Pride at Work

D I V E R S I T Y. E Q U I T Y. I N C L U S I O N . B E L O N G I N G .

2022/23

Everyone’s welcome at Tesco.

We’re proud to support our LGBTQ + colle to be themselves at work through an inc working environment and ensuring ever has the opportunity to get on.

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eagues clusive ryone

Happy Pride from everyone at Tesco PR IDEAT WO RK.IE

Happy PrideSee you from everyone next at Tesco. year

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CONTENTS & CREDITS Pride at Work Conference Report . . . . . . . . . . . . . . . . . . . . . . . . . 12 Pride at Work Training Modules . . . . . . . . . . . . . . . . 24 Dublin Pride 2023 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Pride at Work Winter Conference . . . . . . . . . . . . . . . . . 42 LGBTQIA+ Awareness Calendar . . . . . . . . . . . . . . . . . . 46 DEIB: Understanding the Terminology . . . . . . . . . . . 56 Equity Not Privilege . . . . . . . . . . . . . . . . . . . . . . . . . . 76 DEIB and CSR: What are the Differences? . . . . . . . . 96 Beyond the Parade . . . . . . . . . . . . . . . . . . . . . . . . . . . 98 Turning the Rainbow Green . . . . . . . . . . . . . . . . . . . 104

PRIDE AT WORK TEAM

PRIDE AT WORK PUBLICATION

Jed Dowling Christelle Gebhardt Jamie Kenny

Production The team at GCN

Graphic Design Colm Molloy With thanks to Rebecca Tallon de Havilland

Contributors Conference Report

by Ethan Moser Photos of Dublin LGBTQ+ Pride throughout were kindly provided by Chris Brooks, Pride Pics UK

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An Post proudly supporting Pride 2022 PR IDEAT WO RK.IE

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This year we made the top 10 in the Stonewall Workplace Equality Index.

To find out more visit sky.com/justbe #LifeatSky #JustBe 8

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Ireland

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Let’s Let’scelebrate celebratehow howfar farwe’ve we’vecome comeand andjoin joinususon onthe the journey journeytotoa amore moreinclusive inclusivesociety. society.

Proud Proudsponsors sponsorsofofDublin DublinLGBTQ+ LGBTQ+Pride Pride2021 2021 info@nationaltransport.ie info@nationaltransport.ie 11

PRIDE AT WORK CONFERENCE On May 12th and 13th hundreds of business professionals gathered at Dublin’s Radisson Blu hotel to discuss Diversity, Equity, Inclusion and Belonging (DEIB) at the 2022 Pride At Work Conference. Ethan Moser attended two days of essential conversations and refreshing ideas.

Presented by Dublin LGBTQ+ Pride 2022, the Pride at Work conference sought to educate workplace policy makers on alterations that would make their workplaces more diverse, inclusive, and equitable, as well as to increase a sense of belonging amongst all workers, regardless of race, ethnicity, colour, gender, sexual orientation, or gender identity.

The conference was a two-day event, separated into unique topics of conversation surrounding DEIB in the workplace. The first day of the event, which took place on Thursday, May 12th, was aimed at educating employers, senior managers, team leaders and HR professionals on implementing meaningful DEIB changes from the top down.

Thursday’s programme opened with a welcome address from the Director of Dublin Pride 2022, Phillipa Ryder, followed by a message from one of Pride At Work’s keynote speakers, Dr. Sean Henry, a postdoctoral researcher at Technological University Dublin’s Research Centre on Inclusive and Equitable Cultures.

Following the morning’s opening remarks, the conference schedule began with a panel titled “Equity not Privilege”.

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Panelists including Dublin Pride’s own Programming and Training Manager Christelle Gebhardt, activist Ailbhe Smyth, Coinbase Learning and Development Specialist Talita Ferrari Rodrigues, joined Dr. Sean Henry to discuss the topic. This first panel focused on the importance of moving beyond the “trend” of supporting marginalised people when they first enter a new workplace, and heading towards careerlong support for all marginalised people, not just the LGBTQ+ community.

This panel, which was sponsored by Coinbase, included a discussion of the fact that top-down approaches to inclusivity and equity in the workplace often feel inauthentic, while bottom-up approaches put the onus of changemaking on the workers themselves. In addition to moderating the panel, Dr. Henry had this to say on the subject: “I probably support bottom-up and top-down happening at the same time, because I think that sometimes a topdown approach can energise people who would be working from the bottomup. Some people at the roots level, if they see that management and so on are supportive, that can motivate people to organise something themselves.”

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After lunch, the conference reconvened for a short discussion on Rainbow Washing and the performative actions of many businesses and workplaces during the Pride season. Dublin Pride CEO Jed Dowling led the discussion, suggesting that all businesses should regularly be performing checks to ensure that they are not guilty of rainbow washing, or putting up a front of support for the LGBTQ+ community without follow-through, either in the form of support for their employees or monetary donations to recognised LGBTQ+ charities and organisations.

An afternoon panel on the difference between Diversity, Equity, Inclusion and Belonging (DEIB) and Corporate Social Responsibility (CSR) saw BeLonG To CEO Moninne Griffith take the stage to address the conference on strategies for combining DEIB and CSR techniques in order to achieve meaningful change in the workplace for marginalised employees.

Thursday’s schedule wrapped up with a panel titled “Beyond Pride” which focused on highlighting a handful of projects that donor’s support of Dublin LGBTQ_ Pride has helped to fund over the years, including the Rebecca Tallon de Havilland-led Project Trans Bootcamp and the essential PozVibes Podcast.

Tallon de Havilland, who served as the Grand Marshall of this year’s Dublin Pride ‘Inclusion’ pageant at the city’s Saint Patrick’s Day Festival, opened up about her passion project, Project Trans Bootcamp. It was founded to support trans-femme people on their journey through transitioning, not just physically, but emotionally, and legally.

