Pride in equality for everyone
Fair and inclusive policies and procedures
Pride in a future without prejudice As the landscape of LGBTQ+ rights and issues
In order to best support LGBTQ+ people, and indeed all marginalised groups in the workplace, it is worth having an understanding of the systemic causes of exclusion and inequality, and then address these in concrete terms. For example, does your organisation have the right policies and procedures in place to best support employees who ‘come out of the closet’ at work, or who begin the transitioning process as a trans or non-binary person while in your employ? Our ‘Getting Started Programme’ provides an opportunity for organisations to identify what inclusive policies and procedures they are missing, prior to assessing these for accreditation. Overcoming barriers and creating meaningful change We have researched common barriers to improving workplace inclusion and designed innovative approaches and resources to support organisations with creating meaningful change. For example, in April 2023 alone our consultations supported over 2,800 employees and our talks and workshops improved inclusion aross 20 organisations. Our priority is to work with members to create positive change, offering a supportive experience for development and growth no matter where they may be in their inclusion journey.
evolves, so too does the Pride movement’s approaches and tactics. The inclusion endeavours of
those who wave Pride flags, march in Pride parades or call themselves allies to LGBTQ+ communities should also evolve with the movement accordingly. Pride has always been about bringing people together to create change. For the Charter, we’re about to launch some exciting new initiatives that will bring our members together, creating a community of knowledge sharing and support. Only by working together can we create a world where everyone can be free to live and love without prejudice. Jen Atkins People Director at Bruntwood – commercial property specialists - said: “The All Equals Charter provides a frame- work through which we can hold ourselves accountable in making the workplace as in- clusive and diverse as possible. It also sends a clear message to colleagues, customers and other businesses that we’re serious about supporting LGBTQ+ people across the business and beyond.”
Having a diverse, inclusive and equal workplace is at the top of the ‘business agenda’ for organisations such as Bruntwood, Salford Foundation and AutoTrader, members of Manchester Pride’s All Equals Charter. Dr Christopher Owen, Inclusivity Development Manager, Manchester Pride tells us more about the modern Pride movement and how the Charter is supporting businesses to make the workplace inclusive, diverse and equal for everyone. People are tired of ‘tick box exercises’ and actions that appear to be about inclusion but do little to make genuine change for marginalised communities. The All Equals Charter provides an opportunity to be more authentic.
Through accreditation, members receive bespoke feedback on
their practices, with assurances on their successes and a clear framework for developing practical action plans to make improvements. Dr Christopher Owen, Inclusivity Development Manager at Manchster Pride
Download CIPD guidance on how to create inclusive workplaces here .
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REGIONAL INSIGHTS
Summer 2023
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