Issue #106: Real Talk on Pride

Happy Pride! Throughout June, festivities are being held in our hometown of Toronto, and across the globe. Although there’s much to celebrate, we want to ensure that we’re holding space for the increase in anti-trans and anti-pride sentiments across the US, Canada, and other parts of the world. It’s difficult to ignore that this pride month also marked the recent passing of anti-LGBTQ+ legislation across the US, which led to the Human Rights Campaign declaring a state of emergency.

The increase in anti-pride and anti-trans sentiment (coupled with a backlash on “rainbow washing”) has led many companies to take a more neutral stance this year. Neutrality, however, does nothing to protect the people experiencing violence or hatred. This rise has a very real effect on employees, who might face displacement (if they’re located in an area where anti-LGBTQ+ legislation was passed), and/or experience the trauma of witnessing their identity (or the identity of a loved one) under attack.

If building a psychologically safe and inclusive workplace is part of your company ethos, consider taking a stand. Here are some things you can do to support LGBTQ+ folks, and also anyone on your team who has experienced ongoing threats to their rights and wellbeing.

1. Invest in immigration and relocation support. Due to anti-LGBTQ+ legislation, many individuals may find themselves fleeing to a new state or country where their rights are protected. As an employer, you can help ensure your team’s safety by providing stipends for relocation and/or investing in legal support that helps your team become eligible to work and reside in a new country.

2. Along with the above: enable remote work. Relocation implies that a team member is able to work outside of your office(s). This may look like opening up an entity in a safer location for your team members to reside, or working with an Employer of Record to employ your team member compliantly from their new home. If you’re in a time crunch, you can consider hiring relocated team members as contractors until you finalize the legalities of their employment.

3. Make your benefits inclusive. For instance, does your parental leave policy equally support birthing and non-birthing parents (including adoptive parents and surrogacy)? Differentiating top-ups for maternity versus paternity leave can make parental leaves less accessible to adoptive parents and members of the LGBTQ+ community. It also reinforces a non-inclusive view of family structures. We encourage employers to take their benefits a step further as well by adding coverage for fertility treatments and gender-affirming care. This usually involves creating separate policies and funds for these benefits, as traditional health benefits providers often do not account for it.

4. Make your workplace inclusive. Consider implementing practices in your team around using gender-neutral language and disclosing one’s pronouns, regardless of how you identify. Consider building a gender transition guide, like this one from Uber. You can also consider forming Employee Resource Groups to provide additional support to employees, but make sure you run them equitably. Our recent Early Magazine coverage on the state of corporate pride is full of actions you can take to support LGBTQ+ staff during turbulent times.

5. Give time off where needed. Your employees may need some additional time off to take care of their wellbeing. Check-in with your team members and work with them to provide time off and other accommodations.

6. Last– take a stand. Remaining neutral denies your team’s lived experience and creates an unsafe environment. Not sure how to acknowledge what’s happening? Our guide on responding to tough world events may be a helpful place to start.

Wishing you a bright Pride month,

Team Bright + Early

Join us!

Are you hiring across the globe, or considering doing so? Not sure how to design your pay bands? Thinking about compensation in an equitable way has complications when you’re hiring internationally, and it’s easy to get confused amongst all the options. Never fear– team Bright + Early is here!

Join Trisha Neogi and Gillian Jose-Riz on June 27 (1p ET) for an Early Session on the ethics and strategies of global compensation. We’ll go through tangible options and formulas, leaving you with the knowledge and confidence to implement your own equitable, global pay system. As usual, Early Sessions are free, virtual and open to anyone. See you there!

Bright Reads

• Why is coming out at work still so tough?

• What was life after the workday like before smartphones and slack pings? Young people don’t even know.

• Will you accept this calendar invite? The HR-ification of marriage is here.

• Two Rhode Island officials visited Philly. They were so rude their state launched two separate investigations.

• How to pay your ERGs (Employee Resource Groups).

Coming Up

• 🇨🇦 July 1st is Canada Day (Canada)

• 🇺🇸 July 4 is Independence Day (US)

• Startupfest in Montreal is coming up on July 12-14. Want to connect with us for a coffee while you’re there? Just hit reply!

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