3 Ways to Take Pride Beyond the Parade in the Workplace
Real inclusivity isn’t just about dusting off ye olde pride flags during June and calling it a day; it’s about creating a space where everyone feels valued, respected, and safe, regardless of their identity! If you’re ready to dive below the surface of Pride and make a real difference, here are 3 easy ways you can help create an inclusive, safe space for everyone in the workplace, especially your LGBTQ+ colleagues.
First, Some Impactful Math
Let’s do some light math for a moment. According to a Gallup poll in 2023, about 7.6% of adults in the United States identify as LGBTQ+. If you can believe it, this figure was only 3.5% in 2012! For all you math whizzes out there, you’ll realize what this means: the number of LGBTQ+ identified people in the United States has more than doubled over the past ten or so years.
Let’s break it down differently now. Here are the percentages of U.S. adults who self-identify as LGBTQ+ by generation:
Gen Z (born 1997 – 2012): 22.3%
Millennials (born 1981 – 1996): 9.8%
Gen X (born 1965 – 1980): 4.5%
Baby Boomers (born 1946 – 1964): 2.3%
Silent Generation (born 1945 or earlier): 1.1%
Are these numbers proof that children are being brainwashed and indoctrinated by the insidious “gay agenda”? No, of course not! That’s a ridiculous thing to say.
What these numbers do show is that times are changing. Don’t get us wrong, there’s still a long, LONG way to go before LGBTQ+ people are completely safe to be who they are— just look at the national debate surrounding trans rights. But in general, society is becoming gradually more accepting, a place where people are increasingly comfortable to be who they really are. It’s also a clear indication that as Gen Z continues to enter the workforce, workplaces are going to have to keep up with these societal changes if they want to attract, retain, and respect younger talent.
1. Use Inclusive Language
Sticks and stones can break my bones, but words can really hurt my feelings! Language is a powerful tool that can build people up, or tear them right back down. In the workplace— where respect and collaboration are key— using inclusive language is particularly important. Let’s check out some different aspects of inclusive language you can use to be a good ally toward your LGBTQ+ colleagues!
Pronouns
Ah, pronouns. Those little words that pack a big punch, in a necessary-part-of-speech kind of way. Here’s the thing: pronouns matter, a lot. Using the correct pronouns for someone isn’t just a grammar nitpick, it’s an acknowledgement of respect for someone else’s identity. It might feel a little awkward at first if you’re not used to asking peoples’ pronouns, or don’t often use a singular “they/them.” However, we like to think a little awkwardness is a small price to pay for the creation of a more safe and inclusive workplace. Plus, it’s like riding a bike— the more you practice, the more natural it becomes!
Don’t be afraid to share your pronouns first, if you’re comfortable with it. It normalizes respectful pronoun usage, and sets a good tone for anyone who may have been scared to start the conversation. Some people are still working out their identity or aren’t ready to formally declare their gender to the people around them— no one should be forced to disclose their pronouns if they’re not comfortable!
If you make a mistake and refer to someone by the wrong pronouns, just apologize briefly, correct yourself, and move on. Making a huge deal about it only makes others uncomfortable, and also puts a burden on LGBTQ+ people to comfort and reassure you. Remember that the goal is to make everyone feel respected and included, not create any additional stress or awkwardness!
Addressing Groups
A bad habit that society needs to kick is using gendered language when addressing groups of people. You’ve heard them a million times, and have probably used them yourself— “hey guys!” or “ladies and gentlemen!” This might seem minor to someone who adheres to the gender binary (male and female), but for someone who doesn’t neatly fit into these categories, these gendered greetings can feel like a small yet persistent reminder that they aren’t fully seen or acknowledged by their workplace.
So, you ask, what’s the alternative? Luckily, the English language is chock full of lovely gender-neutral terms that we can use. Here are some gender-neutral phrases you can use in the workplace:
Hey Team
Hi Everyone
Howdy, Y’all
Good Evening, Folks
Salutations, Friends
Ahoy, Crew
Good Morrow, Townspeople
Greetings, Esteemed Colleagues
Family Relationships
Not everyone’s family fits in the traditional mold of “husband, wife, and 2.5 kids,” and it’s time to talk about it! Using inclusive language around family dynamics and relationships is all about recognizing and respecting the diverse ways people can build their lives.
