Thinking about Intentional, Daily Inclusion
I'd posted the following to LinkedIn on June 25, 2018, the day after St. Louis held its annual (and nationally noted) Pride celebrations.
St. Louis' Pride celebrations this past weekend were moving, humbling and fun, as always. So many people participated and organized. So many companies sponsored the events, held down booths and marched in downtown's parade.
Today, those companies have a chance -- an obligation-- to go beyond Pride Month to make sure that their public support for their LGBTQ+ employees and for other frequently marginalized employees is likewise fully and intentionally soaked into the company culture, policies, systems and hiring practices.
I frequently became choked up yesterday while marching with my friend's company, noticing how many tweens and teens were there -- kids of every heart and ability, kids who are out, or are thinking about it, or are allies. The streets and sidewalks were absolutely packed with these kids who cheered for love as much as they cheered for candy.
These same kids will be your company's next employees. And they'll want to make sure that the companies that celebrated with parade floats will truly have their backs within the office.
We should ensure that's the case.