As Gay Pride Month kicks off this June across the United States, many companies will adorn their storefronts with rainbow flags to show their support. However, this colorful display often gets packed away by June 30th, raising the question of how organizations can genuinely support underrepresented groups year-round and avoid “rainbow-washing”—the superficial appearance of support without substantive, meaningful action.
Facts Matter: The adage “if you don’t measure it, you can’t manage it” holds. Spot surveys, peer groups, employee reviews, and exit interviews are crucial for understanding how employees view the company, their managers, and the overall work environment. This is an opportunity to check in more extensively with individuals who may not feel they belong. Gathering information is one thing, but following through and acting on it is crucial. For example, sharing survey results, especially when they are not ideal, can serve as a benchmark for change and a commitment to change. Spend time asking questions, listening, and creating programs to enhance your company’s culture.
From the Top: Senior leaders’ role in supporting DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives is crucial. Individuals do not need to belong to marginalized groups to serve them. It’s simple: show support by showing up. When employees, organizations, and the community host events supporting DEIB initiatives, attendance and participation have an impact. Internally, active involvement in Employee Resource Group activities, committee meetings, and regular check-ins with those leading these efforts is invaluable and emphasizes leaders’ commitment.
A Budget is a Must: Proper funding should also be allocated to support speakers, outreach, training, and compensation for those running projects alongside their regular job duties. Without a budget, the organization will always lack the necessary resources to develop and sustain programs. The budget reflects the level of importance to the company.
Making a Difference: Strive for real impact. Collaborate with underrepresented groups to secure health insurance for their partners, include pronouns in your email signature, address the pay gap, develop equity programs, and review hiring practices. Lend your expertise, connections, time, and voice to make meaningful organizational change.
Educational Opportunities: Micro-learning is not just a trend; it’s an excellent way to disseminate bite-sized information that can be easily digested between daily activities. It’s about continuous learning and growth, about staying updated and informed. Depending on the company’s level of trust and culture, creating a space for contributors to share their stories can be incredibly impactful, inspire others, and foster a sense of belonging.
Outreach: Bringing the company together through community service and causes can be transformational. It goes beyond giving opportunities to others; it also builds team cohesion and understanding while engaging in something bigger than themselves.
Peer Coaching: Coaching offers a safe space to explore topics, improve communication, identify common goals, and collaboratively create a path forward as a team.
This year, join or establish a committee to advance DEIB initiatives and integrate them into your organization’s culture.
