Issuu

An LGBTQ+ Guide to Employment, Recruitment & Training

prideatwork.ie

Pride at Work Dublin Team: Jed Dowling, Christelle Gebhardt, Jamie Kenny Editor: Peter Dunne

Contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 04

Layout: Dave Darcy

Pride Branding: Colm Molloy

Lead Contributor: Sarah McKenna Barry Contributors: Denise Charlton, Dermot McCarthy, Aifric Ní Chríodáin, Philippa Ryder Photography: Keira Burton, Fauxels, Brielle French, Delia Giandeini, Jopwell, Tima Miroshnichenko, Nappy, Judit Pete

LGBTQ+ Staff Networks Put to the Test . . . . . . . . . . . . 08

Working From Home . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Why be Out when Everyone is In? . . . . . . . . . . . . . . . . . . 18

The Power of Philanthropy . . . . . . . . . . . . . . . . . . . . . . . . . 24

Pride at Work Must be Judged on Actions not Words . . . . . . . . . . . . . . . . . . . . . . 26

Know Your Allies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Valuing Your Abilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Supports Available . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

Career Coaching With Pride . . . . . . . . . . . . . . . . . . . . . . . 46 More About Pride at Work & Dublin LGBTQ+ Pride . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58 Our Supporters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

This project is supported by the LGBTI+ Community services fund 2020

Less than 30 years ago, homosexuality was still illegal in Ireland and an acceptable grounds for discrimination in the workplace, it wasn’t until 1999 that legislation was finally enacted to protect LGBTQ+ workers. Think about that for a minute. About 30 percent of people working in Ireland today entered the workforce at a time when the state not only permitted, but encouraged, discrimination against LGBTQ+ people. That discrimination still exists.

PRIDE AT WORK In 2019, over 10,000 people took part in the annual Dublin Pride Parade alongside their employers and work colleagues as part of company-led staff initiatives promoting diversity and inclusion in the workplace. It was one of the biggest staff outings in the country. And yet, the following week, figures released from the Central Statistics Office showed that the highest rates of discrimination in Irish society were reported by people who identify as LGBTQ+. Ireland has come a long way in the past decade, the passing of Marriage Equality and Gender Recognition in 2015 showed the world, that, as a whole, we are a progressive and inclusive society. Yet the legacy of discrimination and inequality still exists.

A 2019 Oireachtas publication highlighted the existence of both an employment gap and a salary gap, LGBTQ+ people are less likely to be employed, and more likely to earn less, than non LGBTQ+ people. This unequal footing in employment has been highlighted by the COVID-19 pandemic. A report at the beginning of the pandemic by the Human Rights Campaign Foundation in the United States highlighted that LGBTQ+ people had a heightened health and economic risk from the virus as they were more likely to work in industries that had a higher exposure and/or a higher economic sensitivity to the COVID-19 crisis. Pride at Work by Dublin LGBTQ+ Pride is an initiative to challenge workplace discrimination and its legacy by partnering with employers to promote allyship, inclusion and equality in the workplace while at the same time empowering and supporting LGBTQ+ people. Dublin LGBTQ+ Pride

TOP TEN Job Interview Tips

Ah, the job interview. As nervewracking as they can be, there’s no getting around this essential step on the journey to your dream job. Here are Pride at Work’s top 10 tips to quell those jitters and put your best foot forward!

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Mind Your Health! Get plenty of sleep the night before, drink lots of water, eat a good breakfast and rock up to the interview feeling refreshed. Not only will you make a great impression with the hiring manager, but you’ll be in a better frame of mind to thoughtfully answer their questions.

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Plan Your Journey If your interview is taking place in person, plan your route the night before. Give yourself more than enough time to get there and know exactly which bus, train or Luas to take. If you’re driving, figure out the best parking spots the day before.

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Familiarise Yourself With The Tech If your interview is remote, find out which platform you need to use. Make sure it’s downloaded and properly installed well in advance, and test your microphone and camera out beforehand. If it’s new to you, call a friend and do a trial run. Ensure that you can be seen and heard clearly!

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Get To Know The Company Employers are looking for someone who shares their vision of the company, so do your homework. Find out what their objectives are, read up on their history, their practices and their values. Then, think about what you can bring to the table.

Pose Like Wonder Woman!

This one might sound a bit silly, but trust us. In her body language research, social psychologist Amy Cuddy found that the Wonder Woman Power Pose (elbows out, fists on hips, feet apart) can boost confidence and decrease stress. So before your interview, take a moment in private to channel your inner superhero and feel the confidence rise in you.

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Ask Questions Most interviewers will give you a chance to ask questions at the end, so be sure to take advantage of this opportunity. Not only will it clear things up for you, but it will show employers that you’re engaged and interested in the company.

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Don’t Sell Yourself Short The interview is your opportunity to show employers exactly what you have to offer, so don’t be modest about your skills. Let them know what you can bring to the role, and point to real-life examples to back it up.

Be Respectful This one sounds like a no-brainer, but it’s worth mentioning. Employers are looking for candidates who will fit in with their company culture, so be kind to everyone you met along the way - whether that’s through online correspondence or in the actual building. Manners matter!

Don’t Calm Down - Get Excited Instead! Let’s be real. Interviews are stressful, and sometimes those nerves never seem to settle. But did you know that nervousness and excitement are actually very similar feelings? So channel your energy differently. Instead of trying to calm down, tell yourself that you’re not nervous, you’re excited. Studies have shown that this re-frame can actually boost your performance more effectively than trying to calm down.

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And Finally, Don’t Tell Them Your Biggest Weakness Is Perfectionism Employers want to hire a human, not a machine. It’s hard to know what to say when they ask about your biggest weakness, but resist the perfectionism cliché. Think honestly about a trait you’d like to work on - maybe you find it hard to ask for help, or you’d like to be more assertive - and let them know how you’d like to improve.

LGBTQ+ Staff Networks Put To The Test

2020 has been a challenging time for employees. LGBTQ+ staff networks were put to the test as committees looked for alternative routes to show up for their members, support them through a difficult transition, and remain visible. Sarah McKenna Barry caught up with representatives from a number of LGBTQ+ staff networks to understand how these vital lifelines can continue to operate and thrive throughout life with COVID-19 and beyond.

entral to the mission of LGBTQ+ staff networks is promoting visibility and fostering inclusion through Pride events in the workplace. More often than not, these celebrations serve as a catalyst for change within an organisation, as Colum Ward, a member of the Irish Life and Canada Life’s Pride Committee tells me:

was a very special moment,” a representative from the Outlaw Network tells me. “Marching down O’Connell Street with our friends and family, and again with the many senior lawyers, including the Director General of the Law Society, many marching for the very first time, was a truly wonderful moment. It showed how a group like OutLaw can help foster a sense of community and belonging. The Pride Flag was also flown over the Law Society for the first time that year. That was amazing to see, and to hear what it meant to people.” While a strong showing of solidarity is a necessary element of these networks’ operations, Pride celebrations constitute just one aspect of their work. Their commitment to the education and training that fosters a safe and inclusive working environment for all LGBTQ+ employees is equally important.

“Our biggest milestone was our first ever entry into the Dublin Pride Parade in 2017. Prior to that, LGBTQ+ employees in the company had no real visibility, or a strong demonstration of support from the company. That all changed in 2017, with the overwhelming success of our Pride entry, the support shown by the company and the huge number of allies that joined our LGBTQ+ colleagues for our first Pride breakfast and parade. Since then, we have grown over the last few years to provide education programmes to employees on LGBTQ+ issues and awareness.” Pride is similarly pivotal to the OutLaw Network, an organisation whose mission it is to promote the inclusion of LGBTQ+ people across the Irish legal community. “Our first Pride in June 2019

The Bank of Ireland Pride Committee - With Pride - raises awareness through a number of initiatives, including masterclasses on LGBTQ+ anti-bullying and LGBTQ+ ally training. Moreover, every staff member across Bank of Ireland’s branches receives trans awareness training, via their Gender Identity and Transitioning at Work Policy. Additionally, With Pride fosters an LGBTQ+ inclusive environment through all gender inclusive signage and all-accessible bathroom facilities throughout their premises. Internal training is central to the work of AIB’s Pride Matters Network. Caoimhe Scolard, AIB’s Diversity and Inclusion Lead, talks about how education drives inclusive policy change at the company: “There have been many successes in recent years, including the creation and rollout of an Ally Pack which was designed to equip straight and/or cisgender colleagues on how to be an ally. Being an ally means always being ready to show support, being fully informed and not being afraid to stand up for the rights of others and the AIB pack showed everyone how to do this.” 9

