It is time for Copenhagen Pride, and the city is more colourful than usually with rainbow flags on every corner celebrating diversity and LGBT+ rights. In Deloitte, we take LGBT+ inclusion seriously all year round, but what is the state of LGBT+ inclusion in workplaces around the globe?
Deloitte published a new global survey this June based on data from respondents who identify as LGBT+ in 12 different countries around the world such as the UK, Australia, Germany and France. Despite not having any Danish respondents, I find that the numbers give food for thought.
In Deloitte Denmark, we have an employee LGBT+ community called GLOBE. Apart from organizing Deloitte’s attendance in Copenhagen Pride Parade, the network supports and facilitates a range of inclusion initiatives. GLOBE is involved when internal policies about equality and anti-harassment are made, and the network is heard in relation to the inclusion of LGBT+ employees in off-site events etc. and the design of the physical work environments and bathrooms. They also provide a safe social meeting point for our LGBT+ employees.
We see the GLOBE community as a crucial part of Deloitte’s work with inclusion, and for this reason, GLOBE will hopefully play an even larger role in this financial year and regain its pre-pandemic network power.
Inclusion and diversity go hand in hand
My recommendation to all organizations who celebrate Pride these days – and to those who remain silent, too – is to prioritize inclusion all year round. As a starting point, workplaces and leaders must implement a clear policy for handling harassment and non-inclusive behaviour.
Furthermore, a stronger focus on representing minorities and avoiding unconscious bias are effective tools for inclusion. A network with and for LGBT+ employees is helpful to facilitate a safe and inclusive culture at work. However, the right to feel included, respected, and connected is not something that minorities should fight for themselves. We must be active allies.
A lot of focus these days is on diversity in top management, boards, and positions of power in society at large. I obviously agree that this is important. But diversity in an organization does not necessarily mean that minorities feel included and respected. In my opinion, we have to work with both agendas on our way toward a truly diverse and inclusive workplace. So let’s get serious about making everyone feel safe and respected at work – every day of the year.
Camilla er talentleder i Deloitte Danmark med ansvar for Deloittes samlede talentagenda, der omfatter tiltrækning, ansættelse, fastholdelse og videreudvikling af medarbejdere og ledere i Deloitte. Endvidere er Camilla ansvarlig for diversitet og inklusion, herunder udvikling og implementering af tiltag til forbedring af kønsligestilling, work agility og fastholdelse af medarbejdere med børn.