The power of pride networks

Do you want to set up a Pride Network in your workplace? Nevena Spirovska explains how. 

Inclusion, equality, and celebrating diversity are core values for many organisations in the social services sector. We see this with the “rainbow wave of support” on days of LGBTIQA+ significance, such as International Day Against Homophobia, Biphobia, Interphobia, and Transphobia (IDAHOBIT), with the display of pride and trans pride flags and lanyards, or when internal employee Pride Networks are established and empowered to take action on LGBTIQA+ and policies.

Pride Networks are now widespread across a broad range of sectors, from universities to big businesses and even the public service. While their structure will differ – be it a group, formal committee, or casual collective – their goals remain consistent: to bring together LGBTIQA+ employees and their allies to create a network of support for LGBTIQA+ staff and champion diversity and equality in the workplace. Pride Networks have also worked with their respective organisations to take public stances on LGBTIQA+ issues of importance, such as marriage quality and opposing discriminatory legislation. 

They also help to promote cultural change and support a commitment to building stronger and more inclusive workplaces by raising LGBTIQA+ awareness, challenging discrimination, and by giving LGBTIQA+ employees a voice by providing a channel to raise concerns with management. Creating a supportive environment for LGBTIQA+ employees benefits organisations by increasing LGBTIQA+ employee satisfaction and retention. It also demonstrates an understanding of the community’s expectations to create healthy and welcoming workplaces for all employees. 

Because of the LGBTIQA+ community’s successful efforts to keep issues of significance on the public agenda, taking a public stance on these concerns has become part of the advocacy of some organisations. Employees are better placed than outside groups to affect organisational change on social issues, so Pride Networks play an important role in facilitating and managing responses to external issues. They have easier access to management and a deeper understanding of how an organisation works, making them more persuasive than outside stakeholders. Pride Networks can also help ensure that advocacy efforts are genuine, consistent, and ongoing, rather than just a logo update in recognition of the American Pride Month in June.

However, despite advances in LGBTIQA+ rights and the path for equity, LGBTIQA+ employees are more likely than heterosexual, cisgender counterparts to face workplace conflict and harassment. This is where allies can play an integral role in supporting their LGBTIQA+ colleagues. ​​Allyship refers to everyday actions that challenge behavioural norms and support members of marginalised groups by raising awareness of the issues that others face. Having allies as members of Pride Networks shares the workload, expands the group’s membership and reach, and provides critical support when attacks are made on LGBTIQA+ communities. 

Creating a Pride Network can take time, but once established, it can pave the way for a better and safer workplace for LGBTIQA+ employees. Here are some starting steps you can take:

• Create the foundations: Before beginning the task of creating a Pride Network, speak with and consult other LGBTIQA+ people in your organisation to demonstrate internal interest. Your Pride Network should suit your organisation’s size and structure, especially if you have a decentralised workforce with staff working a mixture of part and full time hours.
• Clarify your purpose: Setting clear goals and objectives with a Charter or Terms of Reference from the beginning will help you build an effective network that achieves its objectives. Your goals can range from organising a fundraising event to changing a specific policy or creating a network of support or ‘safe space’ for LGBTIQA+ employees.
• Secure organisational support: Working out what assistance you’ll require and what assistance your organisation can provide are critical first steps in forming your group. This may include requests for meeting space, employee time to meet, securing the support of a person to champion the Pride Network in the senior leadership or executive, and gaining approval to go ahead.
• Getting started: After you’ve established the foundations for your network, consider expanding your membership and inviting allies to join. Pride Networks are run by LGBTIQA+ employees, for LGBTIQA+ employees, however, allies play a critical role in ensuring their long term success. Work towards a small goal to solidify the Network’s role, such as celebrating a day of LGBTIQA+ significance, introducing pronouns in email signatures, or having HR endorse and use an inclusion and diversity policy.

For more information about setting up a Pride Network, visit StoneWall.