Being an ally means always being ready to show support, being fully informed and not being afraid to stand up for the rights of others. Caoimhe continued, “We also had a third party engaged to deliver the ABCs of LGBTQ+ training which gave participants an understanding of the key gender and sexuality terms, as at times people are not aware of the correct terms or language to use.” Moreover, AIB’s Pride Matters developed a Transitioning in the Workplace guide to educate cisgender employees and illustrate how they can assist colleagues who may be transitioning. Speaking on this guide, Caoimhe adds, “AIB believes that everyone deserves to express their gender fully and this guide is our small part in helping our employees do so.” LGBTQ+ networks had to adapt in order to continue to provide their services as businesses adjusted to working from home. For Irish Life’s Pride Committee, the focus turned to the promotion of resilience. Colum tells me, “All businesses have had to adapt to ensure business continuity. And just as all customerfocused areas of the business adapted, it was equally important that all areas of the business focused on supporting employees adapted too. The organisation as a whole has focused on resilience and maintaining a healthy mind and body with a series of wellness, fitness and employee assistance supports provided to all staff.” Crucially, the committee examined how they could maintain visibility and celebrate their members virtually: “The network continued with its Pride activities over May and June with training workshops, entertainment events and a 10

digital Pride submission. Continuing to support LGBTQ+ community groups at this time has been important for the network.” Adapting to a digital network was key to Bank of Ireland’s With Pride. As well as online supports, the committee created wellbeing podcasts for employees to listen to. With Pride also launched their Virtual Pride with a series of webinars and coffee mornings as well as a virtual Pride Parade and bingo event. AIB’s Pride Matters adapted quickly to continue to serve their members throughout lockdown, as Caoimhe tells me: “I’m delighted to say that the AIB Pride Matters group rose to the challenge and leveraged technology to ensure employees continued to be supported, and that a safe space remained for them regardless of the challenges presented by COVID.” They hosted a number of events, including partnering with Irish drag icon, Bunny O’Hare, for Queerentine Bingo which raised over €3,000 for BeLonG To. The committee’s dedication to LGBTQ+ awareness continued throughout the pandemic. In conjunction with The Lir, National Academy for Dramatic Art, Pride Matters hosted a threeweek masterclass series on the topic of Personal Presence, Making an Impact and Developing a Clear and Confident Voice. Caoimhe explains, “The Lir at Work trainings have helped people to find and use their voice, giving them confidence and empowering them to be at their best.”

While the OutLaw Network is still quite young - they first launched in January 2019 - they were determined to ensure that they didn’t lose momentum throughout lockdown. “We tried to stay connected and keep spirits high,” an OutLaw representative tells me. “We have had a few online events recently which have gone very well - some formal webinars and other more casual, conversational events where our members can link up with each other. Organising interactive events are now much more important as there is no mingling after talks, or wine receptions beforehand. It’s essential to make LGBTQ+ people feel visible, as it is easy to shrink when we’re away from everyone. Our new virtual book club, Get Lit, prompted a lot of good engagement, with several new faces joining.” As they look ahead to life beyond restrictions, staff networks return to their purpose to guide them in the future. Bank of Ireland’s With Pride Network’s primary goal for 2021 is to continue to educate, support and foster inclusivity for LGBTQ+ colleagues, customers and in the community. “While the LGBTQ+ landscape continues to evolve we need to adapt and change to ensure all members of our community’s voices are heard and respected,” a representative from With Pride tells me. “At Bank of Ireland, we continually strive to promote the use of language that LGBTQ+ people feel best represents them. We know there are still many challenges facing our community and we hope with each passing year we can make further progressive steps in the right direction for equality and inclusion.” Similarly, Colum assures me that Irish Life’s Pride Committee remains connected to their aim as they look further into 2021: “Our purpose and goal will be to continue to improve the workplace through education and visibility as well as supporting LGBTQ+ community groups.”

Upcoming projects include the launch of their Transitioning in the Workplace policy in Q2, the rollout of educational programmes in conjunction with LGBTQ+ organisations, and their continued support and sponsorship of Dublin Devils FC. The OutLaw Network considers their upcoming plans in relation to the goals they wish to achieve. “We want to make sure we are representing the minority groups and campaigns within the LGBTQ+ community,” a representative from OutLaw tells me. “We want to ensure that LGBTQ+ students studying law or considering a career in law still have the opportunity to meet people practicing law and ask questions about the career. We plan to create these opportunities over the course of 2021.” At AIB, their goal is to build on the success they saw in 2020: “We will continue to ensure that our LGBTQ+ colleagues experience AIB as a great place to work, as well as a place where they feel respected and celebrated and can thrive,” Caoimhe tells me. “We want our people to be their best self and we will ensure at an organisational level that our policies, procedures, trainings and work processes support that. From an external viewpoint we see that AIB has a role to playing in leading and facilitating inclusiveness in communities.” It’s true that 2020 saw LGBTQ+ staff networks put to the test. However, as these networks have demonstrated, if organisations focus on adaptability, education and visibility while remaining connected to their purpose, these committees can continue to serve the community in 2021 and beyond.

02 Minding your Mental Health while Working from Home While COVID-19 has taken the decision on whether or not to work from home out of people’s hands, we must still find time to take care of ourselves - that decision still rests with us, writes Sarah McKenna Barry.

ver the last ten years, remote working options have grown in popularity. Many employees view the ability to work from anywhere as a highly attractive perk, and, as a result, the work from home option has found itself nestled among an array of benefits on many job specs. In fact, in recent times, economic forecasters predicted the takeover of remote work, with the office becoming much less of a mainstay of corporate life. However, few could have anticipated just how suddenly the world would adapt to working from home from March of 2020.

In just a short couple of weeks, businesses made health a priority and the office-exodus began. At the time, we didn’t know just how long we would be working from our dining rooms and kitchen tables. Many of us hoped it would pass quickly, however, as COVID-19 cases rocketed around the world, a speedy return to office life was not on the cards. While we cannot predict when life will return to ‘normal’, one thing remains very clear - working from home is here to stay. Just last month, Tánaiste Leo Varadkar announced that employees will have the legal right to request home working. We are in it for the long haul. But if our homes become our workplaces, how can we achieve a work-life balance? What steps can we take to safe-guard our mental health throughout restrictions and beyond? I caught up with Insight Matters’ co-founder Dil Wickremasinghe to determine how we can mind our mental health while we are out of office. One of the key elements many people struggle with when they start working from home is setting boundaries. Dil elaborates on this: “Before, there was a natural structure. You get up in the morning, get dressed, have breakfast, leave the house. There were these very definite markers that helped you set up boundaries around work. Sometimes these boundaries would get a bit blurred, with emails being checked late at night, but at least you were physically not at work.”

Now, however, with this physical distance gone, workers need to establish boundaries of their own. Dil advises: “Ask yourself the question, ‘Are you working from home, or living at work?’ Use that as your marker. Depending on where you fall on that spectrum, you’ll know what you need to do to correct that balance. Structure is really important in that regard.” Physical boundaries can also help ensure a stronger work-life balance, as Dil explains. “A lot of people will be working in their bedrooms, and that’s really hard. It’s important to be able to put your workspace away, or block it all off from your vision so that when you’re off, you’re fully off. “This could be something as simple as getting a screen from Ikea and partitioning your desk from the rest of the room. Anything that will stop that space from looking like your office will be helpful.” Creating those work boundaries also play a role in maintaining healthy interpersonal relationships, as Dil explains, “In many ways, this is a really good time for people to go on that inward journey and look at how they’re relating with others and how they’re relating with themselves. It’s a great time to create healthier ways of relating.” Dil acknowledges how this is particularly relevant for workplace relationships: “It’s important to manage your communication and be able to express yourself and your needs in a way that is respectful but firm. Being assertive is actually an indication of having good mental health.”

When it comes to assessing relationships while working for home, Dil uses the analogy of radiators and drains as a guiding principle: “Who are the radiators in your life, and who are the drains? Who are the people who are taking energy from you, and who are the people who are giving you energy? Be mindful, and limit the time you spend with individuals who you know are going to impact negatively on you. Spend more time with people who give you support, who make you feel refreshed and restored when you speak to them.” In order to strengthen your mental health while working from home, resilience is required. “This is not a race,” Dill says, “This is a marathon. Our health is so important. What are we doing on a day-to-day basis to preserve our health? We need to take a very proactive, sustainable approach. Take a step back and look at how you are living your life at the moment. What are the things that are helping you that you could do more of? What are the things that are not helping you?” Dill emphasises the importance of good general health: “Physical and mental health both impact each other. Take a look at how you sit - your desk height, your chair - because it all adds up.” Movement is necessary, particularly for those who spend most of their working day sitting. Self-care, Dill notes, also plays an essential role: “Have a self-care practice. A person working from home needs to draw up a schedule for themselves. Have a timetable that has self-care sprinkled around it. Self-care has to be a daily routine.” Dill acknowledges that one person’s selfcare practice will differ from another’s, so it’s important to incorporate a method that will work for you: “Walking works for some people, but not for others. Whether your practice is to have a bath, meditate, or call a friend, make sure it’s implemented into your routine.”

Have a timetable that has self-care sprinkled around it. Self-care has to be a daily routine.

Lastly, for those who are finding it particularly difficult to look after their mental health while working for home, Dil recommends professional help. “It doesn’t matter how many walks you go on, or how many baths you have, or how many meditations you do, if you’re really struggling you need to reach out. Talking to a therapist can really help you figure it all out.” Dil appreciates that modern life is complicated, and whether you are seeking help with relationships, with work, with finding your purpose, a therapist can offer guidance: “All of these big questions - they’re a lot for one person to figure out on their own. It’s also a lot to ask your friends and your relatives because, right now, everyone is struggling. There is only so much support your loved ones can give you because they are just managing to support themselves. When you go to see a therapist, you don’t have to worry about how that therapist is doing. You don’t have to ask them, ‘How are you doing this week?’ or ‘Are you okay?’ because that doesn’t even come into the equation. Those 50 minutes are all about you. It’s for you to figure out how you are feeling, and if there is anything you can change.” For more information on the topics discussed above, visit www.mentalhealthireland.ie/ resources

ABOUT INSIGHT MATTERS First established by Dil Wickremasinghe and Anne Marie Toole in 2011, Insight Matters is a counselling and psychotherapy service based in Dublin’s city centre. With a team of 50 therapists, the practice provides essential mental health support to over 400 clients per week. Insight Matters was founded to address the lack of inclusive mental health services in Ireland. “Diverse sexualities, gender identities, ethnicities, cultures and life experiences are rarely accommodated in a therapeutic space, mainly because of lack of awareness,” Dil says. “Our services reflect our new diverse Ireland and our practitioners are skilled to welcome and work with all the rich diversity of human behaviours.” For more information visit www.insightmatters.ie

LIFE

Live Your Life, however Life shapes you.

