Last updated on July 16, 2024 at 01:43 pm

Pride Month serves as a time to both celebrate and recognize the strides made in the direction of LGBTQ+ inclusiveness.

Recent surveys reveal that 70% of LGBTQ+ workers think their company’s support for LGBTQ+ equality has a substantial positive impact on workplace culture. For this reason, fostering a friendly workplace where individuals feel free to be who they truly are is crucial to the success of the business.

Internal communicators enter the picture at this point. Internal communicators are in a unique position to celebrate diversity, educate colleagues, and elevate the voices of LGBTQ+ people. Through strategic use of internal communication channels, they can have a big impact on the culture, morale, and inclusivity of the firm.

7 Strategies for Internal Communicators to Make a Difference

Here are seven effective strategies for internal communicators to make a meaningful impact during Pride Month:

1.  Celebrate and Educate

In an organization, education is the foundation of understanding and compassion. By teaching employees about Pride Month’s history and importance, internal communicators can set the stage for meaningful involvement and backing.

• Share the History and Purpose of Pride Month Through Internal Channels: It is essential that employees be instructed on the background and importance of Pride Month. Disseminate educational articles, movies, and infographics that define and explain Pride Month via email campaigns, intranet platforms, and internal newsletters.
• Feature Stories and Experiences of LGBTQ+ Employees (With Their Consent): Make sure you obtain the permission of LGBTQ+ personnel before publishing their experiences and tales from within your organization. Podcast episodes, video interviews, and written pieces can all be used to tell these stories. In the workplace, showcasing other viewpoints and commemorating Pride Month aid in dispelling myths and preconceptions.

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2.  Amplify LGBTQ+ Voices

Embracing LGBTQ+ viewpoints within your organization fosters a welcoming atmosphere where individuals feel heard and appreciated, in addition to increasing visibility.

• Collaborate with Employee Resource Groups (ERGs) to Produce Content for Pride Month: Collaborate closely with these organizations to produce or select content during Pride Month, including articles and videos. These Employee Resource Groups (ERGs) provide valuable insights into topics that members of the LGBTQ+ community may find particularly relatable.
• Organize Panel Discussions or Q&A Sessions with LGBTQ+ Workers: Set up forums wherein allies or staff who identify as LGBTQ+ can discuss their perspectives and experiences. These events, which promote a better understanding and connection within the business, can be held in person or electronically.

3.  Promote Visibility and Allies

In order to establish an inclusive workplace culture where LGBTQ+ employees feel safe, respected, and supported, visibility and allyship are essential.

• Promote Education on Pronoun Usage and Implementation in Communication Platforms: Motivate your employees to use their pronouns in internal profiles, email signatures, and communication platforms. Provide resources that educate on the importance of pronoun usage in relation to gender inclusivity. You can also conduct training sessions or workshops so that workers know why it matters and how they should be used respectfully toward others.
• Showcase the Company’s Commitment to LGBTQ+ Inclusion Through Visuals: Visual representation is vital for promoting inclusivity. Consider updating logos with rainbow versions or using pride-themed graphics on internal communications channels. These visible supports show that organizations are dedicated to including people from all walks of life, regardless of sexual orientation or gender identity.

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4.  Foster a Culture of Respect

Establishing and supporting policies that facilitate equality and non-discrimination are essential to building a workplace where all employees can succeed.

• Highlight Company Policies Promoting Non-Discrimination and LGBTQ+ Rights: Transparency about company policy is necessary when trying to build a culture that respects everyone equally. Highlight those protecting against discrimination based on sexual orientation, gender identity, or gender expression while communicating them clearly throughout your organization. Make sure people can easily find these on the intranet or in their handbooks. 
• Share Resources and Training Programs on LGBTQ+ Competency for All Employees: It is important to provide continuous learning opportunities about LGBTQ+ matters to create an atmosphere of empathy and acceptance. Share materials like articles, videos, and e-modules that talk about terms used within the community, how to be an ally, and what can be done best for their inclusion. 

5.  Partner with LGBTQ+ Organizations 

Another way organizations can enhance their commitment towards inclusivity around sexual orientation is by partnering with local groups working towards achieving equality rights. 

