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As we celebrate Pride Month, diversity, equity, and inclusion (DEI) take center stage in the public consciousness. This month-long celebration recognizes the LGBTQ + community’s contributions to society. It’s a time to acknowledge related challenges by promoting equality, acceptance, and human rights. But it’s also an opportunity to support love, unity, and resilience with events and activities that promote inclusivity, awareness, and the diversity of sexual orientations and gender identities.
We begin with a historical perspective.
The Meaning and History of DEI & Pride Month
Defining DEI requires a historical viewpoint on Pride Month, rooted in New York City’s Stonewall Uprising of 1969. The momentous day of activism, ignited by protests against police harassment and discrimination, helped catalyze the LGBTQ + rights movement. The first Pride marches the following year commemorated the anniversary of the uprising.
There was a substantial focus on tolerance in the 1960s into the mid1970s, emphasizing workplace, school, and community acceptance and integration. And London hosted the first official Pride march in 1972. Multiculturalism carried the torch from the mid-1970s through the 1990s, highlighting the accomplishments of racial and ethnic minorities. Substantial demographic shifts led to forecasts of a “majority-minority” culture by the 2040s, emphasizing DEI (diversity equity and inclusion).
Accountability has been the central focal point since the early 2010s, ensuring the representation of diverse socioeconomic groups. These efforts often use social media platforms to stress governmental, corporate, and societal accountability.
Naturally, DEI, or a lack thereof, shapes an employee’s view of their company’s inclusivity efforts. The following section shows how these opinions break down statistically.
How Employees View DEI in the Workplace
The meaning of DEI is well illustrated in business sectors worldwide. Over half of employed American adults believe DEI should increase in the workplace. But demographic and political differences can influence how organizations deal with DEI. As such, employees have different opinions about their company’s related efforts.
Here’s how Some of Those Perspectives Break Down:
- Over 60% of employees believe their companies support fair hiring, salary, and promotional practices
- Over 50% claim their companies have regular DEI meetings and training
- Over 30% believe at least one co-worker promotes DEI
- 30% feel their companies are transparent about salaries
- Most believe these measures positively impact their work environment
Standing on the sidelines, no matter how strong your opinion, won’t move the needle for DEI. Change requires inspiration that leads to participation, so make 2023 the year you get involved.
Ready to Participate in Pride Month 2023?
Here are five things you can do to do to promote DEI locally and globally:
1. Attend Parades and Events
Take a boots-on-the-ground approach by checking for and attending local Pride celebrations.
2. Self-Educate and Promote Awareness
Learn about the history of DEI by reading books, watching documentaries, listening to podcasts, and engaging in critical public conversations. Then, share what you learn to help educate and increase acceptance in those less involved with LGBTQ + issues.
3. Promote LGBTQ + Organizations
Donate to related charities and volunteer to help organize efforts that elevate and empower the LGBTQ + community.
4. Be an Advocate
Make your voice heard through public discourse that promotes community-level LGBTQ + rights and equality. Use language that challenges discrimination and supports legal changes to safeguard and advance their cause.
5. Leverage the Power of Social Media
Use these online platforms to promote Pride Month and DEI through inspiring messages, relatable storytelling, and sharing resources related to LGBTQ + rights.
How Our Differences Can Unite Us
What does DEI mean, and what does it stand for? It means different things to different people. Yet, at its core, it also urges us to find common ground despite our differences. It teaches us that we’re more united than divided.
In short, we all generally want the same fundamental rights and freedoms. And Pride Month reminds us that inclusivity, awareness, and different sexual orientations and gender identities should be a daily celebration.
The fight to sustain these inalienable rights doesn’t begin or end with an annual event or parade. These pillars of freedom must stand on firm ground to survive the test of time, and we all play an ongoing role in making that happen.
How can you do your part? Digital accessibility supports inclusivity through the latest technology. See what UserWay can do for you.
UserWay Embodies DEI
UserWay is committed to removing barriers one webpage at a time with a complete range of AI-powered tools. We’re advancing the cause of diversity, equity, and inclusion (DEI) every day.
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Answers to Frequent FAQs
What are the Three Pillars of DEI Principles?
Diversity, Equity, and Inclusion. Each pillar is essential but must work together to provide equal access and participation for all.
What Should You Ask Yourself About DEI?
- How do you define diversity?
- How do you define inclusion?
- Why does it matter now?
- What influences your perspective on D&I and motivates you to promote change?
- Are there new or diverse employee groups in your company?
What are the 5 Most Significant DEI Challenges?
- Insufficient goals and metrics
- Inadequate training
- Lack of leadership support
- Budget limitations
- Cultural resistance