In June, no matter the weather, the rainbow is out. Crosswalks, brand logos, flags, events, communications… The first month of summer is both inclusive and colorful. What about the rest of the year?
📜 A little history…
We are in New York, at the end of June 1969. The Stonewall Inn, a homosexual bar, welcomes its customers and the party is in full swing. The festive and peaceful atmosphere of the evening is disrupted by the arrival of the police, and several days of riots and demonstrations follow. The emancipation of homosexual and bisexual people begins in a society where homophobia, lesbophobia and transphobia reign.
In France, it was not until 1991 and the creation of the Gay Pride association that the event of the same name was born. Thus, in France and in the four corners of the world, sexual orientation is celebrated, and the human rights advance.
📊 Some data…
The year 2022 marks the 40th anniversary of the decriminalization of homosexuality in France. Even if in some countries, especially in Africa and the Middle East, being homosexual can lead to prison sentences and death, the LGBTQIA+ cause has made progress in recent years (marriage for all, decriminalized homosexuality in many countries, etc.). These aspects, which can be considered “personal”, can ultimately hide ever-present distortions, particularly in professional life.
L’Autre Cercle, an association promoting the inclusion of LGBTQIA+ people at work, has published its LGBT 2022 barometer. Among all the data put forward, we can stop on these two figures:
- 55% of LGBTQIA+ have heard LGBT-phobic expressions at work compared to 34% of non-LGBTQIA+.
30% of LGBTQIA+ have experienced at least one LGBT-phobic behavior in their organization
These figures reveal two trends:
1/ The perception of LGBT-phobic behaviors varies depending on whether or not people are concerned. One would tend to say that this is normal, since a homosexual person will be more sensitive to homophobic remarks. If we take this observation in reverse, it appears that discriminatory and/or LGBT-phobic comments are trivialized. Finally, trivializing these behaviors only feeds a non-inclusive climate, in which it is difficult to flourish.
2/ Homophobia, transphobia and any other form of “phobia” towards gender and sexual identity still takes too much space in our society. Although progress is being made, neutrality is (still) not dominant.
🏳️🌈 And above all, a lot of tolerance!
The association l’Autre Cercle has published a Charter of Commitment LGBT+, in which good practices of inclusion are given. According to the data collected, 63% of LGBTQIA+ people working in a company that has signed the Charter consider that the main lever for improving the inclusion of LGBTQIA+ people is awareness-raising operations.
You can find this Charter on the following link: Charter_Signature_07_2021 (Accenture).indd (autrecercle.org)
Finally, in order to change mentalities at one’s own level, it is important to create a climate of tolerance and inclusion, and not only for LGBTQIA+ people. The struggle for acceptance and tolerance mirrors many other struggles. We can extend this observation to all the judgments and discriminations operating today on the difference; of sex, origin, color, sexual, religious, disability etc.
Let’s not forget that tolerance is a two-way street. Do not drive people away under the guise of homophobia. It is also important to keep in mind that some people may be distant from LGBTQIA+ considerations, so the workplace can be the place to meet and educate on topics we are far from.
Finally, wouldn’t the role of the company be to educate, listen and inspire? And this on all the subjects that we can consider, rightly or wrongly, as taboo.
So, Pride month is over, but it’s all year long that we have to (re)think our model of diversity and inclusion, in order to create a beautiful and caring society.
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