Proudly Supporting Pride at Work 2021

03 Why be Out When Everyone is In? The LGBTQ+ community has faced many challenges in dealing with the COVID-19 pandemic, including isolation caused by a lack of social activities, and remote working. Has this made it more difficult to ‘come out’? And are companies cutting back on diversity and inclusion programmes as a result? Dermot McCarthy and Philippa Ryder, Directors of Under the Rainbow, discuss.

eople in general thrive when they have the opportunity to socialise, and our community is no different. The pandemic has affected our mental and physical wellbeing. With more and more people working remotely it is vital for companies to support their staff and to continue to give them the opportunities and resources necessary to ‘come out’ when they are ready. But it is also important that we look after our own wellbeing. So who are the most likely to be affected when working remotely or in isolation? SS LGBTQ+ people over 50 SS Disabled LGBTQ+ people SS The Traveller community SS Non-nationals, those in Direct Provision, BAME people SS Gender non-conforming people SS Religious LGBTQ+ people

With LGBTQ+ folk figuring quite often in that list, it shows the necessity of support. Speaking of her experience with government Diversity and Inclusion programmes and trainings, Philippa Ryder shared, “Coming out for the first time is one of the most difficult times of a person’s life. It can be a wonderful, joyous and memorable experience. But it can also lead to rejection, depression and worse. And coming out is something that most LGTBQ+ people have to do over and over again in their lives. Dermot McCarthy is a psychotherapist, he gave the following insight into his work with clients and the benefits therapy can bring: “It can be quite dramatic for some of my LGBTQ+ clients as they begin to come out. Fear of rejection by family, friends and work colleagues can be quite prevalent in the therapy room.” Dermot continued, “Being a member of the LGBTQ+ community, a psychotherapist and having worked with the LGBTQ+ community through this pandemic, I have seen the effect COVID-19 isolation has had on their mental wellbeing. Feeling as if they are on the outside of society, many of my LGBTQ+ clients found solace within their community. My younger clients found comfort in organisations such as BeLonG To, my clients who identify as trans found support in trans support groups as they dealt with the societal views of being trans, and the inadequacies of an Irish Healthcare System in relation to trans mental healthcare. When the COVID-19 pandemic hit Ireland, suddenly social clubs and supports were gone, proving difficult for many of my clients to deal with. Despairing over the loss of their LGBTQ+ safe havens, their isolation was greatly increased as now their valuable lifelines were cut off. Some of my clients live in a family where their LGBTQ+ identity is not known or accepted.”

With many of those social and support groups put on hold, being LGBTQ+ in a virtual workplace can be extra stressful for some, as Philippa described, “Before formally coming out, especially to family, many people try to gently guide workplace conversations around to LGBTQ+ issues to see if there are any strong reactions, either negative or positive, from colleagues. Without the office environment, this opportunity is missing. It’s far more difficult to introduce such topics into a work email or Zoom meeting and so there is a risk that staff can feel forgotten and become introverted, focusing too often on the negatives. “Isolation and working from home can increase the likelihood of being affected by the negativity prevalent on social media. This constant barrage can affect mood and cause a downward spiral into depression. “For the younger LGBTQ+ community who live at home, family members may not be supportive, which can be shown in their negative comments or lack of knowledge.” It is of course an individual choice as to when someone feels they want to come out. However: SS S tudies show that ‘out’ LGBTQ+ people are happier and more social than those who hide their sexual orientation. SS S elf-esteem increases when people feel valued and respected. SS W hen a person feels valued, they have an increased feeling of mutual acceptance, respect and belonging. SS L GBTQ+ inclusion in communities and workplaces provide increased opportunities for connection, happiness, and better health.

Recent statistics from Civil Service organisations show that when a broad Diversity and Inclusion programme is introduced, staff take less sick leave and have higher productivity compared to the time before. The adage of ‘if you can’t see it you can’t be it’ holds true – visible symbols, role models and inclusive LGBTQ+ events in the workplace, be it in person or online, vastly improves staff morale. Dermot adds, “Though many of us are now working at home, going to the office for some of my clients was a support network that they needed as they came out. Some would rely on the support of senior management and colleagues to assist them as they embraced their identity. Now that we are all working in a virtual world, it is great to hear that colleague support is still there. One client found that their company, by using pronouns on their Zoom meetings, greatly supported them on their new journey of transitioning. In fact, they have excelled in their role, obtaining a promotion.” So how can a company support remote workers and give people the opportunity to come out? Philippa offered the following insight, “In our work during 2020 in Under the Rainbow, we saw many companies and government organisations quickly embrace the possibilities of platforms such as Zoom and Microsoft Teams, offering webinars, online talks and trainings to their staff. Yet as the pandemic continued into the winter months, it was clear that staff were becoming tired, ‘Zoomed-out’, and the initial enthusiasm was fading.

“Nonetheless, online sessions remain a vital tool in keeping staff engaged and giving them the opportunity to feel valued and included. One added benefit of online events is the option of remaining anonymous by turning the camera and microphone off whilst still listening, participating, and asking questions once the staff member feels confident.” Dermot shared one of the major ways organisations can help their staff: “I also work as a wellness coach for a large corporate where they offer one-to-one wellness coaching sessions to their staff. I have noticed that the service particularly benefits employees who identify as LGBTQ+, and knowing that I am LGBTQ+ enhanced their mental wellbeing and productivity. I could tell that it was a great comfort for those employees to tell me they were LGBTQ+, as some could not tell their colleagues for fear of being rejected. They confided in me how great it was that the company was providing this service.” So whether your workplace is virtual or on-site, there are many options you could avail of. Research if your company has an LGBTQ+ staff network that you can contact in confidence. It might be possible to hold a social party on Zoom to provide and receive support. Attend online events from support services and companies, such as Under the Rainbow’s monthly lunchtime relaxed webinar which deals with a range of topics in the Diversity and Inclusion field and allows general discussion. See if your company can run webinars (The Property Registration Authority held the first ever Civil Service Inclusion Month during November – two talks a week on various subjects, some of which were LGBTQ+ related. These sessions were recorded and are available on YouTube). Other organisations also run online LGBTQ+ inclusive events.

Suggest that your company holds Zoom meditation sessions or encourages staff to look for mindfulness apps to improve their mental fitness. Companies will have a HR person who is tasked with ensuring staff are not bullied or harassed. Look for their contact details and suggest that a reminder of their services could be issued. Employees in government departments can avail of the Civil Service Employee Assistance Service which provides a confidential service where you can raise issues and ask questions. All employees are entitled to attend during work time without disclosing the reason to supervisors or management. Are there any ‘out’ staff members, role models, within your company that you could send a private message to, and who would be supportive? Stay active with simple physical exercises like short walks. Even 15 minutes five times a week will help with overall fitness levels. Check out groups like Sporting Pride whose #GetOutGetActive campaign has continued despite the pandemic. Dermot shared how he has gained immensely from joining an LGBTQ+ running club - Dublin Frontrunners. “The club has grown in recent years, helping members to embrace their LGBTQ+ identity, even serving as an extended family as some felt they could not be out to their family of origin.”

“Though at first hesitant to avail of online therapy, many have now found that it gave them a greater sense of security, as they felt they were more in charge of their destiny. They rediscovered those lost social outlets, as many of their social clubs moved online. Within these online LGBTQ+ social clubs they found additional support and newfound friends, not only in Ireland but around the world. They discovered self confidence, which gave them additional resilience to continue. This resilience was a powerful weapon to ending their isolation, therefore, improving their mental wellbeing. “Though we may all be ‘in’, it has certainly proved to be better ‘out’, as I have seen while working with my LGBTQ+ clients during this recent pandemic.” In closing, Philippa highlighted the importance of Diversity and Inclusion programmes. “A recent study by the Property Registration Authority’s D&I committee found that 1-in-10 staff said they did not support the programme. It is clear that we have to continue to educate and inform but, despite the pandemic and the isolation caused, our community is resilient. It is up to each of us to support our friends and colleagues through kind words and actions, and to help them in their journey of self-discovery while we look to better times in the future.” Contact Under the Rainbow at info@undertherainbow.ie or at their website, www.undertherainbow.ie.