It guides participants through a series of programmes, including education on transitioning in the workplace, sexual health, and improving self-esteem.

The second day of the Pride At Work Conference kicked off with a panel on Equity in Recruitment, where the Public Appointments Service’s Head of Equality, Diversity and Inclusion, Siobhan McKenna, The Open Doors Initiative CEO, Jeanne McDonagh, and Carson Townsend from Udemy gathered to discuss advances in more diverse hiring practices in workplaces throughout Ireland. Udemy also sponsored this particular panel.

While the panelists admitted that the last few years have seen great advances in diverse hiring practices, they revealed that there are still a great number of societal and attitudinal barriers facing those seeking work in Ireland, due to their race, socio-economic background, legal status, and so on.

After the panel, Siobhan McKenna had this to say about how those barriers are affecting hiring practices in the public and civil service: “For me there’s always those few types of barriers; the attitudinal, the ethereal that you can’t really pin down but you suspect that that person doesn’t really like gay people, or brown people, or whatever, or that they just want to hire their own. But the structural barriers are very real, like the example I gave on the panel about immigration visas. [The Civil Service] board is really keen that we go out to migrant communities and invite them to apply, but we can’t do that until those communities can actually, legally, get a job.

“If we relaxed the guidelines ever so slightly, we would actually have access to 50,000 people who are on a Stamp 4 visa. And there’s such demand for work across all sectors, and the Civil Service is no different.”

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Shoutout’s Executive Director, Ruadhán Ó Críodáin, and the Irish Centre for Diversity’s Communications Manager, Andrew Campbell-Edie came together in the afternoon for a panel on Belonging and Staff Retention. Dublin LGBTQ+ Pride provided figures stating that more than 50% of employees either quitting or planning to quit their jobs cited the lack of a sense of belonging as a major determining factor.

This panel discussed ways in which a sense of belonging can be fostered in the workplace, and offered job-seekers advice for checking out employers that can offer a greater sense of belonging from the start.

Following the panel, Ó Críodáin had this to say about Belonging —the ‘B’ in DEIB - “These letters are being added to the DE&I conversation almost in a progressive way. It’s like, companies first looked at Diversity and they said ‘okay, let’s get underrepresented groups in our company, regardless of what that experience will look like for them.’ And then they realised that they need Equity within their policies to make sure that those underrepresented groups were protected under the letter of the law. And then they understood that those groups actually needed to be included and have a voice at the table and to be represented and to have a meaningful stake in those conversations.

“Belonging is about how we can keep those people with us. It’s about what their experience actually looks like. It’s about moving past tokenism into someone really feeling like they have ownership over the company in some particular way.”

After Friday’s lunch break, a trio of panels comprised the conference’s afternoon schedule. First we saw Insight Matters’ Clinical Director, Anne Marie Toole, and Development Director, Dil Wickremasinghe, take a look at the challenges that continue to face LGBTQ+ families on the journey to full equality in and out of the workplace.

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Next, Lord Mayor of Dublin, Dr. Alison Gilliland, and Equality and Human Rights Activist Kieran Rose came together to look back at the roles Trade Unions and workers played in the fight for LGBTQ+ freedoms in Ireland in a panel titled “40 Years of Irish Workers Supporting LGBTQ+ Rights”.

The afternoon concluded with a panel titled “Turning the Rainbow Green”, where Dublin Pride’s sustainability partners Native Events discussed Pride’s duty to declare a climate emergency and recognise the disproportionate effects that climate change has on the LGBTQ+ community worldwide.

Native Events representatives Megan Best and Aine Hughes then discussed the steps that Dublin Pride was taking to become carbon neutral, and the effect those changes would have on Pride festivities to come.

To close out the conference, an evening panel convened to discuss Pride and Inclusion, led by Roderic O’Gorman TD, the Minister for Children, Equality, Disability, Integration and Youth, and Paula Fagan, the CEO of LGBT Ireland.

The speakers tackled a series of difficult questions, including: How do we address the issue of violence against LGBTQ+ people? What practical things can we do to support LGBTQ+ Refugees coming to Ireland? What are the barriers to inclusion for other vulnerable and marginalised groups within our community? What are we as a country and as LGBTQ+ organisations doing about it and what more do we need to do?

The invigorating discussion that followed showed how much the community had achieved, but also highlighted how far we still need to go to gain fully-equal rights. It was a fitting end to two days of essential conversation and inspiring ideas.

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RUADHÁN Ó CRÍODÁIN

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#KnowYouCan

Helping our community thrive

We believe in helping all communities thrive. That’s why we’re proudly supporting the LGBTQ+ community all around the world.

Wishing you a happy Pride.

axa.ie/pride 22 AXA Insurance dac is regulated by the Central Bank of Ireland. 05/21 OMG172526

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TRAINING AND PARTNERSHIP PROGRAMME BY

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Developed by Dublin LGBTQ+ Pride with support from The Department of Children, Equality, Disability, Integration and Youth, Pride at Work is the largest LGBTQ+ focused DEIB (diversity, equity, inclusion and belonging) training and partnership programme in Ireland. We share a common belief and commitment with all our Partners – Pride is more than a Day. Their year round support, not just of Dublin Pride but a host of other LGBTQ+ organisations, demonstrates that commitment. Becoming a Pride Partner is a great way to show practical support for your LGBTQ+ community while benefiting from the services we offer.

Accessible, judgement free DEIB training for individuals and organisations Through our workshops we create a safe space for people to learn, explore new ideas and ask questions without judgement. Each of our modules can be delivered as standalone workshops or as part of a longer-term training programme. We also offer tailored training and consultation services.

A framework to govern corporate participation in Dublin Pride Rainbow washing has no place at Dublin Pride, one of the ways we address this is by limiting corporate branded entry to our parade and other events to companies who become Pride Partners and take part in our Pride at Work Training.

