50 Years of Pride and The Change That’s Still Needed from the Job Market

Posted: 21st July 2022

Pride Month 2022

The 1st of July 2022 marked 50 years since the first ever pride demonstration took place in the UK. It was organised following efforts made by the LGBTQ+ community against police harassment in New York’s Stonewall riots three years prior. 700 participants attended in London and have continued to protest their rights and celebrate decades following, despite the hostility. Cities and towns across the country are painted in the colours of the rainbow every June.

The day marked remembrance and solidarity for the community who faced discrimination and injustice both socially and systemically. While same-sex relations have been decriminalised and gay marriage is legal in England, Wales, and Scotland, there are still disparities in how people are treated. According to the Stonewall Report, 2 in every 3 people belonging to the community have been the victim of a hate crime. One in seven have even shared that they have avoided healthcare in fear of discrimination from staff.

In terms of career opportunities and the workplace, the LGBTQ+ community is also disadvantaged and treated unfairly. Research conducted by the same body shared that 12% of those in their study lost a job in the last year because of their sexual/gender orientation. 46% of LGBT workers in another study said that they had experienced unfair treatment whilst at work. There’s also a lack of representation at every stage of management, especially for LGBTQ+ women as only 1.2% make up senior management.

Not being full inclusive deprives organisations of diversity and the wealth of ideas that it brings. Discriminatory behaviour is also in violation of the Equality Act (2010) that legally protects people from discrimination in the workplace and wider society.

What an LGBTQ+ Talent Pool Has to Offer and Employers Making a Difference

There are many benefits that an LGBTQ+ talent pool can bring. Studies highlight that they are well-educated, more highly engaged than average, and often empathetic.

An example of a company that is starting to embrace diversity in a big way is the pharmaceutical and consumer packaged goods manufacturer Johnson’s and Johnson’s. They have invested significant time and resources into transforming their workplace of over 132,000 employees to create a culture that’s inclusive. ‘Diversity University’ is an initiative that is a part of the movement.

Accenture is another business that is amongst a number of them. They are an employer of over 513,000 that provide professional/consulting services and are committed to enabling women, LGBTQ+, and employees from ethnic minorities to build the skills for success needed within the organisation. These two examples show that there’s more we must do as businesses to make those from the marginalised backgrounds feel welcome within our organisations and be treated fairly without prejudice and inequality. This can be achieved through staff training on diversity and equality.

Learn more about the training programmes that we provide by getting in touch with a member of our team.


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