{"id":11158,"date":"2024-06-20T11:15:00","date_gmt":"2024-06-20T09:15:00","guid":{"rendered":"https:\/\/escp.eu\/thechoice\/?p=11158"},"modified":"2025-03-07T10:40:58","modified_gmt":"2025-03-07T08:40:58","slug":"beyond-pride-month-fostering-year-round-inclusivity-in-your-workplace","status":"publish","type":"post","link":"https:\/\/escp.eu\/thechoice\/their-choice\/beyond-pride-month-fostering-year-round-inclusivity-in-your-workplace\/","title":{"rendered":"Beyond pride month: fostering year-round inclusivity in your workplace"},"content":{"rendered":"\n

Ensuring the safety, well-being and inclusion of LGBTQ+ employees is not just a moral imperative but a strategic necessity today. <\/p>\n\n\n\n

Companies that prioritise these aspects not only foster a more equitable and supportive workplace but also enhance their overall performance; inclusive practices attract a diverse talent pool, drive innovation through varied perspectives, and improve employee retention and satisfaction<\/strong>.\u00a0<\/p>\n\n\n\n

With that in mind, we sat down with Jessica McKeon<\/a>, a London-based manager at BearingPoint, a business consulting firm \u2013 and an alumnus of the ESCP LGBT+ Leadership program.\u00a0<\/p>\n\n\n\n

McKeon sheds light on the responsibilities businesses have towards their LGBTQ+ employees \u2013 and the strategies they can implement to foster an inclusive environment inside (and beyond) their organisations.\u00a0<\/p>\n\n\n\n

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It\u2019s important, in my opinion, to provide information and education on LGBTQ+ topics year-round, and not always tie it to things like Pride Month. Your LGBTQ+ employees exist all year round and need to feel safe and included that entire time.<\/p>\n<\/blockquote>\n<\/div>\n\n\n\n

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Prioritising safety and well-being<\/strong><\/h2>\n\n\n\n

Businesses have a fundamental responsibility to ensure the safety and well-being of all employees, with a nuanced understanding of how these concepts vary across different minority groups. <\/p>\n\n\n\n

\u201cAn employee who is just commencing their transition requires different support than an out-and-proud employee who is very comfortable in their sexuality,\u201d McKeon explains. This highlights the importance of creating a workplace that supports the diverse experiences within the LGBTQ+ community.<\/p>\n\n\n\n

McKeon also stresses the need for ongoing education and awareness on LGBTQ+ topics. \u201cIt\u2019s important, in my opinion, to provide information and education on LGBTQ+ topics year-round, and not always tie it to things like Pride Month<\/strong>. Your LGBTQ+ employees exist all year round and need to feel safe and included that entire time,\u201d she points out. \u201cIt\u2019s not just about being legally compliant with policies, but also actually being supportive culturally, 365 days a year.\u201d\u00a0<\/p>\n\n\n\n

Strategies for creating inclusive environments<\/strong><\/h2>\n\n\n\n

To create a safe and inclusive environment, especially in industries or regions where acceptance may be lower, McKeon recommends uncomplicated approaches \u2013 as well as regular training. \u201cHaving clear and inclusive policies that outline expectations for behaviour and acceptance, which then carry through to client-side situations as needed, is a good first step,\u201d she suggests. Additionally, fostering an environment where employees feel empowered to speak up about unsafe or un-inclusive situations is crucial<\/strong>, she adds.\u00a0<\/p>\n\n\n\n

BearingPoint, for one, has set a strong example by embedding inclusivity into the organisation\u2019s core values. \u201cOur company stands for safety and inclusivity. There is an expectation that working here means you work to and uphold these values,\u201d McKeon notes. This clear stance helps employees feel included and free to be their authentic selves, she adds. <\/p>\n\n\n\n

Supporting LGBTQ+ leadership<\/strong><\/h2>\n\n\n\n

Beyond that, representation in company leadership is vital for fostering organisation-wide LGBTQ+ inclusion. \u201cEnsuring that LGBTQ+ employees can see role models in leadership positions makes it clear that the pathway is there and it is possible to progress within the company,\u201d McKeon states, adding that promoting openly-LGBTQ+ employees and celebrating their success stories can significantly impact visibility and inclusivity<\/strong>.<\/p>\n\n\n\n

A feedback-centric company culture can also ensure that LGBTQ+ employees\u2019 voices are heard, she notes. \u201cEnabling 360-degree feedback across levels of a company and ensuring employees\u2019 voices are making their way up to senior leadership and to decision-makers \u2013 anonymously as needed \u2013 means that if LGBTQ+ employees are feeling unsupported, this can be reported on, and then rectified.\u201d<\/p>\n\n\n\n

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Ensuring that LGBTQ+ employees can see role models in leadership positions makes it clear that the pathway is there and it is possible to progress within the company.<\/p>\n<\/blockquote>\n\n\n\n

The pivotal role of mentorship and allyship<\/strong><\/h2>\n\n\n\n

Mentorship and allyship, meanwhile, are pivotal in promoting LGBTQ+ leadership. \u201cMentorship can provide LGBTQ+ employees with guidance and direction for professional growth,\u201d McKeon explains. She advocates for leveraging relationships with both LGBTQ+ and non-LGBTQ+ mentors to receive diverse support and guidance<\/strong>.<\/p>\n\n\n\n

Allyship is equally important. \u201cHaving a critical mass of allies within a company ensures a strongly inclusive culture, which in turn plays a part in promotion of LGBTQ+ leadership, and overall minority integration into the business,\u201d McKeon says, noting that formal mentoring programs and education initiatives can help foster these supportive relationships.<\/p>\n\n\n\n

Addressing overlooked challenges<\/strong><\/h2>\n\n\n\n

However, businesses often overlook the unique needs of LGBTQ+ employees in areas like health benefits and family-leave policies. Indeed, McKeon stresses the importance of policies that are easy to understand and supportive of LGBTQ+ staff.<\/p>\n\n\n\n

\u201cEnsuring good health benefits and policies that are clear in terms of the language used to ensure they are LGBTQ+-friendly ensures that your company will actually cater to the more unique needs of LGBTQ+ employees,\u201d she says.<\/p>\n\n\n\n

Looking ahead, McKeon envisions a future with more visible and vocal LGBTQ+ leadership within corporate environments. She calls on ESCP alumni and other business leaders to be staunch allies, fight for meaningful changes within their companies, and engage with the wider community<\/strong> to foster support both within and beyond the corporate world.<\/p>\n\n\n\n

Overall, fostering an inclusive workplace for LGBTQ+ employees requires a multifaceted approach \u2013 including clear policies, ongoing education, strong mentorship, and visible role models in leadership. By embracing these strategies, businesses can ensure that all employees feel safe, valued and empowered to succeed.<\/p>\n","protected":false},"excerpt":{"rendered":"

ESCP alumnus Jessica McKeon lays out strategies businesses can implement to foster an inclusive environment for LGBTQ+ professionals inside (and beyond) their organisations.<\/p>\n","protected":false},"author":1,"featured_media":11156,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[12],"tags":[39,95,42,280],"class_list":["post-11158","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-their-choice","tag-inclusion","tag-inclusion-and-diversity","tag-leadership","tag-responsiblebusiness","category-12","description-off"],"acf":[],"yoast_head":"\nFostering year-round inclusivity in your workplace - The Choice by ESCP<\/title>\n<meta name=\"description\" content=\"We talked to Jessica McKeon to gather the strategies businesses can implement to foster an inclusive environment for LGBTQ+ professionals.\" \/>\n<meta name=\"robots\" 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