Top Ten Takeaways to Make an Impact All Year Round for Pride

This week, Inspired were delighted to host a LinkedIn Live event, Take Pride in Impact, where CEO Suzy Astbury spoke with Hamza Jahanzeb, Founder & CEO of hamzajahanzeb.co.uk, and Andrew James, Publishing Director at Facet Publishing and Founder of Frog Literary Agency.

It was an engaging and thought-provoking discussion exploring the challenges faced by the LGBTQ+ community, alongside practical steps for individuals and businesses to foster inclusion. Below are our top ten takeaways to help you create meaningful impact, not just during Pride Month, but all year round:

1. Pride is More Than Just June

Pride is fantastic for raising awareness and promoting understanding, but true inclusion goes beyond one month. Keep educating yourself, engage with relevant issues, and take time to learn the history behind the movement.

2. Call Out Inappropriate Behaviour

Challenge inappropriate comments or actions when you encounter them. This doesn’t need to be confrontational; you can have a private conversation to explain why something may be offensive. Often, people are unaware, and a calm discussion can go a long way.

3. Be Mindful of Language

Encourage everyone to include their pronouns in email signatures to help normalise the practice and prevent misgendering. When everyone does it, no one feels singled out. Also review default language in documents and author contracts, for example, replacing gendered terms like ‘his’ with inclusive, neutral alternatives.

4. Review Inclusive Policies

Inclusive policies should cover parenting, menstruation, menopause, and more. Small actions, such as providing menstrual products in men’s toilets or ensuring parental leave policies support same-sex parents, make a real difference.

5. Prioritise Employee Safety

Consider the safety of employees, especially those travelling internationally to regions that may not be LGBTQ+ inclusive. Engage in open discussions with employees about potential risks. With recent legislative changes in the UK, these conversations are equally important closer to home.

6. Stay Informed on Legal Rights

Stay up to date with legislation, including legal protections for individuals transitioning and the Equality Act 2010, particularly concerning protected characteristics. Knowledge is key to ensuring compliance and fostering inclusion.

7. Join Existing Networks and Groups

Get involved with industry groups and networks. For example, the ‘Big 5’ publishers have LGBTQ+ networks and resources open to smaller publishers, and the IPG has a dedicated Diversity, Equity, and Inclusion group. These spaces offer invaluable support and resources.

8. Create Space for Queer Voices

Champion queer writers by supporting dedicated imprints or initiatives. Inclusion shouldn’t be limited to isolated projects, it needs to be embedded across the entire publishing process. For example, introducing sensitivity reads as part of the editorial process to ensure books that touch on queer experiences are an accurate reflection of the community. 

9. Read More Books by Queer Authors

Books are a powerful tool for building empathy and understanding. Reading fiction and non-fiction by queer authors offers insights into different life experiences and helps foster a more inclusive mindset.

10. Bring in External Expertise

An external consultant can provide fresh perspective, identifying easy wins or deeper issues, from inclusive recruitment to understanding why people might be leaving your organisation. Sometimes, an outside voice can uncover things that are easily missed internally.

Click the image below to watch the full episode here:

We hope these takeaways offer inspiration to drive meaningful change and lasting impact. It’s vital to create environments where colleagues can bring their whole selves to work, boosting happiness, creativity, innovation, and potential.

We’ll leave you with some inspiring closing words from Suzy:

“You matter. Your story matters. You are the ones who can make our workplaces — and our world — better.”