• Arrange Educational Events or Volunteer Opportunities with LGBTQ+ Organizations: The influence and involvement of a firm may be enhanced by the involvement of outside LGBTQ+ organizations. Provide volunteer opportunities for staff members to support LGBTQ+ community-based organizations such advocacy groups, community centers, and shelters. Moreover, educational events can be hosted in partnership with these institutions, which provide workshops or webinars for the same course. 
• Promote LGBTQ+-Owned Businesses Within the Company Network: Another way to show support for equality is by promoting companies owned by LGBTQ+ people within your organization’s network. Feature LGBTQ+-owned enterprises in internal newsletters, post about them on websites or social media channels, and encourage staff to buy goods or services from these establishments, which not only boosts visibility and success rates among LGBT entrepreneurs but also shows economic inclusivity.

Also Read: How To Use Internal Email Benchmarks For Better Internal Communications

6.  Celebrate Throughout the Year

Pride Month should be seen as an ongoing effort to promote LGBT inclusion in every workplace rather than a one-time celebration.

• Integrate LGBTQ+ Inclusion into Ongoing Communication Efforts: Don’t limit yourself to June alone. Integrate LGBTQ+ inclusion into your year-round communication strategies. Regularly feature stories about achievements made by individuals within these communities and milestones they have reached so far. Let such information become part of internal bulletins, newsletters, and updates sent via the internet or published on social media platforms used by employees. 
• Highlight LGBTQ+ Achievements and Milestones Beyond June: Even after Pride Month is over, take time to recognize the successes recorded by members of this particular community. Share inspirational stories about these people and let others know what they have done for the company and society at large while still acknowledging external accomplishments within the broader LGBTQ+ movement.

7.  Measure and Adapt

Continuous evaluation and adaptation of LGBTQ+ inclusion initiatives are essential for fostering an inclusive workplace culture.

• Track Employee Engagement with Pride Month Initiatives: It is important to measure the impact different activities during Pride Month have to keep improving them year after year. Find ways to track employee involvement in various events, programs, or campaigns. Then, use surveys or feedback forms to collect data showing what worked best among those methods employed during this period. Analyze this data to understand the effectiveness of your strategies and identify areas for enhancement.
• Gather Feedback to Improve Future Communication Strategies for Inclusivity: Communication is a two-way street. Therefore, companies must regularly seek employee feedback to refine communication strategies for inclusivity. Conduct anonymous surveys or focus groups to understand their perceptions, experiences, and suggestions. Use this feedback to adapt and improve your approaches to LGBTQ+ inclusion. 

Also Read:Internal Communication Email Benchmarks: How To Measure It?

Final Thoughts 

Pride Month acts as a reminder of the ongoing efforts needed to achieve full equality as well as a time for celebration. With effective internal communications, organizations can contribute significantly to this cause, making a difference that extends far beyond June. 

Moreover, by implementing the above strategies and following the latest internal communication trends, organizations can create a more inclusive environment and create positive change within workplaces and communities.

With The Employee App, you can demonstrate your company’s dedication to LGBTQ+ inclusiveness this Pride Month. You can monitor employee engagement, get feedback, and make constant adjustments to your tactics to establish a genuinely inclusive workplace using The Employee App.

Schedule a demo today for further information!

Frequently Asked Questions

1. Why is Pride Month important in the workplace?

Pride Month encourages awareness, acceptance, and support for LGBTQ+ employees, which makes it significant for the workplace. Respect, equality, and acceptance are encouraged, and this can result in increased employee satisfaction, better morale, and a more creative and diverse workplace.

2. How can businesses make sure their Pride Month events are courteous and inclusive?

Through working together with ERGs and LGBTQ+ employees, providing LGBTQ+ competence training, and advocating for non-discrimination and inclusive policies, businesses may foster a welcoming atmosphere that respects the variety of identities and experiences found within the LGBTQ+ community.

3. How can a corporation celebrate Pride Month in an effective way?

Sharing instructional materials, holding Q&A sessions using inclusive graphics, and collaborating with LGBTQ+ organizations on projects and events are a few useful approaches.

4. How can the results of our Pride Month activities be quantified?

Employ engagement analytics, feedback forms, and surveys to monitor staff involvement, get information about the success of your programs, and make necessary strategy adjustments.

5. What are the internal communication activities of a company?

Important changes, corporate news, and policies are disseminated internally via meetings, newsletters, and emails. In order to keep everyone informed and engaged, these activities also include employee engagement initiatives, training sessions, feedback surveys, and staff accomplishment recognition.

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