Try to limit your use of social media. Continue following public health guidelines in relation to COVID-19 and remember that the pandemic will pass. Online therapy can have huge benefits, as Dermot explained: “This is a very accessible and effective way to ensure your good mental health. Many of my clients found their inner strength through the motion of online therapy. 21

The Power of Philanthropy Sarah McKenna Barry looks at how corporate philanthropy has played a central role in establishing Ireland as a leader in LGBTQ+ rights. In recent history, Ireland has seen some phenomenal social changes, particularly with regards to LGBTQ+ rights. Within the space of 22 years, the country decriminalised same-sex activity, outlawed discrimination on the basis of sexual orientation, introduced civil partnership, legalised same-sex marriage and introduced the Gender Recognition Act of 2015. These changes would not have come about without the vital work of LGBTQ+ organisations and the donors that fund them. Corporate philanthropy helped lay the foundation for marriage equality. Between 2004 and 2013, Atlantic Philanthropies invested over $63 million into four LGBTQ+ organisations: the Gay and Lesbian Equality Network (GLEN), Marriage Equality, Transgender Equality Network Ireland (TENI) and LGBT Diversity. The multi-year investment enabled these organisations to carry out essential work in their sector, which led to impactful changes for the LGBTQ+ community. With the support of their donors, the grantees were successful in passing the 2010 Civil Partnership Act and establishing the Gender Recognition Advisory Group. Moreover, Atlantic Philanthropies allowed these groups to lobby for improved public policy surrounding LGBTQ+ issues in a number of areas, including education and health.

The Community Foundation for Ireland has also been instrumental in providing financial support to LGBTQ+ organisations. Since their establishment in 2000, The Community Foundation has provided over €1 million to LGBTQ+ groups through their own fund, and through the funds of their donors. Over the years, BeLonG To Youth Service, the Rainbow Support Service, the National LGBT Federation (NXF) and TransParenCi have been among the grantees to benefit from the generosity of philanthropists through the Foundation. The impact of this philanthropy cannot be understated, particularly in regard to pushing for advocacy for the LGBTQ+ community. For instance, The Community Foundation for Ireland provided significant support for marriage equality in the lead up to, and throughout, the 2015 same-sex marriage referendum. Following the resounding victory, a statement on behalf of the groups involved in the campaign - Yes Equality, GLEN, Marriage Equality and the Irish Council of Civil Liberties - recognised their impact, saying, “Thank you to everyone at The Community Foundation for Ireland for your unstinting and inspiring support for the campaign, and indeed your support over many years of all our organisations to achieve this startling outcome!”

Corporate philanthropy equips organisations with the means to providing that much-needed support. Indeed, the community benefits of giving back are clear, but there is a strong business case for corporate philanthropy too. A report by C Smith published in The Harvard Business Review found that companies who give back to their communities enjoy an array of benefits, including greater employee engagement, boosted customer loyalty and a stronger brand image. Interestingly, the study found that businesses that engage in corporate philanthropy also tend to experience increased innovation and growth. Corporate philanthropy allows advocates to do their best work. While a number of milestones for the community have been made in recent history, LGBTQ+ groups provide unwavering support to members of the LGBTQ+ community every single day. To sustain this vital work, philanthropists continue to provide essential funding to their grantees as these organisations make Ireland a more inclusive and equal society.

Philanthropy also plays a pivotal role in implementing support systems and initiatives for members of Ireland’s LGBTQ+ community. For instance, the first ever National Gay, Lesbian, Bisexual and Transgender Helpline received significant funding from the CFI during its establishment.

05 Pride at Work Must be Judged on Actions not Words By Denise Charlton Chief Executive of The Community Foundation for Ireland

The rallying call of the United Nations for the postCovid world is to ‘Build Back Better’. It is a call which is to be welcomed in that it recognises that, before the pandemic, we were living and working in an imperfect world. While last year started with optimistic economic indicators, even under the shadow of Brexit, the reality is that for many it was a time of uncertainty. The gap between rich and poor was widening, minority communities felt increasingly isolated, discriminated against and threatened while the solidarity which binds us together was being undermined. 26

or the LGBTQ+ community, the discrimination was very real – and alarmingly beginning to come a lot closer to our shores. The divisive policies of Trump, Yeltsin and despots across the globe, which once seemed distant and far off, began to have a trickle-down effect. Those in Europe who sought to undermine our basic rights were emboldened and encouraged.

Being an Ally With that backdrop the continued importance of Pride becomes clear. In everyday life we all need allies – no matter what our sexual orientation, gender identity or gender expression. With the COVID-19 pandemic still impacting our lives we continue to need them now more than ever.

It was hard to believe that five years after Ireland was being lauded around the world as a beacon of hope by voting for marriage equality, Irish voters were in 2020 being condemned by political leaders in Poland as they created antiLGBTQ+ zones across their country.

While Dublin, Cork and other cities may have vibrant LGBTQ+ communities and Pride celebrations, there are also towns which do not. We need to be aware of that and look at ways to ensure people are not cut off or left behind.

The forces of the far-right were on the rise. Views, commentary and debates once thought unthinkable and unacceptable were unashamedly pushed back into the public domain by those who had an agenda of division, mistrust and hate. Minorities which often had to contend with being ignored or sidelined were openly targeted in a way not seen for decades.

There are very visible steps which can be taken, such as the proposals for rainbow zebra crossings, and the decision of Irish towns to use connections through twinning arrangements with Poland to reject their anti-LGBTQ+ policies and uphold the rights of the community.

It is true Ireland has escaped the worst of this and, thankfully, the marriage equality referendum has left us a legacy which continues to this day. That is not to say we have in any way reached the full equality we all desire. We see discrimination from some Irish users of social media, during some on-street demonstrations, and the youth organisation, BeLonG To, reported that for six-out-of-10 LGBTQ+ young people, ‘coming out’ is the biggest issue they face.

Allies in the Workplace During Cork Pride over the last October Bank Holiday weekend, one of the most interesting sessions focussed on Pride in the workplace. There are countless studies which show how much time each of us spend at work, whether physically or virtually. 40 hours a week, for 48 weeks a year during a working life of 37 years. That is 71,040 hours or 2,960 days or the equivalent of working 24 hours a day every day for more than eight years. Online and in person we spend more time with colleagues than any loved one. This shows the importance colleagues, managers and all our working relationships play in our lives. It impacts on wellbeing, health and ultimately every other aspect of how we live. This is why it is so important that the environment and socialising – and yes, even the gossip – which goes on in and around work is welcoming, safe and inclusive. 27

A sense of community must be encouraged and nurtured. It must involve us all and cover all parts of our daily life, including our work life.

Each year as June approaches workplaces almost race each other to be the first to fly the rainbow colours. It’s hard to believe that only a few years ago such a public embrace of the community wouldn’t be possible. It is a positive development which should be widely and warmly welcomed. However, it should also be remembered that truly inclusive workplaces have Pride all year round. Four years ago, an international study of 60 countries entitled LGBT Allies: The Power of Friends, found that 57 percent of employees would be too scared to speak up if they heard homophobic banter at work. This needs to be addressed in a number of ways. Companies should not just meet the minimum legal requirements to prevent harassment or bullying, but introduce their own, with a fair, clear and transparent complaints procedure. Leaders of companies should seek out opportunities to deliver speeches on inclusion in front of employees, at conferences or public events such as Summer Schools. Such endorsements are much more powerful that a workplace self-declaring itself as ‘gay friendly’.

Having a Diversity Officer in the team ensures opportunities and space for LGBTQ+ people and their allies to meet and show support for each other. An officer can also ensure that all language around company policies, contracts and documentation is inclusive. A concrete and very tangible way to show support is to make a contribution towards the community. Whether a workplace wants to support frontline services, health and wellbeing provision, information or advocacy, there are many opportunities. A corporate donation, a legacy or a gift can be a way to send a message internally within an organisation that it is a place of welcome for all, and, if desired, externally, to show the wider public the values which a workplace unites behind and holds dear. This would underscore a desire to go beyond flying the flag and speaking fine words, and to be seen as a workplace which fosters and promotes positive change.

Build Back Better Momentous global events, in particular those marred by human tragedy, can lead to social change once thought unimaginable. 2020 will be etched on all our memories for many of the wrong reasons. The pandemic brought us tragedy, isolation and hardship. However, it also saw volunteers, communities and charities provide essential lifelines. For those of us at The Community Foundation for Ireland it allowed us to witness the very best in people. We are proud to have their back. The Community Foundation for Ireland We at The Community Foundation for Ireland are entering our 21st year as the leading philanthropic organisation in the country, providing over €60m in grants. Charities, community and voluntary groups which receive grants share a vision of equality for all, in thriving communities. From day one, the Foundation has been supportive of the LGBTQ+ community. Most recently, in Cork, we partnered with TENI and the Cork Counselling Centre last year to fund the production of an information guide for counsellors and psychotherapists to provide appropriate supports for trans people. It was a success and the result is a resource to combat transphobia, stigma and discrimination. We are stepping up our efforts with a special LGBTQ+ Fund where donors can in a very tangible and real way become an ally. The Foundation looks forward to announcing full details at Pride At Work. These are they type of gatherings and events which keep hopes and spirits high, they also show the impact the partnerships, alliances and links which form through donations, gift giving and legacies, can have on communities and on lives.

