LGBT History Month
February 1, 2022
Jade Smith

Did you know that February is LGBT History Month? Diversity and Inclusion is at the forefront of discussions on recruitment in 2022. Therefore, we believe that this important event should play a role in your company’s culture.

What is it?

We’ve all heard of Pride Month, which demonstrates and celebrates community visibility. However, you may not have heard of LGBT History Month. Put simply, it is the observance of the history of LGBTQ+ civil rights and offers an opportunity to promote equality.

LGBT History Month occurs every February in the UK, aligning with the 2003 repeal of Section 28. This legislation made it illegal for local authorities to promote homosexuality. As a result, LGBT youth saw little to no representation of their community. Although this law was passed in 1988 and has been abolished for nearly 20 years, Stonewall states that it is likely still responsible for homophobic bullying in the present day.

Why Should You Promote LGBT History Month?

A survey from last year suggests that as many as a quarter of LGBTQ+ people have been on the receiving end of discrimination in the workplace in 2020-2021. Moreover, Stonewall found that 66% of senior managers show no visible commitment to LGBT equality. It’s no surprise that subsequently over a third of the community (rising to 51% for transgender individuals) hide their sexuality or gender in order to avoid discrimination.

LGBT History Month is the perfect opportunity to educate your staff about the importance of equality and encourage understanding. Moreover, this will improve the safety and welfare of LGBTQ+ employees in your organisation and pave the way for future LGBTQ+ professionals.

As we discussed in our blog on Diversity and Inclusion, inclusivity drives innovation and creativity in your workforce. Allowing the LGBTQ+ employees in your organisation to feel free to be themselves and use their voice will benefit your workforce as a whole. Moreover, with a greater understanding of the diversity of your community, your organisation will be equipped to meet every customer’s needs.

What Can You Do to Take Part?

Don’t simply tell your community and prospective employees that Diversity and Inclusion is important. Take action and show commitment by:

1. Getting Your Staff Actively Involved

Find ways to have the employees in your organisation engage with the LGBTQ+ community through fundraising or supporting local LGBT run businesses.

2. Educating Your Staff

Educate your workforce about LGBTQ+ history. You can invite speakers from the LGBTQ+ community to hold seminars or film screenings. This is also an opportunity to create a social event for staff, by holding a themed quiz.

3. Review Your Policy

Take an in-depth look at your workplace discrimination policy. Make sure there is zero-tolerance for homophobic and transphobic bullying. This is for both staff and the local authority’s customers who interact with your employees. Utilise tools that are available to you, such as the Local Government Association’s Equality Framework, which can help you identify areas for improvement in your policy.

Implementing these changes will ensure that your workplace is at the forefront of promoting Diversity and Inclusion. Not only will this benefit your current staff, but it will also provide an attractive prospect for those all-important jobseeking candidates.

If you want to learn other ways to positively impact your Employee Value Proposition, you can download our free whitepaper, here.

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