A way to support LGBTQ+ community projects and organisations Pride at Work is operated by Dublin LGBTQ+ Pride CLG, a not-for-profit community organisation dedicated to raising awareness of the discrimination faced by LGBTQ+ people, promoting diversity and inclusion in society and championing equality for all people. Fees collected from training and partnerships support a variety of outreach initiatives and community projects.

Pride Partnership Benefits 2 training or consultation sessions annually 25% discount off additional training or consultation sessions Free access to online events 50% discount off tickets to in person Pride at Work events 50% off advertising rates for our annual Pride at Work Publication Logo on our website, prideatwork.ie Annual Fee: €2,500 A subsidised fee of €750 applies to small and medium sized businesses with an annual turnover of less than €1m.

All fees are exclusive of VAT Training & Consultation Session Fees Online - €1,000 In Person - €1,250 We are a not for profit company, all training fees are reinvested in community projects.

We also offer free or subsidised training for not-for-profit and community organisations.

For more information or to become a Dublin Pride Partner, contact prideatwork@dublinpride.ie 25

PRIDE AT WORK TRAINING MODULES We have 3 ways you can take part in our training; each session lasts approximately one hour.

Organisations/companies Delivered online or in person at a time to suit you, sessions are not only educational but also a great team building exercise, there are no limitations on numbers attending. Most companies do 2 sessions a year and usually arrange for 1 to coincide with Pride season. Pride Partners get 2 sessions as part of their standard package and sessions can be tailored to your own needs.

Individuals We deliver one to two sessions per month online (Zoom). This is a great way for smaller companies to engage or for individuals within organisations who would like to complete the full course.

Certificate course – Commencing in February 2023 we will offer a more comprehensive version of the course with additional interactive workshops and guest speakers. The course will be delivered in person in our Dublin City Pride Hub, over 8 weeks, each module will take approximately 2 hours. A certificate will be issued on successful completion of the course.

For more details visit prideatwork.ie Getting to grips with evolving LGBTQ+ terminology, understanding pronouns as well as all those different flags, can feel a little daunting and sometimes people are afraid to ask questions in case they offend.

This is an ideal session to share with the whole workforce, especially during Pride season. As with all our sessions, we provide a judgement free space to ask questions.

The workplace is an important social forum for most of us, we want to bring our authentic selves to work, and we want our colleagues to be able to do the same. However, for LGBTQ+ people and many other marginalised groups, that's not always possible, either as a result of current or historical discrimination or other external barriers to inclusion that exist. This session takes a broad look at the modern practice of DEIB within the workplace and the value it brings to an organisation

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Learning outcomes – Find out what the letters in LGBTQIA+ mean. Understand the differences between sexual orientation, gender identity and biological sex. Get a hold on pronouns and learn why we love flags and why the Pride flag is constantly evolving.

Learning outcomes – Understand the meaning and concept of Diversity, Intersectionality, Equality v Equity, Inclusion and Belonging. Become aware of the barriers to inclusion and belonging that exist for some people and the impact they have. Learn the difference between removing and overcoming barriers and how to do both.

We all have unconscious thought processes, gut feelings or instinct that allow us to make quick judgements and assessments. These are built up over our lives based on our experiences, background and societal conditioning and often include unconscious bias towards certain groups of people or cultures. While they may be unintentional, they are real and are extremely damaging.

Learning outcomes –

Gender. It is at the core of our very being. It's deeply personal, and at the same time, rooted in societal beliefs and conventions. It's about how we feel, dress, talk and move. It can also be a polarising or controversial subject, with trans and non-binary folk often facing higher levels of discrimination and hate than other members of the LGBTQ+ community. In this session we provide a safe space to address these questions and learn about the complexity and the beauty of gender.

Learning outcomes –

For over 50 years Pride has been the most famous LGBTQ+ rights movement in the world, but it was not the first. The fascinating history of how and why it came about stretches back hundreds of years and the journey of Pride has shaped and influenced generations of LGBTQ+ people.

Learning outcomes –

Understand how unconscious bias works. Accept and assess your own biases and develop a strategy to overcome them.

Learn what it means to be cisgender, non-binary or transgender, how does gender manifest, and how we can support diverse gender identities in our day-to-day lives.

Be aware of the history and lived experiences of LGBTQ+ people and therefore be able to have empathy.

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Being an LGBTQ+ ally can make a huge difference for those in the workplace as well as in everyday life. Whether you show your allyship by showing up to Pride parades or just standing up against homophobia or transphobia. It is super easy too – but sometimes we may worry about using our voices in case we offend or say the wrong thing.

Join us as we examine the power of allies, confronting our own bias and identifying hurtful or damaging language.

Learning outcomes –

People are the driving force behind any activist movement, and sustainable, effective support starts with community engagement. Since the first LGBTQ+ group in Dublin was established in 1973, there are now dozens of support, social and sports organisations in Ireland for LGBTQ+ folk and their allies.

Learning outcomes –

Understand how allyship works and why it is important for everyone. Top tips on how to be an ally to LGBTQ+ colleagues. Appreciate the power of kindness and small acts.

Get an overview of LGBTQ+ organisations as well as practical tips on how to meaningfully connect with rainbow communities with the resources that are available.

This module is specifically designed for anyone who wants to learn more about supporting their LGBTQ+ friends, family, or colleagues.

While we have made incredible progress over the past 50 years when it comes to our rights, being LGBTQ+ isn’t always rainbows and butterflies. As members of a marginalised community, we face unique and complex challenges that can have a negative impact on our mental health.

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Learning outcomes – Learn about minority stress and the existing mental health disparity as well as cultivating resilience through self-care and the importance of community and allies.

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Come As You Are

Your unique experiences and perspectives belong at KPMG.

Proud to support our LGBTQ+ colleagues and Dublin Pride © 2022 KPMG, an Irish partnership. All rights reserved.

