Diversity, Equity, and Inclusion are Essential for a Civil Society
My former workplace thrives thanks to the contributions of LGBTQ+ employees in an environment free from bias.
I returned to my former employer two years ago to speak at their annual Pride celebration. It was the 10th anniversary of the LGBTQ+ Pride employee resource group that I was a co-founder. Scanning the audience, I was delighted to see how the event had grown.
I was invited as a panelist on the group’s origin, successes, and challenges in its early years. It was gratifying to reconnect with familiar and unfamiliar faces in the audience. The presence of numerous company leaders affirmed support for this employee resource group.
Workplaces thrive that are diverse, equitable, and inclusive.
Diversity, Equity, and Inclusion (DEI) creates an inclusive and equitable workplace where all employees feel valued, respected, and free from bias and discrimination. It fosters an environment where everyone is treated equitably and fully participates in their work, regardless of their sex, race, religion, and other beliefs or characteristics.
Conservatives and Republicans have turned DEI into a divisive acronym, using it as a political wedge issue misrepresenting its purpose and falsely claiming that it prioritizes hiring less qualified inexperienced individuals. This mischaracterization distorts the focus of diversity, equity, and inclusion to eliminate these programs.
It’s time to share my diversity, equity, and inclusion story. This is the story of my leadership of an LGBTQ+ employee resource group at my former employer. It highlights the program’s positive impact, the lives it touched, and how it embraced diverse perspectives and backgrounds.
Planting the Seeds of LGBTQ+ equality and inclusion.
Two years before the official launch of the LGBTQ+ employee resource group, a lesbian coworker and I met with human resources and senior management. During this meeting, we discussed concerns regarding the disparity of employee benefits for LGBTQ+ employees.
She shared her story of the company’s free flu shot benefit for family members where her wife was excluded since they were not legally married. I shared that the bereavement policy did not allow me to take leave to support my husband after the death of my mother-in-law.
The senior human resources representative acknowledged that bereavement leave should be available to all employees, regardless of marital status. I pointed out that while my manager granted me leave, this was not guaranteed for all employees. This inconsistency highlighted the need for a more equitable policy.
The meeting ended on a positive note. Human Resources was updating the employee manual. We were asked to review the language that may be exclusionary towards LGBTQ+ employees. We provided feedback and many of our suggestions were incorporated in the manual.
Two years later, my coworker and I were invited to attend a human resource meeting on diversity. In the years before this meeting, the company issued a broad diversity statement emphasizing respect and fair treatment for all.
I jokingly commented to my coworker that the meeting resembled a ‘Noah’s Ark,’ with pairs from diverse groups present. We were gathered to discuss the launch of a formal employee resource group program. Basic information was shared, and the pairs were encouraged to form groups.
As we left the meeting, an HR leader approached us, encouraging us to form an LGBTQ+ employee resource group. She remembered our advocacy for LGBTQ+ employees in prior conversations and contributions to the employee manual.
After the meeting, we discussed whether we were the right people to lead this initiative. We acknowledged the need for a voice advocating for LGBTQ+ employees. While not considering ourselves champions, we completed the application to launch the group.
Launching the LGBTQ+ Employee Resource Group.
Human Resources and the DEI team scheduled an informational lunch meeting for LGBTQ+ employees and allies interested in joining the group. There were both familiar faces and others new to us.
While some attendees expressed enthusiasm for the DEI program, others voiced concerns about its potential risks and motivations. Several people joined, and we achieved formal recognition as an employee resource group. My coworker and I were elected as co-chairs.
As co-chairs, we sought guidance from friends involved in DEI programs, particularly LGBTQ+ employee resource groups. The support and advice received from these individuals were invaluable in shaping the group’s direction.
We organized quarterly lunch-and-learn sessions, which proved to be popular. These sessions aimed to help fellow employees better understand their LGBTQ+ colleagues, workplace challenges, and the importance of being an ally.
Most attendees were allies. Many LGBTQ+ employees, concerned about visibility, management support, and potential career repercussions, were hesitant to join or attend events. These concerns diminished over time for many as the group prospered and grew.
