This year, Stanton House took a different approach to Pride Month

Every June LinkedIn gets a ‘Rainbow’ make-over with many companies changing their logo to a rainbow flag. Here at Stanton House, we believe the acknowledgment of Pride Month in this way is very important. Still, to foster true change, we believe further education and policy enhancements are necessary. It’s not enough to simply wave the rainbow flag. 

In fact, in 2022 Stanton House wrote a blog that highlights how pinkwashing doesn’t drive change for the LGBTQIA+ community. We pledged to start making internal changes by reviewing policies, changing recruitment procedures, and igniting the willingness and commitment to diversity training. 

Although I am not a member of the LGBTQIA+ community, allyship is deeply personal to me both personally and professionally. I've witnessed firsthand the transformative power of inclusivity and allyship.  

One moving experience stands out: during my recruitment efforts post-pandemic, I connected with a transgender candidate navigating the job market. With empathy guiding me, I ensured they found a role that aligned with their skills and aspirations. This encounter highlighted ongoing challenges within corporate cultures that can still be discriminatory. It fueled my commitment to advocate for change, guiding our clients and their teams toward more inclusive practices through open dialogue and educational initiatives. 

Working for an organization like Stanton House, which is determined to alter corporate culture for the better, supports my passion for allyship. I’m grateful to work alongside an incredible DE&I team that is determined to move us forward on the starting points below. 

How to action change

1.  Education: We host training sessions run by our DE&I committee members and external speakers to educate all of our employees on how to become an ally, avoiding microaggressions, speaking up for others, and much more. We share annual inclusive language toolkits to uphold the need for ongoing learning. For Pride Month specifically, we are sharing sobering facts across the organization each week. 

2.  Leverage education to foster allyship: We have a culture of continuous feedback here, both from a technical and behavioral perspective. We communicate this feedback in real time and through annual peer reviews. Our feedback expectations come from our core – our values as an organization. They are to lead with Integrity, Ambition, and Energy, personally and professionally. We have zero tolerance for disrespect in any form and hold each other accountable at all times.

3.  Equality: In recruitment, it is easy to hold a bias on what a ‘good’ candidate looks like for our clients. It is our job to shape equality and ensure that there’s an equal playing field for the workforce of today and in the future. Training our employees on this and guiding them through real case scenarios is always at the forefront of our DE&I’s initiatives and throughout the pursuit of delivering an exceptional customer experience. 

4.  Identity: The LGBTQIA+ community is a large community, and identities are complex and intersectional, remember that everybody is different and has their own story. People must be allowed to choose their own labels. Not everybody may identify with the LGBTQIA+ community but instead, prefer to be recognized as Queer, or a Gay Man, so don’t group people together without thought. Identity can change over time as well, respect this!

5.  Intersectionality: It is important to recognize that individuals may be part of different minority groups and the experience of someone who is Black and Trans is very different to someone who is Male and Gay.

6.  Policy: Parental leave, harassment, and other HR policies at Stanton House have been reviewed and enhanced since 2022 to better support everyone. 

7.  Dress code: At our company, we understand that a business casual dress code is more than just a policy; it’s a powerful statement of support for individuality and inclusivity. By allowing our employees to dress comfortably and express themselves freely, we create an environment where everyone, including our LGBTQ+ colleagues, can feel respected and valued.

8.  Language: Effective communication is crucial for creating exceptional customer experiences. Our internal inclusive language toolkit is designed to address common misconceptions and identify language that should be avoided. By educating our employees on microaggressions, which are among the most common forms of exclusive language in the workplace, we ensure that our communication remains respectful and inclusive. This ongoing education helps our team understand and recognize the impact of their words, fostering a more supportive and welcoming environment for both colleagues and clients.

9.  Awkward Questions: Just because someone discloses their sexual orientation or speaks openly about their gender identity this does not mean you can ask them really personal questions. The following are examples of questions that should not be asked in conversation with a customer or colleague:

Don’t ask…

• When they ‘knew’ - as coming out can be traumatic for some LGBTQIA+ people and this question can make them feel obligated to talk about it
• Personal questions about intimacy – if you need to know, you can always google it!
• If they want kids / how they would have kids if they wanted them

Do…

• Take their lead - if the individual is happy sharing personal information with you, they will in the right context

10.  Normalize pronouns: One impactful way we can further influence our organization's culture of inclusion is by including pronouns in our social media profiles and email signatures. This simple yet powerful practice signals our commitment to respecting everyone's gender identity and pronouns. By normalizing the use of pronouns, we create a more welcoming and inclusive environment for all.

11.  Society: It is important to understand that the community deals with different challenges coming from our society, be educated on what goes on outside the company, and understand that this may affect members of the community in different ways.

With the LGBTQIA+ population in the U.S. doubling in the past twelve years, it is imperative to continue transforming corporate culture. At Stanton House, we strive to ensure that the knowledge and values we promote extend into everyday interactions, creating a ripple effect of positive change throughout society.

To learn more about some of the policy changes we’re looking into this year stay tuned for this month’s edition of our Outspoken newsletter on LinkedIn. Our HR Advisor Rakeb will share valuable insights into how you can create a more inclusive workplace for the LGBTQIA+ community.