In 2021, we have an opportunity to harness that energy. A sense of community must be encouraged and nurtured. It must involve us all and cover all parts of our daily life, including our work life. Together we must ensure that we emerge into a society where everyone is equal, everyone is included and everyone can go about their daily lives knowing they have colleagues, family and friends they can fall back and rely on. Workplaces have a unique role in ensuring that happens. While the UN may have a global view when it aspires to ‘Build Back Better’, the reality is, that can only be achieved one house at a time, one workplace at a time and then one community at a time. As we begin a new year, one in which we are looking forward with hope, The Community Foundation for Ireland is ready to engage with, partner and support inclusive workplaces that want to play their part. More information on our work is available at www.communityfoundation.ie

Know Your Allies We all deserve the right to bring our whole selves to work everyday. However, for some in the LGBTQ+ community, navigating corporate life can be a challenge, particularly if there is any ambiguity over whether our colleagues are accepting and inclusive of who we are. So how do identify our allies? And, more importantly, how can employers signal to their employees that their workplace is safe and inclusive to all? Sarah McKenna Barry investigates.

ecent research from Stonewall UK found that while employees are legally protected from harassment in the workplace, one-infive LGB people have experienced bullying over their sexual orientation while at work. Additionally, more than half of trans folk have experienced negative comments in relation to their identity in the workplace. Despite the huge strides that have been made regarding legislative protections, many LGBTQ+ people still feel unable to be completely open about their identity or orientation at work. In fact, one statistic from Stonewall shows that up to 62 percent of LGBTQ+ college graduates who were ‘out’ in college, decide to keep the details of their identity private when they join the workforce. Hostility towards members of the LGBTQ+ community takes a significant toll on their mental health and can manifest in the form of stress, anxiety and depression. However, when LGBTQ+ people feel supported and included at work, their psychological security has a ripple effect on the business at large. Not only are they happier, healthier and more confident, they tend to perform better at their jobs as well. Research published by Congress - the largest civil society organisation on the island of Ireland - found that when LGBTQ+ workers don’t have to worry about being ‘outed’ or feel like they don’t have to hide who they are, they tend to perform better. In turn, this increased productivity has a knock-on effect for the entire organisation. So, as it turns out, creating an LGBTQ+ friendly and inclusive workplace isn’t simply the right and ethical thing to do, it’s good for business as well.

So, the question remains, how do employees foster an LGBTQ+ inclusive environment for their staff members? How can they signal their allyship to LGBTQ+ employees? How can these employees identify their workplace allies? The truth is, there are a number of ways businesses and employers can communicate to employees that their organisation is a safe and inclusive place to work for all. For LGBTQ+ jobseekers, consulting the indices of inclusive workplaces can be a helpful starting point. In the UK, for instance, Stonewall publishes a list of the best employers for LGBTQ+ people each year. The organisation uses the UK Workplace Equality Index as a means of assessment across ten different areas - employee policy, employee lifecycle, staff network groups, allies and role models, senior leadership, monitoring, procurement, and customers, service users and clients. In the United States, The Human Rights Campaign runs a similar programme through the Corporate Equality Index, which assesses employers on corporate policies, practices and benefits as they pertain to LGBTQ+ employees. Closer to home, the GALAS recognise, among other things, the contributions made by companies and workplaces who foster inclusion and diversity. The awards, which were established in 2009, are run by The National LGBT Foundation (NXF). The GALAS acknowledge the achievements of businesses in the Outstanding Company Award which is given to companies that have an inclusive workplace culture and give back to the LGBTQ+ community by promoting LGBTQ+ people both at work and in society. Similarly, the LGBTQ+ Employee Resource Group GALA is awarded to LGBTQ+ staff networks or Employee Resource Groups for their role in pushing for positive change in the workplace.

Consulting with these lists can be useful for LGBTQ+ jobseekers in identifying companies with a strong track-record of allyship and advocacy. Beyond these honours and distinctions, however, inclusive companies can signal their allyship and inclusivity to employees in a myriad of ways. Visible markers of allyship can be an excellent launching pad. For instance, a number of corporations have erected signage in their front lobby to indicate to all employees, potential employees and visitors that the workplace is one that is safe and inclusive to LGBTQ+ people. Similarly, lanyards or badges in rainbow colours, or desktop Pride flags can be a very straight-forward, simple way for employees to signal their allyship to their LGBTQ+ colleagues. The participation of companies at Pride parades is another opportunity for employers to engage with their LGBTQ+ employees. Through Pride, organisations can promote inclusion and raise company-wide awareness for LGBTQ+ rights within the company at large. This year, Dublin Pride went virtual with an online parade, but typically - in pre-pandemic times - many businesses stand proud with other organisations, community groups and activists as they line the streets for one of Europe’s biggest LGBTQ+ festivals. While the presence of corporations at Pride can sometimes be a topic of contention, it’s important to note that for many LGBTQ+ employees this can be a very empowering experience. Being able to celebrate the wholeness of their identity while being supported by their colleagues sends a resounding message of acceptance to the LGBTQ+ employees taking part. Moreover, this statement can help to clarify an organisation’s commitment to fostering inclusion and diversity in the workplace.

When larger corporations go the extra mile for their LGBTQ+ employees, the impact cannot be understated. In 2019, for instance, Aviva Pride - the insurance group’s LGBTQ+ network - chose to honour their community in a highly visible way. Aviva joined forces with Dublin Pride to light up the Aviva stadium in rainbow colours. The profound gesture sent a powerful message to the company’s LGBTQ+ employees and customers, while the bold statement clarified the company’s stance on LGBTQ+ empowerment in the workplace. While these visual displays are all effective at signalling an organisation’s allyship to its LGBTQ+ staff members, it is even more important that these acts of symbolism are backed up by inclusive policy. Having an actionable commitment to creating a working environment that is safe and accepting of the LGBTQ+ community is vital for inclusive management. In order for employers to avoid the danger of “pinkwashing” it is crucial that there is real substance beneath the symbolism. Beyond the celebration of queerness in the workplace, positive and inclusive policy change can greatly improve the lives of LGBTQ+ employees. More and more organisations are now adopting specific policies around transgender issues. For example, Bank of Ireland ensure that each staff member is educated on issues relating to the trans community through their Gender Identity and Transitioning at Work Policy. Similarly, AIB’s Ally Pack is distributed to every member to educate them on inclusion and diversity.

Having an actionable commitment to creating a working environment that is safe and accepting of the LGBTQ+ community is vital for inclusive management. Crucially, these workplaces follow the lead of LGBTQ+ rights and advocacy groups, like Trans Equality Network Ireland (TENI) and BeLonG To, for guidance and clarity regarding LGBTQ+ inclusive policy, education and awareness. Working hand in hand with LGBTQ+ organisations can help businesses ensure that they are creating an LGBTQ+ friendly atmosphere for all. In fact, BeLonG To offer an eLearning course - Creating Safe and Inclusive Workplaces for LGBTQ+ People - to guide employers on best practices. With this course, participants can understand, among other things, the challenges Irish LGBTQ+ people face, how to manage subconscious biases regarding LGBTQ+ people, the business case for diversity, and the steps employers can take to make the workplace more inclusive. Like BeLonG To, TENI also offers valuable guidance to organisations looking to be better allies to their LGBTQ+ employees. TENI’s Guidelines for Employers and Employees is available to read for free online. In it, employers and employees can access practical information regarding terminology, recruitment and transition. Employers can even refer to the guide’s case study with Dublin Bus to develop their own workplace gender transition policy. Of course, employers and organisations vary in size and means across the board. Many may not be in a position to host regular LGBTQ+ events, or have a float in Pride. However, there are many simple, cost-free ways to signal allyship to employees and prospective employees.

In the hiring process, for instance, application forms can be amended to include multiple gender options, rather than just male and female. Hiring managers can initiate job interviews by stating their name and their own pronouns, before inviting the candidate to share their own. Organisations can adopt an inclusive bathroom policy. Employee handbooks can be written to clarify that the company is inclusive of LGBTQ+ employees, and that abuse and discrimination will not be tolerated. It is the responsibility of employers and managers to ensure that their LGBTQ+ employees can feel comfortable and safe in being open about their identity in the workplace. Hosting Pride events is just one way organisations can celebrate inclusion and diversity at work. In order to ensure that LGBTQ+ employees feel supported in bringing their whole self to work, leaders can strive for allyship by continuing to educate themselves and enact LGBTQ+ inclusive policy all year round. Employers do not have to do this alone. They can utilise and implement resources from TENI and BeLonG To, as well as being receptive to feedback from their own LGBTQ+ employees. In doing so, they become proactive in establishing a culture where everyone feels safe and secure in being themselves at work.

The LGBTI+ Community has experienced greater hardship due to Lockdown. Visit lgbt.ie to read the report in full. 35

07 Valuing Your Abilities

A lot of us - and we often think of this as “an Irish thing” struggle to talk about what we’re good at. Many of us are not particularly great at taking or seeking praise, either. The selfesteem of LGBTQ+ people is estimated at lower levels than the general population; stemming from discrimination and minority stress which begins at an early age. Aifric Ní Chríodáin from ShoutOut shares how it takes work to undo these setbacks and appreciate our own value.

nderstanding your own skills helps you to ‘sell’ yourself as a candidate, and listing these skills makes it a little easier for you to complete job applications by matching your abilities to a role description and passing on applications which don’t fit. You may currently be in a position where you are changing career entirely, or seeking a new role in the same field. Take a moment to reflect on your experience so far. What did you enjoy about your last job? What made you uncomfortable, or was negative, about your experience? Can you easily identify things you did or did not enjoy about the work, the conditions, or the culture in your last company? Consider making a list of your values and priorities in line with these reflections, and a list of what you might want to avoid in your next job. A decent work-life balance and established working hours might be important to you. Unfortunately, these are not a given, so this should be made a priority to consider when researching or discussing company culture during an interview. You might be particularly keen to have a clear management structure, and opportunities for mentorship and advancement. Look for companies who also consider this important, and openly outline this in their materials.