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FOR THE LOVE OF

looking out for each other. for the love of progress

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PROUDLY SUPPORTS

DUBLIN PRIDE 2022

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OCTOBER 1973 10 people meet in Trinity College and the Sexual Liberation Movement, the first LGBTQ+ group in Dublin, is formed. The following year, the first Dublin Pride March took place.

MARCH 1983

The first large scale LGBTQ+ march in Ireland goes from Liberty Hall to Fairview Park. The first Dublin Pride Parade takes place 3 months later.

JUNE 1993 After 20 years of tireless lobbying and activism from the LGBTQ+ community, Ireland decriminalises homosexuality.

PROTEST. REMEMBER. CELEBRATE. Join the march on Saturday June 24th 2023

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R E G I S T E R N O W T O TA K E PA R T HOW TO TAKE PART IN THE PARADE INDIVIDUALS There is no need to register, this a free event and you can watch, join in or a bit of both.

COMMUNITY GROUPS & NOT FOR PROFIT ORGANISATIONS There is no fee to take part, we do ask you to register in advance to help us manage attendance. The front section of the Parade is reserved for LGBTQ+ community groups and has a strict no corporate branding policy. If you need help with your Pride plans, contact community@dublinpride.ie CORPORATE ENTRIES Dublin Pride is a major fundraising event for LGBTQ+ community organisations. We charge a fee for corporate entries which not only supports the parade, but a variety of other community projects we run. Entry to the Parade is limited to companies that are part of our Pride at Work Partnership programme.

ASSEMBLY ZONES O’CONNELL STREET - LGBTQ+ ORGANSIATIONS CATHAL BRUGHA STREET - YOUTH GROUPS PARNELL SQUARE EAST A - PRIDE PARTNERS AND ALLY GROUPS PARNELL SQUARE EAST B - PRIDE PARTNERS AND ALLY GROUPS NORTH FREDERICK STREET A - PRIDE PARTNERS AND ALLY GROUPS NORTH FREDERICK STREET B - PRIDE PARTNERS AND ALLY GROUPS PARNELL SQUARE NORTH A - PRIDE PARTNERS AND ALLY GROUPS PARNELL SQUARE NORTH B - PRIDE PARTNERS AND ALLY GROUPS

CORPORATE REGISTRATION

PROUDLY SUPPORTED BY

You now have the option to choose which of the 6 zones for Pride Partners you’d like to be in. Each zone has a set capacity and early booking is encouraged. To book your space now visit dublinpride.ie/parade

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THANK YOU TO OUR 2022 DEIB CONFERENCE SESSION SPONSORS

FOR INFORMATION ON SPONSORSHIP CONTACT prideatwork@dublinpride,.ie

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PRIDE ORGUEIL BRÓD ORGULLO DUMA ORGULHO GHN Pride Ad - GHN 210 x 272.indd 4

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Proudly supports

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Proudly Supporting Dublin Pride 2022

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LGBTQIA+

AWARENESS

CALENDAR JANUARY

27th International Holocaust Remembrance Day

FEBRUARY

JULY

Bisexual Health Awareness Month LGBTQIA+ History Month (UK) 20-26th Aromantic Spectrum Awareness Week

14th International Non-Binary People’s Day 16th International Drag Day

MARCH

23rd Bisexual Visibility Day

1 Zero Discrimination Day 19th 40th Anniversary of the march to Fairview Park st 31 Transgender Day of Visibility st

SEPTEMBER OCTOBER

LGBTQIA+ History Month (US) 11th National Coming Out Day 18th International Pronouns Day 23-29th Ace Week 26th Intersex Awareness Day

NOVEMBER

APRIL

6th International Asexuality Day th 24-30 Lesbian Visibility Week 26th Lesbian Visibility Day

MAY

17th International Day Against Homophobia, Transphobia & Biphobia 19th Agender Pride Day 22nd Marriage Equality Referendum Anniversary & Harvey Milk Day th 24 Pansexual & Panromantic Visibility Day

JUNE

Pride Month 15th Irish AIDS Day 24th 30th anniversary of decriminalisation 24th 40th Anniversary Dublin Pride Parade 28th Stonewall Riots Anniversary

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8th Intersex Day of Remembrance 13-19th Transgender Awareness Week 20th Transgender Day of Remembrance

DECEMBER

1st World AIDS Day

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OFFICIAL DUBLIN PRIDE

LANYARDS €5

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fiserv.com

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LGBT 26% Ireland OF OLDER LGBT+ PEOPLE ARE NOT OUT TO ANY OF THEIR HEALTHCARE PROVIDERS, OFTEN BECAUSE OF FEARS OF A NEGATIVE REACTION TO THEIR IDENTITY - Visible Lives, 2011

WANT TO HELP US CHANGE THAT?

VISIT: LGBT.IE/CHAMPIONS-PROGRAMME LGBT.IE/CHAMPIONS-PROGRAMME

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Support, Youth Groups and Crisis Counselling for LGBTQ+ Youth Belong To LGBTQ+ Youth Ireland

belongto.org 01 670 6223 51

Connecting Communities Proud Sponsors of Dublin Pride 2022.

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Proud.

Our strength lies in the people working with us.

We treat everyone with respect, so they feel valued for their diversity, unique perspective and contribution.

Experience a different perspective

Find out more at mazars.ie 53

Be Yourself.

Be Different.

Shine We’re proud to support our LGBTQ+ colleagues, family and friends and wish everyone a Happy Pride!

#PwCProud

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Together with Pride Kerry is proud to celebrate together with Dublin Pride and mark the occasion for the LGBTQI community in Ireland.

It is so important that we continue to shine a spotlight on the LGBTQI community during Pride month and continue to create a highly inclusive workplace where everyone can be at their best, contribute to our success and excel personally and professionally.

