Back to Blogs
Blog Img

Reviewing Inclusivity Training During Pride Month: A Guide for the Tech Industry

​The technology industry has made great strides in stimulating diverse and inclusive workplaces. As of recent reports, 25% of tech workers belong to ethnic minority groups, up from 20% in 2022. Companies are implementing inclusive policies that accommodate neurodiverse colleagues and address mental health struggles, among other considerations.

Despite these advancements, there is still much to be done—particularly for the LGBTQ+ community. A staggering 75% of LGBTQ+ UK tech founders do not feel safe sharing their identity and a third of LGBT people avoid careers in science, technology and engineering due to worries of discrimination and bullying. This means a shortage of role models, and businesses risk alienating a valuable pool of talent if they do not prioritise LGBTQ+ visibility and support.

Pride Month serves as a powerful reminder of the ongoing journey towards equality and inclusion in the workplace. It is an ideal time for tech companies to reassess and strengthen their commitment to inclusivity. At Conexus, we believe that this transcends compliance; it’s about creating an environment where every individual feels valued and respected, and regular and effective inclusivity training is critical in doing so. Key considerations for reviewing your inclusivity training programs include:

Ongoing and Effective Training

Inclusivity training should be an ongoing initiative rather than a one-time event. The tech industry is constantly evolving, and regular training sessions ensure that employees are up to date with the best practices and legal requirements. Emphasising the value of diverse perspectives in driving innovation and better business outcomes can motivate employees to embrace inclusivity. You should continually review and update your training content to reflect current issues and any participant feedback.

Robust Complaint Handling Mechanisms

Any business must also have strong mechanisms for handling complaints related to sexual orientation and gender-based harassment. This includes clear, confidential reporting channels and a structured process for investigating and resolving complaints. Employees should feel safe and supported when reporting issues, knowing that their concerns will be taken seriously and addressed promptly.

Zero Tolerance Culture

An inclusive workplace culture unequivocally rejects harassment and discrimination. Communicate this principle clearly to all employees, starting from their induction. Embed inclusivity into the company culture so that these values are consistently reinforced at every organisational level, from entry-level employees to senior leadership.

For many, Pride Month is a reminder of the continuous journey towards acceptance in the workplace. By auditing your policies for inclusivity, demonstrating allyship and providing regular, up-to-date training, you’ll create a truly inclusive work environment where LGBTQ+ individuals feel not only seen, but heard and valued across the technology sector. As one of the fastest-growing industries, technology needs to appeal and attract a diverse workforce to enable greater success. SAP, Dell and Microsoft, to name a few, have all been classed as ‘diversity champions’ for attracting LGBTQ+ talent into tech and supporting them throughout. After all, it’s harder to be what you don’t see.