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EDI inclusion in small and regional firms<\/strong><\/h3>\nBuilding an inclusive workplace culture can have benefits beyond supporting the LGBTQ+ community. It creates a sense of belonging for all (irrespective of individual characteristics), improves engagement and retention rates, and supports employee health and wellbeing. But how can small and medium sized firms demonstrate their support for the LGBTQ+ community in an impactful, authentic and sustainable way? The vibrant splash of colour that is Pride Month may seem daunting, particularly to firms without significant resources allocated to equality, diversity and inclusion (EDI) initiatives. But it is possible to create an inclusive, supportive workplace during Pride Month and beyond with limited resources.<\/p>\n
Pride Month <\/strong><\/h3>\nPride Month, celebrated in June every year, remains a time to honour the LGBTQ+ community’s history, achievements and ongoing struggles for equality.<\/p>\n
This month-long celebration traces its origins back to the Stonewall Riots of 1969, a pivotal event in the fight for LGBTQ+ rights. The riots, which began as a response to a police raid at the Stonewall Inn in New York City, ignited a global movement for LGBTQ+ rights and led to the formation of many advocacy groups.<\/p>\n
Pride in the Law<\/h4>\n
Pride Month not only commemorates the progress made since the 1969 riots but also serves as a reminder of the work that still needs to be done to achieve equality and acceptance for all. The Law Society\u2019s 2021 Pride in the Law<\/a><\/strong> report found that 37% of respondents had experienced homophobia, biphobia or transphobia in the workplace, demonstrating there are still challenges to overcome within the legal profession.<\/p>\nEvents and celebrations<\/strong><\/h3>\nAn easy way to support the LGBTQ+ community is by participating in the various events, celebrations and activities that are held throughout the year.<\/p>\n
There are a number of key dates for LGBTQ+ inclusion, remembrance and celebrations (and EDI more widely). Creating a calendar to recognise these dates is a simple way to ensure that inclusion remains on the agenda throughout the year at zero cost. Some important dates and events to note include:<\/p>\n
<\/p>\n- LGBTQ+ History Month in February<\/li>\n
<\/p>\n
- International Day Against Homophobia, Biphobia and Transphobia in May<\/li>\n
<\/p>\n
- Bisexual Visibility Day in September<\/li>\n
<\/p>\n
- National Coming Out Day in October<\/li>\n
<\/p>\n
- Trans Awareness Week and Transgender Day of Remembrance in November<\/li>\n
\n<\/ul>\n
During Pride Month itself, many smaller or regional Pride marches and events are free to attend or offer low-cost tickets. This year, the Law Society\u2019s LGBTQ+ Solicitors Network Committee will be attending UK Black Pride<\/a><\/strong> in London and Pride Cymru<\/strong> <\/a>in Cardiff.<\/p>\nAnother way to acknowledge key dates and events is to post on staff intranet pages or invite employees to share articles about their personal experience or photos if they attend any celebrations.<\/p>\n
In combination with our other suggestions, a good way to demonstrate visible support and allyship is to hand out Progress Pride flag lanyards which can be worn all year round.<\/p>\n
ERGs \/ EDI networks <\/strong><\/h3>\nEmployee Resource Groups (ERGs) can build a sense of community, support professional and career development, and help cultivate a more diverse and connected workplace. Some starting points could be:<\/p>\n
<\/p>\n- Creating an Inclusion Network, which can include all strands of EDI and encourages an intersectional approach. Alternatively, an allyship support group where employees can reach out to other colleagues.<\/li>\n
<\/p>\n
- Grouping together with other smaller\/regional firms to create inter-firm networks.<\/li>\n
<\/p>\n
- Joining the LGBTQ+ Solicitors Network via MyLS and keep up to date with news, events and engage with the wider community. You can also join the LGBTQ+ Solicitors Network LinkedIn group<\/a><\/strong>.<\/li>\n
<\/p>\n
- Anyone working in the legal sector can attend events held by the Law Society and the InterLaw Diversity Forum.<\/li>\n
<\/p>\n
- Ensuring that there is leadership and support for those forming networks.<\/li>\n