So from all of us at Kerry Globally Happy Dublin Pride.

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DIVERSITY, EQUITY, INCLUSION & BELONGING

UNDERSTANDING THE TERMINOLOGY DIVERSITY

INTERSECTIONALITY

The practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.

Broadly speaking we can classify diversity into four main categories:

The phrase ‘Intersectional’ was coined by American academic and activist Kimberlé Williams Crenshaw 30 years ago as part of a study of the levels of discrimination experienced by Black women in the workforce. Over time the concept developed as a framework to understand how different diversities can overlap and interconnect to create different types of discrimination or privilege.

Internal These are the things that we have no control over, like gender, race, age, disability, membership of the traveller community and sexual orientation, they are the things we tend to think of most when talking about diversity in the workplace as they are generally protected by law.

External These are things that some people, though in reality not everyone, has control over.

They include things like religion, family status and marital status that are protected by law as grounds of discrimination, but it also includes socio economic status which, while not protected by law in Ireland, is a significant cause of discrimination in the workplace.

Organisational These are things that an organisation or employer has choice over that affect the diversity of its workforce. Employers decide who gets promoted, who sits on their board and who gets paid more.

World view We all have our own code of morals, ethics and beliefs that we develop over our lives 56

INCLUSION The practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those who have physical or mental disabilities, and members of other minority groups.

BELONGING The feeling of being part of something, being valued and wanted, being safe and encouraged to be your full self.

This is developed over time by intentional acts of inclusion.

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TACKLING BARRIERS TO INCLUSION

BARRIER Exclusion

BARRIER Invisibility

EQUALITY Everyone is given the same supports and treated equally

= Some people overcome the barrier, but not everyone

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EQUITY Each person is given the supports they need and treated equitably

= Everyone overcomes the barrier

LIBERATION The barrier is removed

= True inclusion exists

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PROUD TO SUPPORT OUR EMPLOYEES OUR CLIENTS OUR COMMUNITY Goodbody supports Dublin PRIDE and fosters an inclusive and welcoming environment to all. We encourage all employees to be themselves and get involved in the community.

If you’re interested in joining the team, visit www.goodbody.ie/careers to find out more about us and our open positions.

FOLLOW US ON @goodbody.ie Goodbody Stockbrokers UC, trading as Goodbody, is regulated by the Central Bank of Ireland. In the UK, Goodbody is also subject to regulation by the Financial Conduct Authority. Goodbody is a member of Euronext Dublin and the London Stock Exchange.

Goodbody is a member of the group of companies headed by AIB Group plc.

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OFFICIAL DUBLIN PRIDE

T SHIRTS €20

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At Bord Gáis Energy we believe in a workplace where everyone can bring their whole selves to work.

Proud to be supporting our LGBTQ+ colleagues.

Diversity at our core At Grant Thornton we are committed to ensuring every member of staff feels they can bring their ‘whole’ selves to work. Diversity and Inclusion is at the heart of our culture and every interaction with our clients.

Dan Holland Head of Diversity & Inclusion E dan.holland@ie.gt.com

grantthornton.ie © 2022 Grant Thornton Ireland. All rights reserved. Authorised by Chartered Accountants Ireland (“CAI”) to carry on investment business.

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AIB SPONSOR

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DUBLIN PRIDE Allied Irish Banks, p.l.c. are regulated by the Central Bank of Ireland.

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This Pride, we loudly celebrate our diverse identities and dream of a fully inclusive future.

Love always wins.

Team Rainbow at Asana exists to support and create belonging for our LGBTQ+ employees, educate and empower allies, and help our broader community thrive.

Asana is proud to support Dublin Pride 2022.

PRIDE IN WHO WE ARE At ESB, we believe that having an inclusive workplace benefits all of our people, our customers and the communities we serve.

Learn more at www.ESB.ie.

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We Are Proud At CBRE Ireland PRIDE 2022

CBRE Ireland are delighted to be Dublin LGBTQ Pride Partners.

We are proud to be an inclusive organisation that fosters a culture where all of our people are encouraged to bring their whole selves to work, every day.

Learn more at www.cbre.ie Pride Advert.indd 1

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Be Proud Be Equal IBM is committed to providing an environment for LGBTQ+ individuals. Our success in creating an open and welcoming atmosphere – regardless of sexual orientation, gender identity or gender expression – has allowed us to attract and retain valuable new talents.

IBM is proud to support the Dublin LGBTQ+ Pride.

beequal.com © Copyright IBM Corporation 2022. IBM, the IBM logo, ibm.com are trademarks of International Business Machines Corp., registered in many jurisdictions worldwide. Other product and service names might be trademarks of IBM or other companies. A current list of IBM trademarks is available on the Web at “Copyright and trademark information” at www.ibm.com/legal/copytrade.shtml.

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Proudly Supporting Dublin Pride 2022 At Expleo, our mission is to harness the creativity and passion of our people to curate and promote a culture where everyone is respected and celebrated for the things that make them unique; where people with different backgrounds and experiences can thrive in their personal and professional lives and have pride in who they are.

Think bold, act reliable expleo.com

A diverse and inclusive world is a better world.

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EQUITY NOT PRIVILEGE Over the past 50 years, Pride has established itself as one of the most successful and influential human rights campaigns, directly impacting laws and practices in almost half of the world. When it comes to the workplace, LGBTQ+ Employee Resource Groups are consistently among the most popular. There is no denying that we’ve come a long way since throwing the first brick at Stonewall, and while it’s still far from perfect, society, overall, has become more welcoming of LGBTQ+ people.

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hile our achievements so far are a testament to the power of collective action, not every segment of society has made the same progress. Look back to June 2020 and Black Lives Matter.

Following the death of George Floyd (and later, here in Ireland, George Nkencho), thousands of people raised their fists and called for an end to the endemic violence against Black people.