You will likely expect that your employer is LGBTQ+ inclusive and diverse, but how are their diversity and inclusion policies implemented? You may seek employers who offer LGBTQ+ staff networks, volunteering opportunities, and education on LGBTQ+ inclusion- all best practice. At a minimum, you deserve a guarantee that your status as an LGBTQ+ person will be respected and that you will be offered the same opportunities as your straight or cisgender peers. A good employer will clearly provide the same protections and support to all groups protected under Irish equality legislation, including, but not limited to, people of colour, Travellers, and people with disabilities. Before undertaking an onerous application or proceeding to the interview stage, research the company on their own channels and on websites such as Glassdoor. Reach out to anyone you know who may have worked there to hear it from the horse’s mouth, and decide whether the company’s values match your own. Asking Others for their Input If you have a good relationship with former colleagues or classmates, reach out to them and ask for their thoughts on how you might describe your skills and qualities. Explain that you’re putting together a CV or applying for a new role, and ask if they can help you list some skills based on your work together. 37

Take solace in knowing all that you have achieved, and will achieve, in terms of your own personal priorities. This is a handy ideas exercise, giving you a starting point to think about what you do well - for example, if a colleague described you as calm, you might contextualise that as being able to keep a cool head under pressure. If others considered you patient, that means you probably work quite well in a team, as you’re willing to give your time and energy to support your colleagues. This exercise will also set you up for the common interview/application question of “how would your former colleagues describe you?”, and can also provide a welcome confidence boost. Others often see us in a more positive light than we see ourselves! Volunteering / College Experience If you haven’t gathered much professional experience, or if your work experience doesn’t seem relevant to the roles you’re now applying for, it’s worth looking back on any volunteer work or study which called upon your skills. In post-primary and further education, most of us will have been asked at many points to deliver presentations: doing so engaged communication skills, public speaking skills, and processing and formatting information. Volunteer work, hobbies, and participation in clubs will all have engaged a range of abilities, depending on the nature of the work undertaken. Think about your activities and achievements in your voluntary experience, and consider in particular what was challenging or vital in your role - were you managing volunteers or coaching younger participants? Did you interact with the public or carry out fundraising activities? Many of these skills are highly transferable, particularly for roles in sales and support which continue in many sectors even during the pandemic. 38

For example, at ShoutOut, our incredible volunteers engage a number of skills to deliver educational workshops in schools across the island of Ireland. They must have excellent communication skills and be confident in public speaking in order to present to students daily. They need to engage critical thinking, memorisation, and storytelling in order to present the material and respond to student questions, and must be adept in facilitating discussions and resolving conflicts to guide the highly interactive workshops. Senior volunteers often take on a mentorship role in helping new facilitators learn the ropes, and all volunteers learn to lead and supervise students in a classroom setting. Volunteers must be highly organised and have strong time management to get all of the material covered in 60 minutes. Sometimes things go wrong; a co-facilitator doesn’t show up, a car breaks down, our volunteers work as a team and think on their feet in order to make sure the workshop happens. Since making our workshops virtual, our volunteers have mastered the tech of the moment and the occasional hiccups that come with them: Zoom, Microsoft Teams, Google Classroom, whatever you’re having yourself. Some of the valuable qualities our volunteers hold in addition to all of these skills include patience, empathy, understanding, dedication, integrity and confidence. These are all vital in their work volunteering to promote LGBTQ+ inclusion and to end homophobic and transphobic bullying in schools.

In interviews and cover letters, try to shape a narrative around how you developed your skills. Describe what your work brought to a voluntary organisation, how it furthered your study and understanding, and how you overcame obstacles in order to achieve your goals. Creating this narrative paints a picture for employers and helps them to better understand where you might fit in the team. Developing and Presenting your Skills It’s absolutely okay to just be ‘getting by’ this year. Whether that means using your free time to bash out as many job applications as possible or simply trying to take care of yourself dayto-day, it’s completely acceptable to not use lockdown to go on a big self-improvement rush. Surviving and staying home to protect others is an achievement in itself. If you do have the capacity to take on training to improve your professional capabilities this year, review which skills you have identified so far and where there may be room for improvement. Have you been claiming proficiency in Excel all this time, when in reality you basically just know how to make lists with it? Us too. Now might be time to take a free course so you can really impress people with some colourcoding and functions when you’re back on the spreadsheets. If you’re working in a creative field, or looking for roles in marketing or communications, there are many opportunities to increase your proficiency in programmes and digital tools. YouTube is the place to go for tutorials in programmes such as Photoshop, HubSpot, Wordpress, and others. Do your research: look into the tools you’ll be expected to use in your chosen field. Sites like Coursera offer a wealth of free online courses on a range of subjects - seek out something that interests you and matches your career goals and it will bolster your CV for years to come.

There are plenty of ways to present these skills and achievements outside traditional formats. Depending on the nature of your work, you might create a professional website, a creative portfolio, or assemble a collection of writing samples. Link to these in your CV or cover letter and you’ll stand out that bit more. Social media can be useful here. We tend to focus on how our social media profiles can come across negatively to employers and less on how they can be deployed to display our achievements, interests, and expertise. In some roles your Twitter, Instagram, or Medium can be as useful as your Linkedin: bear this in mind and consider setting up professional profiles on a range of social media sites. The process of applying for jobs asks us to list our skills, talents, and experience in a clinical, mechanical way. It can be exhausting, and demotivating, to be asked to scrutinise ourselves for what can seem like endless job applications. All of this is heightened by the pandemic; fewer jobs are available, and you may be pushed into a different field as a result of business closures or staff reductions. Add to this the anxiety of living through “strange and unprecedented times”, isolation from our friends and families, and lack of access to community spaces, and the result is more pressure than ever on jobseekers. Hopefully, the process of reflecting on your skills and talents can be a positive one, one which helps you realise that your many achievements can be quantified and put on paper. We hope you can take solace in knowing all that you have achieved, and will achieve, in terms of your own personal priorities. Personal worth can never be measured in jobs and salaries alone; but there’s still so much pride to be taken in what you have learned and the obstacles you have overcome in your life.

SUCCESS THROUGH DIVERSITY

Equality, Diversity & Inclusion (EDI) Training Employee Resource Groups (ERG) Pride at Work & LGBT+ Training Workplace Wellness Counselling, Psychotherapy & Coaching Professional Consultation For more information, contact info@undertherainbow.ie

www.undertherainbow.ie 41

Supports Available Whether you are a jobseeker, an employer, looking to skill-up or start a new business, there are many government initiatives out there to help you, alongside colleges, courses and schemes to get you where you need to go. Here are some helpful sources of information to find the answer to that question you’ve been wondering about. Jobseeker Supports If you’re looking for a new job, returning to work or study, you can find information on the following topics at www.gov.ie: SS Jobseekers SS Intreo for Jobseekers SS Back to Education Allowance SS Back to Education Programme SS Back to Work Family Dividend SS Working Family Payment For Jobsireland, visit their website at www.jobsireland.ie

Employer Supports If you are an employer and you need help or advice on how navigate your business throughout the pandemic and beyond, you can visit www.gov.ie for the following information:

Supports for those on the Live Register Starting a New Business Planning to create your own business or become your own boss? You can find information on the following topics at www.gov.ie:

SS Employer Supports

SS Back to Work Enterprise Allowance Scheme

SS Intreo for Employers

SS Short Term Enterprise Allowance

SS Disability Awareness Support Scheme

SS Enterprise Support Grant

SS EmployAbility Service

Find your Local Enterprise Office at www.localenterprise.ie

SS List of EmployAbility Organisations SS Employee Retention Grant SS Enterprise Support Grant for business affected by COVID-19 SS EURES (advice and assistance for recruiting in EU) SS JobPlus SS JobsIreland for Employers SS Redundancy Payments Scheme SS Wage Subsidy Scheme SS Youth Employment Support Scheme Employer Relations for Recruitment Services can be contacted at employer@welfare.ie

Training Feeling like you might need to up-skill to land that ideal job? Or want to try moving your career in a different direction? Here are some helpful sites to get you on the road to learning. SS Ecollege www.ecollege.ie SS Education & Training Boards training centres www.etbi.ie SS Further Education and Training Courses www.fetchcourses.ie SS National Adult Literacy Agency (NALA) www.nala.ie SS Qualifax www.qualifax.ie SS Skillnet Ireland www.skillnetireland.ie SS Solas learning works www.solas.ie SS Springboard www.springboardcourses.ie 43

SEXUALITY

ADDICTION DEPRESSION RELATIONSHIP I S S U E S

ANXIETY

SELF-ESTEEM

GENDER IDENtITY Wellness & Holistic Therapies

Created for the LGBTQI+ community, we are a family-owned counselling, psychotherapy and wellness centre. We support our clients through a wide range of mental health and holistic services. With a team of 85 talented and dedicated therapists, we support 500+ clients per week both through face to face and online appointments.

