In today’s corporate landscape, fostering an inclusive environment for LGBTQ+ employees is not just a Pride Month initiative but a year-round commitment. Unum, a leading employee benefits provider, exemplifies this approach through its thriving LGBTQ+ employee network, bePROUD. This network is at the forefront of promoting inclusivity, with initiatives that extend far beyond the rainbow flags of June.
The Power of Language in Fostering Inclusion
One of bePROUD’s key initiatives is the ‘Language that matches Intention’ session. This program addresses a common challenge in workplace communication: the gap between good intentions and effective expression. Many employees want to be supportive but may lack the tools to communicate inclusively.
The session aims to:
- Provide guidance on current inclusive language
- Increase comfort in day-to-day work communications
- Enhance the sense of belonging for LGBTQ+ colleagues
- Improve Unum’s appeal to a diverse talent pool during recruitment
Stuart Flint, Senior Manager of Marketing Ops and Inclusion Business Champion, explains, “Language plays a huge role in marketing and workplace interactions. This session is a strategic starting point to foster a more inclusive environment.”
A Collaborative Approach to Diversity and Inclusion
Unum’s commitment to inclusivity extends beyond the bePROUD network. The company has established employee networks dedicated to various aspects of diversity, including race and ethnicity, gender, veterans, and disability.
Each business area has an Inclusion Business Champion who:
- Stays connected with network projects
- Amplifies the voices of network members
- Shares responsibility for spreading awareness
This structure ensures that diversity and inclusion initiatives have support from senior leadership and a wide range of voices across the organization.
Ongoing Education and Engagement
The ‘Language that matches Intention’ session is just one part of Unum’s comprehensive approach to LGBTQ+ inclusion. Other initiatives include:
- Regular network meetings
- An LGBTQ+-focused book club
- Sponsorship of Surrey Pride, ensuring full accessibility for all attendees
Georgie Kenward, bePROUD network lead, emphasizes the importance of continuous learning: “After each session, we gather feedback to refine our approach and identify areas for further education.”
Senior Leadership Support: A Key to Success
Jane Hulme, Human Resources Director and Executive Committee sponsor for bePROUD, regularly participates in network meetings. This high-level engagement underscores Unum’s commitment to diversity and inclusion at all levels of the organization.
“Positive change rarely happens without senior leadership buy-in,” notes Hulme. “Our involvement ensures that the voices of our LGBTQ+ employees are heard and acted upon.”
Practical Changes for Inclusive Workplaces
Unum’s approach to inclusion goes beyond education. The company has implemented practical changes based on feedback from the bePROUD network, such as:
- Encouraging the use of pronouns in email signatures
- Updating systems and referral forms to better reflect employee identities
- Creating open lines of communication for suggesting and implementing changes
The Road Ahead: Continuous Improvement in LGBTQ+ Inclusion
As Unum demonstrates, creating an inclusive workplace for LGBTQ+ employees is an ongoing process that requires commitment, education, and practical action. By fostering open dialogue, providing educational resources, and implementing tangible changes, companies can create environments where all employees feel valued and empowered to bring their authentic selves to work.
The success of initiatives like bePROUD serves as a blueprint for other organisations looking to enhance their diversity and inclusion efforts. As we move forward, it’s clear that the most successful companies will be those that prioritise LGBTQ+ inclusion not just during Pride Month, but as a fundamental part of their corporate culture year-round.