What followed was a transatlantic ripple effect and outpouring of support. Yet, two years on, we still fail to see any meaningful change when it comes to racial justice and liberation. Instead, we see hashtags and headlines.

Racialised and marginalised groups must receive the same consistent social, political and economic support as LGBTQ+ people during the month of June.

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What the LGBTQ+ rights movement needs is equity not privilege. What we want is an equitable distribution of resources that benefits all marginalised groups and an approach that is nontokenistic, needs-based and consistent.

When it comes to Diversity, Equity, Inclusion and Belonging (DEIB), there is often talk about the importance of ‘bringing people to the table’ in order to be fully inclusive. First, however, we need to take a long hard look at our table itself. Inclusion cannot mean aggravating existing inequalities by pulling up chairs for some but not all or ignoring the fact that some can’t even make it to the table because the building doesn’t have a ramp.

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So how do we fix our table? While we don’t have a perfect answer to this question, we do have a few thoughts on possible solutions.

1 EDUCATION 2 COLLABORATION Learning about existing inequalities is key to countering them. It shouldn’t be the responsibility of marginalised folks to do the hard work. As part of our Pride at Work programme, we offer a range of training modules, including Unconscious Bias and Allyship training.

(More information on pages 24-27)

Making sure we have the right people to fix our table as well as the resources to invest in high-quality materials is essential. Working together and sharing resources - including knowledge, money, time and power - can make a huge difference when it comes to the longevity and success of a movement.

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CONSISTENCY

Fixed our table? Great, let’s make good use of it. Just like LGBTQ+ people don’t stop being LGBTQ+ after Pride month and need support 365 days a year, the same is true for other marginalised groups. Instead of getting stuck on awareness dates and months, we need to incorporate equity in our policies and, most importantly, practice all year round.

ACTION

While it’s important to be visible and take part in activism online in addition to offline, actions speak louder than words. Hashtag activism and declarations will only get us so far. No one likes tokenism, so let’s do better.

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Respect, dignity, and equality are fundamental, human rights.

We stand with the LGBTQIA2S+ community.

PLACE TO SAFELY BE

At Permanent TSB, we are committed to creating a diverse, inclusive and supportive environment where our colleagues feel engaged, valued and are given the support that they need to be the very best that they can be. Our support of Pride is one of the many ways we demonstrate the importance we place on inclusivity in the workplace.

Founded in 2019, our LGBTQ+ Employee Network PRISM promotes and values individual differences no matter how our people identify, in a trusting and respectful environment. We want to thank the Network for the important work that they do, and wish all of you a very happy Pride - we will be celebrating alongside you.

We’re proud to celebrate with you.

Making our employees feel at home is crucial to creating an inclusive environment. Over the last 12 months, our WAYOUT Employee Resource Group has reached over 300 of our Ireland-based employees—offering them a safe space to nurture and encourage the acceptance they all deserve— from pronoun workshops to LGBTQIA+ inclusive benefits.

We’re incredibly proud to be a part of the Pride celebrations, so we can celebrate everyone, and they can celebrate with you, too.

Visit aboutwayfair.com/dei to learn more.

At embecta we stand with PRIDE embecta.com BD, Pottery Road, Dún Laoghaire, Co. Dublin, A96 PC59, Ireland © 2022 embecta. All rights reserved.

A PROGRESSIVE WORKPLACE THAT SUPPORTS SUCCESS

Guided by our values of access, inclusion and opportunity we actively seek ways in which we can assist to develop and improve our client’s businesses, our colleague’s professional advancement and our community. www.lkshields.ie

Can what sets us apart bring us together?

In times of darkness, embracing and uniting differences will help form allies and drive positive relations. #BetterWorkingWorld #DiversityEquityInclusion

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10/05/2022 13:04:08

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TENI IS HERE TO SUPPORT TRANS SEEN PEOPLE AND THEIR FAMILIES

TENI provides gender identity and expression education training sessions that are tailored to businesses, community groups, the healthcare, and the education sector.

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To enquire about booking sessions with TENI, visit us at TENI.ie or email us at office@teni.ie

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OFFICIAL DUBLIN PRIDE

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Microsoft Pride Advert_148.5x210_V1.indd 2

Be proud of who you are – and where you work Work for a company that values every part of who you are.

At Greenhouse, our commitment to building belonging is at the center of everything we do. It’s how we fulfill our mission to make everyone great at hiring. After all, there’s no Greenhouse without a rainbow.

Help us change the way the world hires. greenhouse.io/careers

09/06/2022 13:20

We stand proud With our loved ones, our coworkers and our entire community — today and every day.

© 2022 JPMorgan Chase & Co.

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Proud to support Pride.

At Zurich, playing an active role in society helps us better understand our employees, customers and communities. We are proud to partner with Pride Dublin to build advocacy and allyship and enrich our diversity and inclusion commitment.

Celebrating diversity and inclusion.

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29/06/2022 15:50

Workday supports the recruitment, development, advancement, and retention of LGBTQ+ workmates. workday.com/careers

DEIB & CSR

DIVERSITY, EQUITY, INCLUSION AND BELONGING + CORPORATE SOCIAL RESPONSIBILITY

While diversity and inclusion programmes and corporate social responsibility are often spoken about in the same context and can complement each other, they are very different things.

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nvesting in diversity and inclusion training and development is a quid pro quo arrangement. There are clear benefits to any organisation in terms of increased productivity and creativity, higher profits and being seen as a more attractive employer. Corporate social responsibility is different, in that it is more altruistic- there is no direct service or benefit in return.

Are my company’s DEIB programmes socially responsible?

Diversity and inclusion programmes exist because discrimination and oppression exist, and nobody likes someone else profiting from their oppression. Two questions you could ask in this regard are: When I ask someone from a charity or non-profit organisation to deliver a training event, am I paying them the same rate I would pay someone from a private consultancy or training company?

And where does the money go?

