theatre stands as an institution of creativity and excellence. Yet, behind the curtain of any organisation, the true measure of success lies in the wellbeing and safety of its people. For Sarah Dean, the National Theatre’s People Policy and Engagement Partner, creating a safe environment meant tackling a common but significant hurdle: the daunting nature of formal HR processes.
.png)
Protected Beliefs in the Workplace: What Employers Need to Know
Protected beliefs have become one of the most challenging areas of employment law and workplace culture. At Culture Shift's Annual Conference, employment law experts and workplace culture specialists discussed the growing complexity of protected beliefs, conflicting rights and how organisations can respond fairly and legally.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