Our employee resource group recognized the importance of celebrating Pride annually. We hosted an annual ‘Pride on the Patio’ event to celebrate diversity and increase the visibility of LGBTQ+ people and allies within the company.
Management lived diversity, equity, and inclusion.
I was especially impressed by our sponsor, a senior vice president who, while not personally connected to the LGBTQ+ community, was a strong ally. He believed in a workplace free from all forms of discrimination.
He was a dedicated sponsor. I met with him regularly for coffee to discuss the group’s progress. He consistently asked how he could best support our efforts and become a better advocate for the group within senior management.
I spoke with another employee resource group leader at an annual employee meeting broadcasted to satellite offices. Corporate leadership strongly endorsed employee resource groups and reaffirmed their commitment to creating a diverse equal, and inclusive environment where all employees thrive to their full potential.
Allies were our superpower.
I attended an Out and Equal conference for LGBTQ+ workplace advocacy. A PepsiCo session highlighted their successful ally program. This was a key priority for our employee resource group. We utilized PepsiCo’s program and materials as a blueprint for our ally program.
An ally badge buddy became the visible symbol of support for LGBTQ+ employees. It was worn behind employee badges. I was pleased to see these badges worn by employees in meetings, hallways, the cafeteria, and at security checkpoints.
An ally handbook was a crucial part of our ally program. This booklet defined allyship and was a guide to being a better ally. Inspired by PepsiCo’s CEO’s ally handbook introductory letter, we wanted our booklet’s introduction to be a letter of support from our CEO.
Leaders from our employee resource group met with our CEO to request a letter of support. I handed him PepsiCo’s handbook as a reference, and without hesitation, he agreed to write the letter. This was a milestone in our efforts and visible support from senior management.
An ally banner was the centerpiece of our Pride events, lunch-and-learn sessions, and employee resource fairs. Employees signed the banner to show support for LGBTQ+ coworkers. The banner was filled with signatures and messages, a testament to the group’s success.
Allyship was open to everyone creating a more welcoming workplace where LGBTQ+ employees felt comfortable being themselves with their colleagues.
Our work led to a more diverse workplace.
Our employee resource group gained recognition beyond our company through active participation in a local network of LGBTQ+ employee resource groups. This enhanced our company’s reputation as a safe and supportive workplace for LGBTQ+ people.
Diversity, equity, and inclusion foster places where individuals can perform at their peak. This begins with truly seeing each candidate — their talents, experiences, and character — free from biases related to race, sexuality, or any other form of discrimination.
At the group’s 10th-anniversary celebration, I witnessed firsthand the embodiment of this statement as I faced the audience. The success and visibility of our group undoubtedly contributed to a significant increase in LGBTQ+ employees joining the company.
Diversity, equity, and inclusion is not just an acronym.
Being invited to speak at the group’s 10th anniversary celebration was an honor. I connected with colleagues I had worked with for years. They and the new faces in the audience made the employee resource group their own, precisely what I hoped.
I took note of a gay coworker I often encouraged to join the group. He always declined seeming uncomfortable. He was now an active participant. This is what the progress of diversity, equity, and inclusion is — empowering people to be visible and comfortable being their authentic selves.
My former workplace thrives today continuing its commitment to diversity, equity, and inclusion. I never saw a hiring decision influenced by sexuality or sexual orientation. The company seeks and hires the most qualified person in fair and equitable hiring practices.
I’m deeply concerned by the recent pressure on corporations to dismantle their diversity, equity, and inclusion programs. Such actions would negatively impact the workplace. I hope my former employer remains committed to these values and continues to uphold them in practice.
Throughout this story, I deliberately used the full terms diversity, equity, and inclusion rather than the acronym DEI. It is important to say these words. They represent the core values of a democratic and civil society. Words hold power, and that power grows when they are spoken often and echoed by others. So, say the words!
In the next four years, the LGBTQ+ community and its allies must be willing to embrace discomfort. Progress requires confronting and challenging those who seek to divide us, no matter how daunting it may seem. By standing firm against these forces, we reaffirm diversity, equity, and inclusion as a powerful and positive force in society.
Diversity is the mix. Inclusion is making the mix work. — Andres Tapia