Insight Matters Psychotherapy . Counselling . Wellness

106 Capel Street, Dublin 1. Tel. 01 891 0703 Web. insightmatters.ie Email. info@insightmatters.ie

LGBT+ Fund for Ireland Where there’s a will there’s an... opportunity - to do something amazing! The Community Foundation for Ireland stands for a fair, caring and vibrant country and has been supporting LGBT+ projects in Ireland since 2001. Will you consider including the LGBT+ Fund at The Community Foundation for Ireland in your will? To find out more 01 874 7354 or visit www.communityfoundation.ie/impacts/lgbt Other funds supported by wills include the Arts, Environment, Women’s and Older Persons’ Funds.

www.communityfoundation.ie

09 Career Coaching with Pride!

As more people find jobs on Indeed than anywhere else, it is the number one job site in the world, allowing jobseekers to search millions of jobs on the web or on mobile in over 60 countries and 29 languages. With that in mind, the Indeed Team gave some excellent advice on landing that dream position.

o matter the stage in your career, Indeed is here to help. Our free online Career Guide will help you to discover information and inspiration to achieve your career goals. Here are some top tips on writing your CV, succeeding in virtual interviews and in designing your career. Six Universal Rules for Writing your CV 1. Cover all the basics. The goal of a CV is to best represent your relevant skills and accomplishments. 2. Explore other CVs for inspiration. There are sample resumes on Indeed.com which can be a great way to uncover stronger ways to describe your experience or to avoid overused words. 3. Use as few words as possible. 4. Quantify your accomplishments whenever possible. Numbers and data bring your work experience to life and help hiring managers envision the potential impact you could have in their organisation. 5. Use keywords that employers are using in their job descriptions. Some employers use an Application Tracking System, which means the more words you use in your own resume that align to the job description, the better chances you have of receiving a call for the role. 6. Proofread several times to catch typos and misspellings. 47

How to Succeed in Virtual Interviewing If you’re in the middle of your job search, it’s likely that you’ll be asked to do your interviews virtually. Here are a few considerations to set yourself up for success: 1.

Test your technology beforehand.

2. Wear professional attire. 3. Prepare in advance. 4. Limit distractions. 5. Use professional body language. 6. Build rapport. 7. Be authentic. 8. Follow up! How to Change your Career If you are currently considering changing careers, you’re not alone. There are several steps you can take to determine when and how to make a successful career change. Make a List As you consider making a change, it can be helpful to reflect back on things you’ve liked and disliked about your previous positions. Start by creating two lists: One for what you don’t like about your current career, and another for what you want in a new position. Assess your Experience and Skills While your new career might not exactly align with the experience you have, you likely have several relevant, transferable skills valuable to employers. To organise your thoughts, create a list of both your hard and soft skills. Hard skills are often acquired through training and practice, such as knowledge of specific software or speaking a foreign language. Soft skills typically involve your personality and interpersonal skills, and include things such as creativity, ability to work as part of a team and timeliness. 48

Research New Careers Your career research goal consists of three parts: SS Careers that won’t require any new knowledge or training (jobs where your current hard skills transfer immediately). SS Careers that may require a small amount of additional knowledge or training (jobs where some, but not all, of your current hard skills transfer immediately). SS Careers that may require a moderate or significant amount of new training (jobs where few, if any, of your current hard skills transfer). For this step, have three separate sections for different career options, and write down which of your hard skills transfer to those careers, and which of your desired career goals are met. Once you have a list of careers you want to explore, reach out to friends and family that might currently work in those fields. Search for industry groups in your area or on online forums and social media. Ask people in the field whether your current skills are easily transferred to that career, and what other skills you might want to acquire before sending out job applications.

Research the Employers and Roles Advertised There are a lot of ways to start researching companies that capture your interest. Here are a few: SS Create a target list of employers you’d like to work with. Visit their careers page and their Indeed Company Pages to get a wealth of information, such as reviews, videos and current job openings. SS From a Company Page, you can choose to ‘follow’ that employer to get email updates when they post new jobs. SS Visit a company’s social media pages to learn more about the day-to-day details of their business. SS Use a search engine to search for recent news articles about the company so you’re up-to-date on the latest developments. Update your CV After you’ve found a few potential career options, update your CV to reflect the relevant skills and experiences that make you a valuable employee in these positions. Try to align your resume as close as possible to the responsibilities of the role.

Find Additional Training If you’re dedicated to applying for and getting hired in a career where your current skills don’t exactly align, try to acquire as many requisite skills for that career as possible before sending out applications. Depending on the type of skills you need to acquire, you might consider: SS Taking self-taught online courses. SS Taking online courses through a local college or university. SS Volunteering at organisations where you can acquire necessary skills. For more in-depth versions of the subjects in this article visit www.indeed.co.uk Proudly brought to you from Indeed and the iPride Inclusion Group. iPride is an employee-led Inclusion Resource Group (IRG) that celebrates and supports LGBTQ+ culture and community both in and outside of the Indeed workplace. For resources, insights and tools for employers check out Lead with Indeed. This includes resources on Diversity, Inclusion and Belonging.

As you consider making a change, it can be helpful to reflect back on things you’ve liked and disliked about your previous positions.

LEAD WITH PRIDE 10 Motivational Quotes From LGBTQ+ Leaders The LGBTQ+ community have always been at the forefront of change. Let the following 10 quotes from these inspirational leaders in politics, sports, art, activism and business motivate you when you need a pick-me-up.

If I wait for someone else to validate my existence, it will mean that I’m shortchanging myself. Zanele Muholi South African activist and artist

I believe that no one should ever have to choose between a career we love and living our lives with authenticity and integrity. Selisse Berry Founder of Out & Equal 50

Never be bullied into silence. Never allow yourself to be made a victim. Accept no one’s definition of your life; define yourself. Harvey Fierstein American entertainer

The imperative is to define what is right and do it. Barbara Jordan American Civil Rights Movement leader

You can focus on things that are barriers or you can focus on scaling the wall or redefining the problem. Tim Cook CEO of Apple Inc.

Openness may not completely disarm prejudice, but it’s a good place to start. Jason Collins American basketball player

We should keep calm in the face of difference, and live our lives in a state of inclusion and wonder at the diversity of humanity. George Takei Actor, director and activist

Life is such a vibrant and wonderful thing, and I think we should always try and embrace it as much as we can. Sara R Phillips Irish activist

It takes no compromise to give people their rights. It takes no money to respect the individual. It takes no political deal to give people freedom. It takes no survey to remove repression. Harvey Milk Politician and activist

Who you are authentically is alright. Laverne Cox 51

When schools reopen, we’ll be there to support LGBTQ+ students.

At ShoutOut, our volunteers work year-round to help young LGBTQIAP+ people have a happier experience in school. We’ve delivered over 1,500 workshops to 45,000 students across the island of Ireland.

Support our mission:

DONATE or fundraise for us VOLUNTEER as a workshop facilitator BOOK A WORKSHOP FOR YOUR OFFICE OR SCHOOL

shoutout.ie

#mygraduatelife Be Yourself. Be Different At PwC, we give you the tools you need to grow professionally and personally in an inclusive workplace where everyone can be themselves. Think beyond a job. Think beyond your potential. Join us and find out where your talent could take you.

TO P TEN

Steps For A Stronger Growth Mindset

Stanford psychologist Carol Dweck coined the term “growth mindset” to define a way of thinking where one believes that they can improve. Following years of research, Dweck determined that those who have a growth mindset are more likely to achieve their goals than those who have a “fixed mindset”, ie. those who believe that their talent and intelligence cannot grow and develop. Check out these essential steps towards a growth mindset.

Shift Your Perspective

Seek Out Feedback

Focus On The Process

See What’s Possible

Refrain from seeing your skillset as a collection of fixed traits. Instead, consider them to be talents that you can improve through hard work and dedication. Growth mindsets blossom when you focus on the journey, rather than the end-result. Learn to love the process and you will improve as you go.

Welcome Challenge

We’re more likely to rise to challenges if we view them as opportunities to get better, as opposed to tasks that test our abilities.

Don’t Put Yourself In A Box

Refrain from defining yourself in terms of what you can or cannot do. See yourself as a person who is curious, willing to learn and eager to embrace growth.

Stop Fearing Failure

The fear of failure can prevent us from taking necessary action, so change the way you think about it. Accept that failure sometimes happens, but don’t view it as a setback - view it as a chance to grow.

Be open and honest with your colleagues, mentors, or employers about how you’d like to improve. Ask them if they have specific feedback for you, and use it to get better. Read up on the growth mindset, or better yet, check out Carol Dweck’s TED Talk to see the impact this way of thinking can have. Once you see what’s possible, you’ll be inspired to try it out for yourself!

Embrace The Power Of ‘Yet’

When you find yourself doubting your abilities, let the word ‘yet’ be your caveat. For instance, swap “I can’t do that,” for “I can’t do that yet”. Let it serve as a reminder for your potential to improve.

Accept Imperfection

Perfection might sound like a worthy cause to strive for, but it doesn’t really exist. Accept yourself for who you are, and don’t hide your imperfections from the world.

Be Mindful Of Your Mindset

When you find yourself accepting limiting narratives about your own abilities, pause and recognise what is happening. Call it what it is - a fixed mindset - and try to reframe those thoughts in a more positive way.

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Tips For Tackling Imposter Syndrome

As the name suggests, Imposter Syndrome is a phenomenon where one feels like they have not earned their success, or position, and instead feel like a fraud, waiting to be ‘found out’. The feeling is deeply undermining and research suggests that minority groups are more likely to experience Imposter Syndrome than the general population. Here are a number of steps to affirm your abilities for when Imposter Syndrome rears its ugly head.

Try To Understand It

Plenty has been written about Imposter Syndrome since it was first identified in 1978. There is an abundance of books, articles and TED Talks about the phenomenon. By learning more about, you guard yourself with the ability to recognise it and stop it in its tracks.