<\/p>\n
- Maintaining transparency in decision-making processes and communicating openly about EDI efforts.<\/li>\n
\n<\/ul>\n
Inclusive policies and practices in the workplace <\/strong><\/h3>\nInclusive policies are an important part of creating a fair, equitable and productive working environment where all employees feel valued and respected.<\/p>\n
Pronouns and non-gendered language<\/h4>\n
<\/p>\n- Encourage employees to include personal pronouns in email signatures, in letters and LinkedIn\/social media profiles.<\/li>\n
<\/p>\n
- When you introduce someone, use their pronouns so that others know which pronouns to use, for example: ‘This is Alex, they work in litigation. This is Sam, she works in corporate.’<\/li>\n
<\/p>\n
- Use non-gendered language when starting meetings or greeting groups, for example: ‘Good morning everybody’ rather than ‘Good morning ladies and gentlemen’.<\/li>\n
\n<\/ul>\n
The Law Society has also produced guidance around using pronouns in the workplace<\/a><\/strong>.<\/p>\nInclusive policies<\/h4>\n
<\/p>\n- Equal Opportunity Employment \u2013 ensure hiring practices are fair and unbiased.<\/li>\n
<\/p>\n
- Anti-Discrimination Policies \u2013 implement or review policies that prevent discrimination based on race, gender, age, disability, sexual orientation, etc.<\/li>\n
\n<\/ul>\n
For new starters:<\/p>\n
Pride Month, celebrated in June every year, remains a time to honour the LGBTQ+ community’s history, achievements and ongoing struggles for equality.<\/p>\n
This month-long celebration traces its origins back to the Stonewall Riots of 1969, a pivotal event in the fight for LGBTQ+ rights. The riots, which began as a response to a police raid at the Stonewall Inn in New York City, ignited a global movement for LGBTQ+ rights and led to the formation of many advocacy groups.<\/p>\n
Pride in the Law<\/h4>\n
Pride Month not only commemorates the progress made since the 1969 riots but also serves as a reminder of the work that still needs to be done to achieve equality and acceptance for all. The Law Society\u2019s 2021 Pride in the Law<\/a><\/strong> report found that 37% of respondents had experienced homophobia, biphobia or transphobia in the workplace, demonstrating there are still challenges to overcome within the legal profession.<\/p>\n An easy way to support the LGBTQ+ community is by participating in the various events, celebrations and activities that are held throughout the year.<\/p>\n There are a number of key dates for LGBTQ+ inclusion, remembrance and celebrations (and EDI more widely). Creating a calendar to recognise these dates is a simple way to ensure that inclusion remains on the agenda throughout the year at zero cost. Some important dates and events to note include:<\/p>\n
<\/p>\n
<\/p>\n
<\/p>\n
<\/p>\n
\n<\/ul>\n During Pride Month itself, many smaller or regional Pride marches and events are free to attend or offer low-cost tickets. This year, the Law Society\u2019s LGBTQ+ Solicitors Network Committee will be attending UK Black Pride<\/a><\/strong> in London and Pride Cymru<\/strong> <\/a>in Cardiff.<\/p>\n Another way to acknowledge key dates and events is to post on staff intranet pages or invite employees to share articles about their personal experience or photos if they attend any celebrations.<\/p>\n In combination with our other suggestions, a good way to demonstrate visible support and allyship is to hand out Progress Pride flag lanyards which can be worn all year round.<\/p>\n Employee Resource Groups (ERGs) can build a sense of community, support professional and career development, and help cultivate a more diverse and connected workplace. Some starting points could be:<\/p>\n
<\/p>\n
<\/p>\n
<\/p>\n
<\/p>\n
<\/p>\n
\n<\/ul>\n Inclusive policies are an important part of creating a fair, equitable and productive working environment where all employees feel valued and respected.<\/p>\n
<\/p>\n
<\/p>\n
\n<\/ul>\n The Law Society has also produced guidance around using pronouns in the workplace<\/a><\/strong>.<\/p>\n
<\/p>\n
\n<\/ul>\n For new starters:<\/p>\nEvents and celebrations<\/strong><\/h3>\n
<\/p>\n
ERGs \/ EDI networks <\/strong><\/h3>\n
<\/p>\n
Inclusive policies and practices in the workplace <\/strong><\/h3>\n
Pronouns and non-gendered language<\/h4>\n
<\/p>\n
Inclusive policies<\/h4>\n
<\/p>\n