For example, Pride at Work operates as a social enterprise within Dublin LGBTQ+ Pride. All facilitators are paid a fair salary, however all profits or surpluses are reinvested in community projects and initiatives (see the following pages for a review of what we’ve been up to over the past year).

Other organisations, such as BeLong To and Shoutout, offer training programmes and use the money generated from them to provide supports and services to young people across Ireland.

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Of course, there’s nothing wrong with using a private company to deliver DEIB training, and sometimes there are advantages in that, but a socially responsible programme will also include non-profit organisations that work directly with the people affected. Nothing about us without us.

Are my company’s CSR programmes diverse and inclusive?

Making a donation to a social cause without asking for anything in return is one of the clearest ways a company can show what its true values are. While LGBTQ+ issues are not the only important causes that need support, including them in your CSR and philanthropic programmes is an important way of demonstrating a genuine commitment to diversity and inclusion.

In 2021, we launched the Dublin Pride Fund at The Community Foundation for Ireland, as a system for individuals and organisations to donate to LGBTQ+ causes. The fund is managed by The Community Foundation who ensure the highest levels of compliance and transparency and focus on providing financial support for regional Prides and smaller volunteer run organisations across Ireland.

LAUNCHED IN 2021, BENEFICIARIES TO DATE INCLUDE: CARLOW PRIDE FESTIVAL / DROGHEDA LGBTQ SUPPORT EAST CORK NETWORK PRIDE / GALWAY COMMUNITY PRIDE LEITRIM PRIDE / LIMERICK LGBTQ PRIDE FESTIVAL MAYO PRIDE / PRIDE OF THE D / SLIGO PRIDE FESTIVAL TIPPERARY CLONMEL COMMUNITY PRIDE WEXFORD PRIDE / EQUALITY FOR CHILDREN FULL SPECTRUM / THE SWITCHBOARD AMNESTY INTERNATIONAL

PROJECT TO SUPPORT LGBTI+ ASYLUM SEEKERS

To find out how you can get involved and support the fund, contact community@dublinpride.ie

BEYOND THE PARADE Dublin LGBTQ+ Pride has, over the last few years, been able to support many wonderful LGBTQ+ community and cultural projects thanks to the contribution of our partners, and 2022 was no different.

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rom providing flags and bunting to some of the fantastic regional Prides, to promoting the activities of our fantastic LGBTQ+ organisations, to funding some amazing projects that are designed to keep our community informed, engaged and entertained, Dublin LGBTQ+ Pride were delighted to give support.

Whilst we can’t list them all, some of the community projects we’ve been able to help this year are:

PROJECT TRANS BOOTCAMP Project Trans Bootcamp is facilitated

by Trans pioneer Rebecca Tallon de Havilland. It was created to support trans-femme people on their own personal journeys, providing peer support as they navigate everything from the medical system, to employment and education.

POZ VIBE PODCAST We were delighted to once more provide support to the Poz Vibe podcast.

Hosted by Robbie Lawlor and Veda, it is a podcast for people living with HIV, as well as for their friends, family and allies. Now in its third season, it aims toward sharing stories, promoting positive outlooks for those living with HIV and tackling stigma, shame, and fear.

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NEURO PRIDE We supported a Pride Hub Takeover from Neuro Pride for World Autism Day on June 18th with a range of activities for neurodiverse folk. It was a jam packed day featuring panel discussions, a short film screening, sensory workshops and arts and crafts.

WOMEN’S SPORTS DAY This year we supported Dublin Lesbian Line and Sporting Pride who teamed up to hold a Sports Day for women and non-binary/genderqueer community members. Collaborating with groups such as Emerald Warriors and Phoenix Tigers, this event was aimed at tackling the lack of LGBTQ+ participation in sport.

Hosted by Phil T Gorgeous, the fun and engaging day was well received by those who attended, and we were thrilled to support it.

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TOP-TO-BOTTOM & LEFT-TO-RIGHT

PROJECT TRANS BOOTCAMP POZ VIBE PODCAST NEURO PRIDE WOMEN’S SPORTS DAY

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PRIDE IN INCLUSION (Supported by the LGBTI+ Community Services Fund 2021 provided by the Department of Children, Equality, Disability, Integration and Youth) We were able to provide a platform for marginalised groups by creating a safe and accessible environment in Dublin City Centre which was used by an array of groups, including those for neurodiverse people, wheelchair users, a community hangout space and a weekly trans meetup. We were also able to provide ISL at events taking place in the Pride Hub on Duke Street. One of the highlights this year was being able to provide a quiet-zone in Merrion Square.

Whilst Ireland has some ways to go to be truly accessible, we are thankful we were able to ensure that most of our events were.

ARTS AND CULTURE In addition to the community projects we supported over the past year, we also funded art and culture. With support from the Department of Tourism, Culture, Arts, Gaeltacht, Sport and Media and Minister Catherine Martin, we were able to create opportunities for artists and creatives from the LGBTQ+ community.

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THIRD-PARTY PROJECTS

FINGAL PRIDE AND DUBLIN PRIDE

This year alone, we supported over a dozen projects from a wide range of artistic and cultural disciplines, including literary events with the Small Trans Library and Black Queer Book Club, an autistic art event, cabaret nights, drag story time readings and our popular monthly spoken word and poetry open mic, Pride Poets, to name a few. This allowed us to reach different segments of our community including BIPOC (black, indigenous, people of colour); people with a migratory background; Trans and non-binary people; neurodiverse people and people with disabilities; older people; and socio-economic disadvantaged people.

On top of that, we boasted stellar lineups at the inaugural Fingal Pride Festival at Swords Castle and Grounds and at the Dublin Pride Festival at Merrion Square this year. Acts included Soulé, Sing Along Social, Sister Fenix, St. Bishop and Dani Larkin. Additionally, the festival programmes also included entertainment for family and children. Both festivals were extremely well attended and received by the public and the media.