Know You’re Not Alone

Imposter Syndrome can be an isolating experience, but it’s important to remember that you are not alone. According to a study, an estimated 70 percent of people have reported experiencing it.

Take Pride In Your Position

Cultivate a healthy amount of pride in your role, and use this as leverage whenever Imposter Syndrome decides to strike.

Deal In Facts

Imposter Syndrome thrives on speculation, so look for positive evidence to the contrary. Remind yourself of past achievements, and use them to affirm your position.

Celebrate Success

When you achieve something new, make a deliberate point of celebrating it. Recognise and relish in your success.

Give The Feeling A Name

When you sense an incoming bout, call it what it is. Better yet - give it a name! This will allow you to separate the feeling from the fact.

Share How You Feel

Reach out to those around you, and let them know how you feel. Talking about it will help, and they may be able to offer some affirming words to guide you through it.

Address The Route Cause

While Imposter Syndrome has no definitive cause, those who suffer from anxiety are more likely to encounter it. If you’re struggling, help is available. Chat to your GP, or free-text HELLO to 50808 for 24/7 mental health support.

Don’t Try To Be Perfect

Striving for perfection is likely to set you up. Set realistic standards, and give yourself a pat on the back for achieving them.

 Put Pen To Paper

Journaling is useful for navigating complex thought processes, but it can be especially useful in dealing with Imposter Syndrome. When you see the feeling written down, you are in a better position to question the hold it has on you.

TO P TEN

Steps To Better Communication

As most of the country transitions to working from home, communication has never been more important. Listening, networking and being present still remain vital elements of our jobs. While we can’t be in the same room as our colleagues, here are some top tips for better communication in 2021.

Be Present

It’s easy enough to get distracted on a Zoom call, but your colleagues will notice if your attention starts to drift when they speak.

Be Aware of ‘Zoom Fatigue’

Online conferencing can be exhausting, so keep your sessions to the point. If it could be an email, let it be an email.

Don’t Be Afraid To Network

Platforms like LinkedIn have made it easier than ever to connect with others in your field from the comfort of your own home. If there’s someone who you look up to, be brave and reach out. You might be surprised by how readily they answer!

Get Involved

Pauses and silences are natural. Give your colleagues a moment to gather their thoughts and take in what’s being said, before moving on.

Many large companies have fantastic LGBTQ+ networks and support groups in place, and they continue to do excellent work throughout the pandemic. If your workplace doesn’t have one, consider starting your own.

Keep Lines Of Communication Open

Make The Most Of Online Conferences

Let The Room Breathe

Check in on your colleagues to see how they are getting on generally. Lockdown is an isolating experience and chatting about how they’re dealing with life outside work can make a difference.

Save That Late Email For The Morning

When working from home, it’s natural to feel like you’re always ‘on’. Be considerate of your colleagues’ need for downtime and try to send all work-related correspondence during office hours.

The beauty of virtual events is that you can tune in from anywhere in the world. Take advantage of this logistical perk and find a conference that interests you personally and jump right in.

Ask For Help

If you’re struggling, there is no shame in asking your colleagues for help. You might just need a friendly ear to listen, or you could require their advice in tackling a specific problem. In any case, sharing your concern will do no harm.

Learn To Say No

Honesty is a vital part of communication, so be transparent with yourself and your colleagues. If you find yourself taking on too much, be realistic about it and let your employer know. They will appreciate your candour.

TO P TEN

Productivity Hacks

It can be tricky to find motivation while working from home. Luckily, Pride at Work has you covered with these 10 tips and tricks for increased productivity.

Declutter Your Space

Whether you work at your kitchen table or in your bedroom, make sure that your desk is free of trinkets and other things that might distract you throughout your day. Surround yourself with what you need and nothing else.

Stay Off Social Media

Resist the urge to look at social media! If that’s too hard, there are a number of apps that will do this for you. Check out Offtime, Flipd and Freedom to see which works best for you.

Make A To-Do List

To-do lists work wonders for helping you stay on track, plus the satisfaction of crossing items off will keep you wanting more.

Take Meaningful Breaks

When the motivation to work simply won’t come, stretch your legs, get some air, and come back with a fresh perspective when you’re ready to knuckle down.

Try The Pomodoro Technique

With this time management hack, you work in 25 minute blocks, separated by a five minute break. After four blocks, take a break of 15-30 minutes, then start over until the task is done.

Get To Your Most Dreaded Task First

If there are a number of items on your to-do list, start with the one that seems least appealing. Once it’s out of the way, the rest of your tasks will seem rosy in comparison.

Focus On One Thing

Avoid multi-tasking, and give one item of work your undivided attention until it’s done. This will stop you from spreading yourself too thin.

Treat Your Body Right

Being productive is especially hard if you’re not in a healthy state, both physically and mentally. So eat well, drink plenty of water and ensure that you get enough rest.

Work Smart

Find out if delegation or automation can make any element of your job easier. If it can save you time and energy, it’s definitely worth looking in to.

Know When To Call It A Day

Rest and relaxation play a role in increasing productivity, so be aware of your limits, and know when to stop.

About Pride at Work by Dublin LGBTQ+ Pride 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.

OUR WORK INCLUDES: Dublin Pride Parade and March – Traditionally held annually on the last Saturday of June to commemorate the events of Stonewall, the Parade is one of the largest coordinated events in Ireland and involves groups from over 200 different organisations along with tens of thousands of the general public. Dublin Pride Festival – June is Pride Month and we support over 100 LGBTQ+ themed events across the city and county of Dublin. The festival is also one of the largest fundraising events of the year for many LGBTQ+ community organisations. Winter Pride – This is a series of communityfocused events run over the winter months designed to connect LGBTQ+ people and showcase the supports available at a time of year when they are often needed most. Community Support – We work closely with a variety of LGBTQ+ charities, community organisations and government agencies to advocate for LGBTQ+ people. Dublin LGBTQ+ Pride also provides financial support to a number of LGBTQ+ organisations through our Pride at Work Program. Pride at Work – An education program that promotes diversity and inclusion in the workplace through training and partnerships. The program includes our annual Pride at Work Conference along with a variety of training events and publications such as this one.

TRAINING MODULES AVAILABLE INCLUDE: Letters and Stripes

How to be an Ally

Getting to grips with LGBTQ+ terminology, understanding pronouns, and understanding all those different flags, can feel a little daunting at first for many.

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 go through talking about the power of allies, confronting our own bias and identifying hurtful or damaging language. This informal workshop will aim to show people how they can make a huge difference through everyday acts of kindness.

Terms can change and evolve every now and then, but it does not have to be a taboo conversation. From understanding the differences between Sexual Orientation, Gender Identity, and Biological Sex to getting a hold on pronouns, and why the ever changing Pride Flags are things to be embraced - we have got you covered! We are happy to provide a safe environment where people can ask questions, learn about things and share their outlook and experiences – making your place of work more inclusive and supportive for all who work there.

The journey of Pride, history of the movement in Ireland and abroad, and what Pride around the world is doing now Want to know your marches from your riots? Your protests from your parades? From The Stonewall Inn of New York City to Fairview Park in Dublin, global and local events helped shape the journey of LGBTQ+ people and their communities. With hard fought victories in Ireland in terms of Marriage Equality, blood donation and Gender Recognition – what are the most pressing priorities for LGBTQ+ organisations now? How can we support groups and organisations trying to operate in hostile countries? And what can everyone can do to make a difference? Join us for an informative session that will help shine a light on all the work, past and present and how much there still is to do. 60

Pride Quiz - have fun while learning Whether it’s trying to work out the year of decriminalisation or how many times there has been an LGBTQ+ world leader, let us host a quiz for you and your team. Topics could be anything from history to politics to sports to the Eurovision Song Contest. It promises to be both fun and informative, with prizes galore. For more information, or to book one of our training courses, contact prideatwork@ dublinpride.ie

BECOME A DUBLIN PRIDE PARTNER We share a common belief and commitment with all our wonderful Pride Partners and Sponsors – Pride is more than a Parade. Their year-round support, not just of Dublin Pride, but a host of other LGBTQ+ organisations demonstrates that commitment. Becoming a corporate partner is a great way to show practical support for your LGBTQ+ community. Not only do your fees contribute to the work of Dublin Pride, they also support other LGBTQ+ projects and organisations. Pride Partners also have access to our Pride at Work diversity and inclusion training program and can qualify for entry into our annual Pride Parade. Entry to the annual Pride Parade is limited to companies who have been Pride Partners for at least 12 months prior to the Parade date.

PROUDLY SUPPORTED BY

PLATINUM SPONSOR

GOLD SPONSORS

SILVER SPONSORS

HOSPITALITY PARTNER

PRIDE PARTNERS

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.

GUARDIANS

Did you know that GCN is a registered charity with a not-for-profit business model? Like many other organisations, the COVID-19 pandemic has profoundly impacted the way we run our business and our ability to raise much-needed funds in order to sustain and stabilise the work we do for the Irish LGBTQ+ community. We have been proudly reflecting queer life in Ireland since 1988 and we need your help to continue doing the vital work of amplifying and celebrating our community with a monthly print production, a daily newsite and a dynamic range of (now virtual) live events. We have an exciting new initiative, GCN Guardians, that allows you, our dear readers, to be part of GCN and invest in the work we do for the community. Become a #GCNGuardian today by pledging €50 (minimum) a month. Visit gcn.ie/support and use the code #GCNGuardians when you pledge €50 or more per month.

BE PART OF IT.