Diversity and Inclusion is a key part of any organisation’s culture. Companies that foster Diversity and Inclusion need to consider diversity of thought in the organisation, which, in turn, could bring benefits to the decision-making process.

Pride Month offers an opportunity for companies to reflect on their culture and values regarding Diversity and Inclusion. It is an opportunity for companies to show employees that they are inclusive and supportive of LGBTQIA+ community.

Changing the colour of a company’s logo is not the only way to show allyship and companies should promote Diversity and Inclusion in the workplace all year round.

Why is Pride Month important in the workplace?

According to a recent LinkedIn survey, one-quarter of LGBTQIA+ employees keep their identity hidden and are worried that being open about their identities would cause co-workers to treat them differently, so Pride Month is important as it celebrates and welcomes our diversity.

It is important to show to the LGBTQIA+ community that a safe and supportive workplace has been created. Celebrating Pride opens up communication and, as a consequence, enables the discussion of other Diversity and Inclusion topics.

Embracing Diversity and Inclusion creates a healthy, safe, and supportive work environment for all employees and enables companies to send an important message to all employees — “… creating a safe and supportive space for all”.

How can companies create a more inclusive culture?

Raise awareness and educate. Company leaders (as well as every other person) should avoid making general assumptions based just on their personal views. Sometimes this could be noticeable even in the language people use. They should show solidarity and try to embed positive change. Learning more about all groups of people and individuals can help promote inclusive language and actions. Perhaps implement a framework or LGBTQIA+ glossary to ensure all employees know what is, and isn’t, appropriate.

Host webinars and workshops. Everyone could benefit from learning more about LGBTQIA+, whether they are a member of the community, or not. Webinars are an interactive way to gain more knowledge. Workshops are a collaborative way to discuss LGBTQIA+ topics and potentially measure how diverse and inclusive your company culture is, and what more can be done.

Little changes. Support can be both big and small. While adding pronouns may seem small, it helps ensure employees are not misgendered. Adding them to email signatures, social media profiles or by stating them at the start of meetings, companies can ensure employees feel more comfortable and recognized. This is also a great way to promote allyship.

What are we doing in PagoNxt?

At PagoNxt, we know how important it is to foster Diversity and Inclusion in the workplace during Pride Month and beyond. As a company, we have taken several steps this year:

DiversiTalks, a podcast in which we invite guests to discuss how allies can contribute to the fight against LGBTQIA+ discrimination. This monthly podcast promotes diversity and gives a voice to minority groups. Since the first edition, we have worked to ensure that people at every level of the company are involved, including senior leadership, as well as inviting guests who are experts in the field. Our main goal with this podcast is to increasingly disseminate our culture of inclusion in practice and show that we are committed to fostering D&I within our company. With each month’s podcast focusing on different themes, in June we will talk about LGBTQIA+.

Knowledge Pills, a digital and in-person initiative aimed at increasing awareness regarding discriminatory language and how to change it. Knowledge Pills have been used throughout June to raise awareness of the struggles that members of the LGBTQIA+ community face.

Forming LGBTQIA+ groups, ` Getnet Brazil has formed groups where people can come together and talk about how the company can strengthen Diversity and Inclusion culture and how to promote different initiatives. One of Getnet’s groups is Get Pride, which is hoping to understand the diversity of the workforce, and the possibility of creating an LGBTQIA+ mentoring program focusing on diversity. This has inspired PagoNxt Brazil to form a LGBTQIA+ group to facilitate employees to come together and share ideas and build a stronger supportive environment.

Focusing on company D&I culture all year-round. Creating a safe and supportive workplace is a continuous priority which calls for understanding and action. Pride Month has been a great time for us to show our commitment to embracing Diversity and Inclusion in the workplace and putting initiatives into practice.

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