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 .

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 .

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EDUCATION 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)

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 .

COLLABORATION 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 .

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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.

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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.

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09/06/2022 13:20

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.

Workday supports the recruitment, development, advancement, and retention of LGBTQ+ workmates.

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