Instead of assuming that someone has a “husband” or “wife,” try using the term “partner” instead. Not only is it gender-neutral and non-assumptive, but it also defines peoples’ relationships based on respect and equality, rather than traditional gender roles.
But why stop there? We refuse! When asking about someone’s family, consider limiting your use of “mother” and “father” and use something like “parent” instead, which includes same-sex couples, non-binary couples, single parents, and others who may not fit conventional labels. The words “son” and “daughter” can also be switched to the gender-neutral “child” or “children” if you aren’t sure of their identities.
2. Recognize the Power of Intersectionality
Intersectionality is a big word, but we’re going to break it down, together! Intersectionality is the idea that people have more than one identity or social category (think race, sexuality, gender, class, and ability), and those identities intersect to create unique experiences, opportunities, and pathways of oppression.
For example, a queer woman of color in America navigates life with a completely different set of challenges than, say, a queer white man. Her unique identities as a woman, as a person of color, and as part of the LGBTQ+ community don’t exist in separate silos— instead, they intersect and influence each other, shaping her day-to-day life in ways that might not be immediately visible to those who don’t share those experiences. All this to say: overlapping identities can easily compound both privilege and discrimination.
It can be deeply uncomfortable to reckon with the privilege you’ve been granted in this life, especially when you’ve never had to think about it before. However, that discomfort is a necessary step in understanding the full picture of inequality and oppression in our society. When you start to recognize the complex web of intersectional identities, you also begin to see that not everyone’s playing field is the same— not by a long shot.
Bringing it back around to the workplace (circling back, if you will), it’s not enough to create policies and initiatives that only consider a single part of a person’s identity. To create a truly inclusive environment, leaders in the workplace have to recognize any overlapping systems of oppression that might be affecting their employees. This means going beyond surface-level diversity initiatives, and really thinking about how different aspects of identity interact and impact one another. A policy aimed at supporting women in the workplace is a great starting point, but is it addressing the needs of women of color? Of women in the LGBTQ+ community, or those with disabilities?
3. Be an Ally & Help Create Safe Spaces
Let’s all agree on a little basic tenant of human decency: everyone deserves to feel safe and respected at work. Full stop, end of question, periodt. If you find yourself in an argumentative mood all of a sudden, you may have bigger fish to fry than this blog.
Creating a safe space at work means fostering a culture where everyone can exist without the constant fear of microaggressions, discrimination, or discomfort. A safe space can have physical dimensions— gender neutral bathrooms, a lactation room for mothers, quiet workspaces for employees who get overstimulated, etc.— which are extremely important in their own right. Tangible spaces of inclusivity have always been, and will always be, extremely powerful.
There’s also a cultural aspect to building a truly safe space, however. That means people feel like they can be themselves without doing Matrix-style dodges against barely-concealed ignorance and hostility. You know, the kind of place where “I was just joking” isn’t an excuse for making someone feel like they don’t belong.
So, what are some ways you can contribute to making your workplace feel safe? For starters, be a real ally— not just when it’s convenient, but all the time. When someone from a marginalized community is trying to have a conversation about inclusivity or identity, back them up. When you feel ignorant about a piece of someone’s identity, recognize your ignorance and make an effort to educate yourself. There are countless resources out there, and while it’s not the responsibility of your LGBTQ+ colleagues to give you a crash course on everything you don’t understand, many queer people are happy to share their experiences if you approach them with genuine curiosity and respect. A word to the wise: their stories are theirs to share, not yours to demand.
There you have it! A few simple-yet-powerful ways you can promote LGBTQ+ equality in your workplace (parade float optional). Remember, true allyship is about consistently showing up to create a space where everyone feels safe, respected, and valued. It doesn’t just help your queer colleagues— it makes your workplace a better place for all. And that’s a slay if we’ve ever heard one!
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