Last month many people within the United States celebrated Pride.  Pride Month is typically associated with the LGBTQIA+ community and recognizes how far we have come and how much work remains in the movement to equal rights.  The origins of this celebration dates back to 1969 at the Stonewall Inn in New York City where there were tense interactions between the community and law enforcement.  While much time has passed since these demonstrations, it is clear that there is still a great deal of work and education that needs to be done.  Here’s where organizations around the world have an opportunity, and a responsibility, to be an ally to their employees and their communities.

Pride is just one example in which organizations celebrate and acknowledge a group of people for being who they are.  For example, we recognize February as Black History Month and March as Women’s History Month. During these months, many organizations demonstrate acknowledgment and recognition for their employees who identify with these groups.  We celebrate all the accomplishments and contributions they have made, and we acknowledge the work that remains.  We are the epitome of united for about 30 days until everything returns to business as usual the next month.  Unfortunately, for those groups, nothing is business as usual.  There is still a fight to be recognized, glass ceilings that must be broken, voices that demand to be heard, and rights that should be equal and accessible to all.  Yes, there is a struggle that is going on and it does not stop at the outside of your business doors.

It should come as no surprise that the people within your organizations are key in making businesses successful.  Yet, people from groups such as the LGBTQIA+ community must press forward daily in organizations where being themselves is ridiculed, and often shunned. Here’s where organizations have the opportunity to lean in, educate and influence the employees of their business.  Organizations can establish polices to ensure that every person, without regard to sex, race, color, sexual orientation, or gender identity/assignment will be welcomed in the organization and treated fairly.  Organizations can provide training to managers to better inform and educate them on the real impacts of bias.  Organizations can challenge their leaders to provide equal access to high visibility projects.  And while many organizations will say we have these things in place, organizations must hold themselves accountable.  Accountability is where we begin to recognize where we succeeded and where we need to still press.  Here is where organizations have the opportunity to disrupt and break barriers.  If your organization is courageous enough to be bold, to be the guiding star for other businesses, then you have the makings of a proud organization.