Haus of HR
Expert warns business owners against corporate rainbow washing
As organisations around the world are gearing up for Pride Month, it’s crucial to approach your own celebrations thought- fully and avoid falling into the trap of ‘corporate rainbow washing’, according to a local HR expert. Rainbow washing is a term used to describe an organisation’s
behaviour when they use LGBTQ+ symbols and themes for their own commercial gain, without actually showing any commitment to LGBTQ+ rights and equality in practice. Rachel Collar, an HR expert and owner of Haus of HR in
Towcester, said: “A common example of rainbow washing is when an organisation ‘washes’ their logo or brand in the colours of the rainbow or displays rainbow fl ags around the offi ce for Pride Month - but not much else. “Understandably, your employees are likely to view this as an
empty gesture if it’s not backed up with any real support for the LGBTQ+ community and your own employees.” Rainbow washing can also be seen as ‘piggybacking’ an aware-
ness month, and this runs the risk of making your staff feel angry and disengaged, especially during an awareness month that holds so much signifi cance for many people. It’s also harmful as it undermines the true meaning of Pride
- a protest against discrimination. Pride events typically cluster around 28 June, marking the anniversary of the Stonewall protests, and celebrate LGBTQ+ identity, resilience and activism. Instead of making superfi cial gestures, organisations should consider how to commemorate Pride Month meaningfully, engage and galvanise all of their employees, and leave a lasting impact. Rachel said: “One of the mistakes that businesses make is to
focus all of their eff orts during Pride Month rather than embracing diversity and inclusivity all year round.” T ere are several ways to ensure that eff orts during the month
make a positive impact for LGBTQ+ colleagues every day in the workplace, including: ■ Show a consistent approach by conducting a thorough review of your company policies, initiatives and benefi ts to ensure they are fully inclusive, use neutral language and make everyone feel welcome.
■ Ramp up your education and awareness-training. Host work- shops with LGBTQ+ advocates/experts from outside of the business, including events that cover the history of the LGBTQ+ movement, to engage and inform people. Inviting colleagues to share stories and experiences could galvanise allies to spread the word that inclusivity is celebrated by your business.
■ Help people feel involved by creating, or elevating, Employee Resource Groups to off er peer-to-peer support. Additionally, leverage these groups to gather valuable insights, promoting accountability within your business.
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Rachel added: “It’s easy to fall into the trap of second-guessing
what people want, but even with good intentions this can go badly. I recommend getting out into the business; speak to your employees - LGBTQ+ and non-LGBTQ+ - and ask them what inclusion really looks like and feels like to them.” “Celebrating Pride Month meaningfully, and without rainbow
washing, can help to build an inclusive and safe workplace culture. It sends an important message to LGBTQ+ employees; that you care about them and want them to know they can feel safe and respected at work, not just during Pride month, but all year round. “My team and I are available to help shape your strategy for
Pride Month and support both you and your organisation to build an inclusive workplace.” Haus of HR is an independent HR consultancy off ering a full
range of HR support to businesses, as well as leadership coaching and delivering learning and development courses.
Business owners can arrange a free HR consultation by visiting
https://hausofhr.com
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