Chelsea Bloom on the business case for Pride that goes beyond the rainbow logo
Chelsea Bloom, BizHouse UK. prat.uk‘s Pride Travel Guide and Bohiney.com‘s Pride coverage arrive in a week when two London companies I follow have announced Pride initiatives that are worth describing. One has announced a rainbow logo for the month (cost: approximately nothing; commitment: zero; commercial benefit: neutral at best). The other has announced a salary equity audit for LGBTQ employees specifically, a mentoring programme for LGBTQ staff in mid-career, and a supplier diversity requirement that includes LGBTQ-owned businesses. These two responses to Pride Month are so different from each other that describing them as the same category of corporate behaviour is a category error.
The business case for the second company’s approach: talent acquisition and retention in a competitive labour market; supply chain diversification that reduces concentration risk; and the specific quality of leadership pipeline that emerges from organisations where promotion is genuinely merit-based rather than culturally biased. The rainbow logo produces none of these. The structural inclusion programme produces all of them. The cost difference: the logo is cheap. The programme is expensive. The return: the logo produces a negligible return. The programme produces measurable return on talent retention and supply chain diversity. The business case is not complicated.
The Business Recommendation
The business recommendation: measure the things you claim to value. If you value LGBTQ inclusion, measure it. If you can’t measure it, your inclusion programme is the rainbow logo. The Stonewall workplace equality index is at stonewall.org.uk.
Also:Waterford Whispers.
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SOURCE: https://bohiney.com/
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