IMPACT Our Cultural Programme plays a key role in removing stigma through positive and visible representation. Additionally, it fosters a sense of community, belonging and safety by creating LGBTQ+ spaces and allows us to engage with marginalised communities in a meaningful and sustainable way.

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SAFE QUEER BRAVE SPACE .

COMING SOON.

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DUBLIN PRIDE 2022 COMMITTED TO THIS THROUGH THE FOLLOWING GUIDING PRINCIPLES: Commitment Dublin LGBTQ+ Pride is committed to continual Climate Action and sustainability improvements each year in line with the national Climate Action Plan and its targets.

Recognising the climate crisis the world is facing, and acknowledging the reality that marginalised communities are always disproportionately affected by global crises, Dublin LGBTQ+ Pride launched its Climate Action Policy.

THE POLICY READS AS FOLLOWS: Dublin LGBTQ+ Pride is a not-for-profit organisation dedicated to raising awareness of the discrimination faced by LGBTQ+ people, promoting diversity and inclusion in society and championing equality for all people. As a human rights organisation, it is our duty to declare a climate emergency and to further recognise the disproportionate impact of climate change on the LGBTQ+ community both nationally and internationally.

Dublin LGBTQ+ Pride’s Climate Action Policy is to understand and, most importantly, reduce as much as possible the environmental impact of the organisation while enhancing its social, cultural and economic impact. We will do so within the scope of available finances and while protecting the cultural integrity of our organisation and events.

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Engagement Dublin LGBTQ+ Pride will provide all stakeholders with the essential information, education and training, encouraging them to take an active role in the implementation of the climate action strategy with a focus on carbon neutrality through reduction and offsetting for 2022.

Carbon Emissions Dublin LGBTQ+ Pride seeks to continuously understand, measure and reduce our direct and indirect carbon emissions where possible and will offset all residual carbon emissions to become Carbon Neutral in 2022. Pride commits to this in line with national and international carbon reduction targets and will use best practice carbon calculation tools to achieve this.

Energy Dublin LGBTQ+ Pride will use best practice energy monitoring technology, in partnership with an engaged event sustainability consultancy, to monitor, measure, accurately supply and reduce energy consumption at all of our events.

Transport As part of the carbon reduction objective, we will reduce transport impacts by prohibiting the use of diesel floats in the parade, switching to a more sustainable alternative such as Electric Vehicles or Hydro-treated Vegetable Oil (HVO), and by monitoring stakeholder travel and transport related to the festival, encouraging use of the most sustainable transport options.

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Waste Management Dublin LGBTQ+ Pride seeks to understand the waste produced at the parade and festival. Pride will prohibit the usage of common single use plastic items in line with the EU Single Use Plastic Directive to reduce waste and the chance of any plastic pollution into the immediate environment. Items include: cutlery (forks, knives, spoons, chopsticks), straws, beverage stirrers, balloons and the sticks to be attached to and support them, food containers made of expanded polystyrene and products made from oxo-degradable plastic.

Water We will encourage all stakeholders attending the event to use a reusable water bottle and seeks to understand the level of water used back of house.

Procurement Environmental protection and enhancement, and social diversity and inclusion will be included in all stakeholder contracts and considered in all procurement decisions.

Biodiversity Dublin LGBTQ+ Pride recognises the biodiversity crisis that we are currently facing and seeks to understand the potential impacts on the city’s wildlife. Pride will work with traders to encourage the use of local, organic, fair trade and rainforest-certified produce.

Reporting Dublin LGBTQ+ Pride will report on climate action, and specifically carbon emissions reductions, transparently and responsibly for each iteration of the parade and festival.

Policy Review Dublin LGBTQ+ Pride will review the Climate Action Policy annually for continuous improvement.

(Dated 14 December, 2021) During the Parade we removed over 30 diesel and petrol vehicles and replaced them with a mix of electric and hybrid vehicles, push- and peddle-powered floats and pageant walkers. We switched from diesel to vegetable oil to power our festival site in Merrion Square.

We embraced the idea of reusing and sharing - a circular economy. Our Grand Marshall’s float and many of the decorations at Merrion Square were loaned to us by the St Patrick’s Day Festival. The fittings and display in our Pride Hub were loaned to us by The Bretzel Bakery, and Brown Thomas gave us couches and chairs. Nothing was thrown away. afterwards.

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We are a LGBTQI+ family owned counselling, psychotherapy and wellness centre.

Since 2011, our LGBTQI+ affirming service supports children, adolescents, adults, couples and families through a wide range of mental health and holistic services.

With a team of 100 talented and dedicated therapists Insight Matters supports over 600 clients per week nationwide and internationally.

Insight Matters Psychotherapy . Counselling . Wellness

Insight Matters… because you matter!

106 Capel Street Dublin 1 - T. 01 891 0703 W. insightmatters.ie

Irish Water is commited to providing a place of work that is diverse and inclusive and that embraces difference, nutures inclusion and champions equality

NOVEMBER 18 - DECEMBER 1

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P A R T N E R S

R to DONATE to GCN & HIV Ireland

Text

‘GCN’

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Text costs €4. GCN will receive a minimum of €3.25 per text. Service Provider: LIKECHARITY. Helpline: 076 6805278.

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End homophobic, biphobic and transphobic bullying in irish schools

www.shoutout.ie

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01 872 10 55

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MON - FRI 18:30 - 21:00 SAT & SUN 14:00 - 17:00 We are currently recruiting volunteers for The Switchboard!

Contact: volunteer@theswitchboard.ie for more information. @switchboard_ie @theswitchboard.ie www.theswitchboard.ie

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Proud from the inside out.

Happy Pride from everyone at Tesco

D I V E R S I T Y. E Q U I T Y. I N C L U S I O N . B E L O N G I N G .

2022/23