June comes to an end and with it, the month of celebration, visibility, commemoration, and awareness of the sexually diverse population. However, this cannot and should not end the efforts in the different work centers regarding diversity and inclusion.
The actual incorporation of sexual diversity in a workplace is not achieved by dedicating a month or waving a multicolored flag. An allusive poster, congratulations by mail, participation in a parades or rainbow decoration is not enough. It goes much further. It is an everyday task, where the training provided to the staff barely opens the door to an effort that must be coordinated, insistent and, above all, consistent, so that all people, without exception, feel that their workplace offers a safe environment, free of discrimination, where it is not necessary to hide or mask your sexual orientation for fear of mistreatment or even dismissal.
We must be clear that, in many cases, we will be dealing with prejudice, perhaps even unconscious. One or more persons, who unaware of their prejudice, receive trainings and might think that it has nothing to do with them and carry on as usual.
That is why we must insist, remember, ask, review and, above all, measure. We must know for sure if our company is doing something about it, if it can do more, if we haven’t done enough. Only then can we know if, finally, we are contributing to change and receiving the proven benefits of a diverse and inclusive environment..
By Alejandra Montiel
Related practice ares:
