Everyone’s welcome at Tesco. We’re proud to support our LGBTQ + colleagues to be themselves at work through an inclusive working environment and ensuring everyone has the opportunity to get on.
Pride at Work Conference Report
at Work Training
Work
Not
the Parade
are
the Rainbow Green
Graphic Design Colm Molloy
With thanks to
Tallon de Havilland
Production
The team at GCN
Report by Ethan Moser
Photos of Dublin LGBTQ+
throughout were kindly
by Chris Brooks, Pride Pics
Let’s celebrate how far we’ve come and join us on the journey to a more inclusive society.
Let’s celebrate how far we’ve come and join us on the journey to a more inclusive society.
Proud sponsors of Dublin LGBTQ+ Pride 2021 info@nationaltransport.ie
Proud sponsors of Dublin LGBTQ+ Pride 2021 info@nationaltransport.ie
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” .
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 ”
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 . ”
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
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
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
No matter where you are on your digital journey, we’re here to help you go further.
If you could do with a little help with getting online, developing your existing digital skills, or even expanding into new markets, then this programme is for you.
Find out how we can help you at g.co/yourethebusiness
Brought to you by:
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.
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 stand alone 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.
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
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
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 compa nies 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 certifi cate will be issued on successful completion of the course.
For more details visit prideatwork.ie
Getting to grips with evolving LGBTQ+ terminology, understand ing 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, especial ly during Pride season. As with all our sessions, we provide a judge ment 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 ses sion takes a broad look at the modern practice of DEIB within the workplace and the value it brings to an organisation
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 Belong ing. 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 over coming barriers and how to do both.
We all have unconscious thought processes, gut feel ings 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 dam aging.
Understand how uncon scious bias works. Accept and assess your own biases and develop a strategy to overcome them.
Gender. It is at the core of our very being. It's deeply person al, 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.
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.
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.
Be aware of the history and lived experiences of LGBTQ+ people and therefore be able to have empathy.
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 some times 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.
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.
People are the driving force behind any activist movement, and sustainable, effective sup port 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.
This module is specifically designed for anyone who wants to learn more about supporting their LGBTQ+ friends, family, or colleagues.
Learning outcomes –
Get an overview of LGBTQ+ organisations as well as practical tips on how to meaningfully connect with rainbow communities with the resources that are avail able.
While we have made incredi ble progress over the past 50 years when it comes to our rights, being LGBTQ+ isn’t always rainbows and butter flies. As members of a margin alised community, we face unique and complex challeng es that can have a negative impact on our mental health.
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.
At Citi, we believe an inclusive world unlocks the true potential in what we can achieve together. We’re dedicated to supporting the LGBTQ+ community around the world, and to keep pushing forward to create a better tomorrow.
THE LOVE OF looking out for each other. for the love of progress
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.
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.
After 20 years of tireless lobbying and activism from the LGBTQ+ community, Ireland decriminalises homosexuality.
the march on Saturday June 24th 2023
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 organisa tions. 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.
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
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
27th International Holocaust Remembrance Day
Bisexual Health Awareness Month
LGBTQIA+ History Month (UK)
20-26th Aromantic Spectrum Awareness Week
MARCH
1st Zero Discrimination Day
19th 40th Anniversary of the march to Fairview Park
31st Transgender Day of Visibility
6th International Asexuality Day
24-30th Lesbian Visibility Week
26th Lesbian Visibility Day
17th International Day Against Homophobia, Transphobia & Biphobia
19th Agender Pride Day
22nd Marriage Equality Referendum Anniversary & Harvey Milk Day
24th Pansexual & Panromantic Visibility Day
Pride Month
15th Irish AIDS Day
24th 30th anniversary of decriminalisation
24th 40th Anniversary Dublin Pride Parade
28th Stonewall Riots Anniversary
14th International Non-Binary People’s Day
16th International Drag Day
23rd Bisexual Visibility Day
OCTOBER
LGBTQIA+ History Month (US)
11th National Coming Out Day
18th International Pronouns Day
23-29th Ace Week
26th Intersex Awareness Day
8th Intersex Day of Remembrance
13-19th Transgender Awareness Week
20th Transgender Day of Remembrance
1st World AIDS Day
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
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.
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:
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 .
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
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 .
We all have our own code of morals, ethics and beliefs that we develop over our lives
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 .
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 .
The feeling of being part of something, being valued and wanted, being safe and encouraged to be your full self This is d eveloped over time by intentional acts of inclusion.
Everyone is given the same supports and treated equally
Some people overcome the barrier, but not everyone
Each person
The
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.
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.
Proud to be supporting our LGBTQ+ colleagues.
At Bord Gáis Energy we believe in a workplace where everyone can bring their whole selves to work.
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.
Allied Irish Banks, p.l.c. are regulated by the Central Bank of Ireland.
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.
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.
This Pride, we loudly celebrate our diverse identities and dream of a fully inclusive future. Love always wins.
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
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 .
While 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 .
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
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
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)
2
3
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 .
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 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
Respect, dignity, and equality are fundamental, human rights. We stand with the LGBTQIA2S+ community.
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.
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.
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.
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
diversity and inclusion.
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 .
I
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 .
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
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 .
F
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 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
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 .
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
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
(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 .
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
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
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 .
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 .
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 .
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
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
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
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
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
Environmental protection and enhancement, and social diversity and inclusion will be included in all stakeholder contracts and considered in all procurement decisions
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
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 .
Irish Water is commited to providing a place of work that is diverse and inclusive and that embraces difference, nutures inclusion and champions equality
