The LGBTQ+ community has had a lot to celebrate during Pride Month. On June 15, in a 6-3 decision, the U.S. Supreme Court ruled that the 1964 Civil Rights Act protects gay, lesbian, and transgender employees from job discrimination on the basis of sexual orientation or transgender status.
According to a survey by the Building Movement Project, nearly one in five nonprofit employees who identify as lesbian, gay, bisexual, transgender, or "queer" report that their sexual orientation has had at least a "slightly negative" impact on their career. Thanks to the court's ruling, however, the future looks brighter.
Pride Month is a celebration of LGBTQ+ equality and achievement, but this year, especially, we are reminded that social progress is driven by the passion, commitment, and hard work of thousands upon thousands of ordinary people over time. As our month-long celebration comes to a close, let's remember the actions and courage of the activists who laid the groundwork for the recent Supreme Court decision — and for those who even now are peacefully demanding an end to systemic racism and police brutality against Black, Indigenous, and People of Color (BIPOC) — and show our support for LGBTQ+ equality, racial and gender justice, and an America where all people, regardless of skin color or sexual orientation, can realize their full potential.
Not sure how to start? Here are a few ideas:
Strive to incorporate the values of diversity, equity, and inclusion (DEI) into your nonprofit's operations, and commit to adopting diverse and equitable hiring practices. Obviously, this will be more of a challenge if you aren't a member of the leadership team at your organization or working in a human resources (HR) capacity, but you can and should raise the issue of DEI with your nonprofit's HR department if you feel the organization isn't paying sufficient attention to it. Because LGBTQ+ people have long faced barriers to advancement in the nonprofit sector (as well as other industries), investments in DEI also represent an investment in LGBTQ+ people. And while it's important that nonprofits invest in more equitable and inclusive hiring practices, they should also mandate unconscious bias training for all employees, current and future. Such training helps people identify the implicit biases they may have and act on in their own lives and better position them to address those biases. For example, hiring managers should be encouraged to look for potential candidates outside of their usual networks and can use diversity job boards to do so. For additional DEI tips and advice, Candid's GrantSpace portal is a great place to start and is also an excellent source for LGBTQ+ specific resources.
Support nonprofits already working in the LGBTQ+ space. Even if you're not working at a nonprofit that directly supports the LGBTQ+ community, it doesn't mean you can't have an impact. The end of another Pride Month is the ideal time to step up and support organizations working to promote and uphold LGBTQ+ equality and rights. Know, too, that there isn't one, right way to stand with the LGBTQ+ community. Instead, feel free to participate in virtual Pride events, sign petitions, advocate for LGBTQ+ equality, and donate what you can to charities that champion LGBTQ+ causes. And while you're at it, do what you can to support one of the many nonprofits working to advance the Black Lives Matter movement.
Actively seek out and engage with your professional LGTBG+ peers. Reaching out to and engaging with your LGTBQ+ colleagues can be more helpful than you might imagine, and, besides, it's just a good inclusive practice. The LGBTQ+ community has a long history of trauma and feeling invisible, and as a result LGBTQ+ people (as well as other members of traditionally underrepresented communities) often lack the confidence to publicly express their opinions or feel excluded from important conversations. One way to ensure that all voices in your organization are heard is to actively seek out those voices and include them — and that's especially important if you're in a position of privilege or power. You can do this by individually connecting with different colleagues, and, if you often have the spotlight in meetings, by inviting colleagues who may be reluctant to have their voices heard to contribute their thoughts.
Actively use preferred pronouns in the workplace. Using pronouns (i.e., "she/her/hers," "he/him/his," and "they/them/theirs") that people have chosen for themselves is a sign of respect and an important acknowledgement that you see them for who they are. You and your organization can also encourage their use by including them in email signatures, bios, and name tags. If your organization doesn't already do this, raise the practice with your HR department. It may also be helpful for HR to conduct a training for staff before rolling out a new pronoun policy so that staff understands the rationale for the policy and how pronouns should be used.
Create special interest groups that make it easier for LGBTQ+ people in your organization to connect with one another. At Candid, we have various virtual spaces where staff members belonging to different communities can connect. I personally love the fact that there are different outlets where I and others can express our true, authentic selves. It can be difficult for members of the LGBTQ+ community (and other marginalized groups) to feel comfortable enough to bring their authentic selves into their place of work, so employers should do what they can to make it easier for them to do so and create safe spaces for different communities within their organizations.
Learn, and keep learning. Educate yourself about different aspects of the LGBTQ+ community, including the history of Pride Month and milestones in the fight for LGBTQ+ rights. In light of the Black Lives Matter protests, I also urge you to learn about what's happening with the Black LGBTQ+ community. As one activist highlighted in a recent USA Today article that looked at how members of the LGBTQ+ community in Kentucky have stepped up as leaders of the Black Lives Matter movement says: "Pride isn't canceled. It's evolved." It's a statement that rings true for me for two reasons. First, the feel of this year's Pride Month has been different because of COVID-19, with many in-person events cancelled or transitioned to an online format. And two, the focus of many Pride events has shifted to the struggle for racial justice and equity. It's been a huge epiphany for the LGBTQ+ community and Pride, as some of us learn for the first time (and others remember) just how important the civil rights movement and Black activists have been to the struggles of LGBTQ+ community. Pride Month would never have come about without Black LGBTQ+ activists such as Bayard Rustin, Stormé DeLarverie, Audre Lorde, and Marsha P. Johnson. Now it's your turn: here are a few ways you can be an active ally to the Black LGBTQ+ community in the months and years to come.
I do believe our sector has made commendable strides in advancing DEI, but there's still progress to be made with respect to the LGBTQ+ community (and other underrepresented groups). Before I sign off, I want to highlight two groups doing great work in this space. Recent research by the National Committee for Responsive Philanthropy (NCRP) makes a strong case that foundations need to increase their funding for marginalized communities, as well as social, racial, and economic justice work. And in terms of the LGBTQ+ community specifically, Funders for LGBTQ Issues works to increase the scope and impact of philanthropic resources benefiting the LGBTQ+ community. I encourage LGBTQ+ nonprofit professionals to check out the group's website, which includes a lot of LGBTQ+ focused research, jobs, and funding opportunities.
As we bring down the curtain on another Pride Month, remember: No one is really and truly free until everyone is free, and the impact of Pride shouldn't be restricted to just one month. You should strive to uplift the voices of the LGBTQ+ community, and of other marginalized groups, throughout the year.
Viet "Vee" VoPham (he/him/his) is the marketing specialist for the Networks division at Candid. You can follow him on Twitter at @VVoPham.