- Centering Optics Over Impact: Rainbow logos and Pride-themed posts might create the illusion of support; but if your internal culture doesn’t reflect the same values, it rings hollow. Visibility is important, and it should never come at the expense of genuine support. Before you celebrate externally, ensure your internal practices align with your messaging.
- Silence on Everyday Issues: Celebrating Pride while remaining silent on discriminatory behavior in the workplace undermines trust. Employees and customers alike are looking for consistency. If your organization avoids conversations about belonging, respect, or identity during the rest of the year, a June campaign won’t fix that.
- Lack of Education and Context: Messaging around Pride often lacks historical context or nuance. Instead of only focusing on celebration, use this time to educate your team about the challenges LGBTQIA+ individuals continue to face.
Our previous blog on heterosexism offers a helpful primer.
- Ignoring Intersectionality: Pride doesn’t exist in a vacuum. Sexuality intersects with race, gender, disability, and more. When campaigns focus on one aspect of identity, they risk excluding those whose experiences are layered and complex.
- Forgetting About Follow-Through: It’s not enough to speak up once a year. If you’re launching a Pride campaign, think beyond the moment: Will this lead to a change in benefits? In policy? In training? In the way your team handles bias when it arises? If not, it’s likely performative.
