PRIDE ENGAGEMENT PACK - JUNE 2021 #PRIDEINCOOP - COLLEAGUE STORIES
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Pride Engagement Pack
June 2021
#PrideInCoop
Creating an inclusive culture starts with all of us role
modelling inclusive behaviours and bringing ‘endless
inclusion’ to life. This means being culturally aware and
curious about our colleagues’ differences. We’ve created
this toolkit to help get your conversations started for Pride
and to support our LGBTQ+ colleagues.
What is Pride? ���������������������������������������������������������������������������������� 3
The meaning behind the Progress Pride flag ������������������������������ 5
LGBTQ+ Role Models ��������������������������������������������������������������������� 6
Contents How do I talk about sexual orientation and trans status? ��������������� 7
How do I talk about non binary status and cisgender? ���������������� 8
Key watch outs during Pride ���������������������������������������������������������� 9
Microaggressions �������������������������������������������������������������������������� 10
What Leaders can do to support their teams? �������������������������� 11
Respect is our network for LGBTQ+ colleagues and friends ������ 12
Get involved with Respect ����������������������������������������������������������� 13
Trans or Non-binary? We Want You! ������������������������������������������� 14
What’s on?�������������������������������������������������������������������������������������� 15
What is Pride?
June is Pride month, which is focused on celebrating
LGBTQ+ communities and fighting back against the
social stigma that still exists against lesbian, gay, bisexual,
pansexual, trans, non-binary, queer, questioning and
others who identify under the LGBTQ+ umbrella.
We celebrate Pride in June because it marks the
anniversary of the 1969 Stonewall riots – the protests
kicked off by Black and Brown trans women in New York
City in resistance to the ongoing harassment by police.
From then, Stonewall became a symbol of resistance
against anti-LGBTQ+ discrimination. To honour this,
Pride month is often celebrated with colourful parades
and parties - LGBTQ+ communities and allies marching
through the streets and affirming our communities. The
first Pride Parade was held one year after Stonewall on
June 28, 1970 and was known as the Christopher Street
Liberation Day march, named after the street on which
the Stonewall Inn is located.
3 What is Pride Return to contentsWhat is Pride?
Over the years the Pride events have also served as
demonstrations for legal rights, such as same-gender
marriage and to show solidarity with countries where
being LGBTQ+ is still illegal.
Whilst Pride month is a key calendar event for many
LGBTQ+ people, not all LGBTQ+ people feel that it is
representative or inclusive of their experiences, so it
has since been joined by other key calendar events,
such as:
• Bi Visibility Day
• Lesbian Visibility Week
• Non-Binary People’s Day
• Trans Awareness Week
Whenever we celebrate LGBTQ+ communities,
it’s important to ensure nobody is left behind.
4 What is Pride Return to contentsThe meaning behind the
Progress Pride flag
This is the Progress Pride flag, designed by Daniel
Quasar. The flag, which originally featured only the
colours of the rainbow, includes black and brown
stripes to represent marginalised LGBTQ+ black and
brown communities, those who are from Black, Asian
and other minoritised ethnic backgrounds, along
with the colours pink, light blue and white, which are
used on the Trans Pride Flag.
This update to the rainbow flag is important to
challenge the racism and transphobia that persists
both in mainstream and LGBTQ+ communities.
It also acts as a tribute to the black and brown trans
women - Marsha P Johnson and Sylvia Rivera - who
were instrumental in kicking-off the 1969 riots at the
Stonewall Inn that our Pride celebrations mark
each year.
5 The meaning behind the Progress Pride flag Return to contentsLGBTQ+ Role Models
Munroe Bergdorf Nicola Adams OBE
(she/her) is a former professional boxer and
(she/they) is a model and social activist.
Olympic Gold Champion from Leeds. Nicola is a lesbian,
Munroe is a mixed-race, 33-year-old trans woman
she’s Black and she’s 38 years old.
and was born in Essex.
Nicola Adams OBE | Pro Female Boxer
Munroe Bergdorf | Model & Social Activist (mbergdorf.com)
Double Olympic Champion (nicola-adams.com)
Graham Norton Liz Carr
(he/him) is a presenter and broadcaster. (she/her) is a Comedian, Presenter and Actress.
Graham is also 58 years old, Irish, and a gay man. Liz is disabled, is a lesbian, from the Wirral and is 49 years old.
graham norton (@grahnort) / Twitter Liz Carr | Actor · Comedian · Presenter · Activist
Sam Smith Tilda Swinton
(they/them) is a singer and songwriter.
(she/her) is a Scottish Actress. Tilda is 60 years old,
Sam is a 28-year-old from London, is non-binary
she is a parent to twins, and she identifies as queer.
and is open to dating people of all genders.
Tilda Swinton | Hamilton Hodell
samsmith (@samsmith) / Twitter
6 LGBTQ+ Role Models Return to contentsHow do I talk about sexual orientation
and trans status?
Sexual orientation is a way of describing who a Trans is an umbrella term to refer to anyone whose
person is sexually and/or romantically attracted to. gender identity doesn’t completely match the
It can also describe someone’s lack of sexual or gender they were given at birth. Identities that come
romantic attraction, often referred to as asexual under the trans umbrella include trans women, trans
or aromantic. The sexual orientation identities men and non-binary people. Some people who
that experience inequality nationally and globally cross-dress will also identify as trans.
are lesbian and bisexual women, gay and bisexual
men and those with other non-heterosexual A trans woman is a woman who was assigned male
identities such as queer, pansexual and asexual. at birth. A trans man is a man who was assigned
For definitions of these identities, click here. female at birth.
7 How do I talk about sexual orientation and trans status? Return to contentsHow do I talk about non-binary status
and cisgender identity?
Non-binary is a term used to describe people It’s important to remember:
who feel their gender cannot be defined within Everyone has a sexual orientation: lesbian, gay,
the margins of the gender binary: man or woman. bisexual, queer, heterosexual, asexual etc.
Some non-binary people identify as part of the
trans community, some do not. Everyone has a gender identity: woman, man,
non-binary, genderqueer, agender etc.
Cisgender or cis is the term for anyone who does Everyone has a trans status: whether you are
identify with the gender they were assigned at birth. trans or not.
You could be a cis woman or a cis man. It’s helpful,
if you are cis, to consider including this when you
To get access to our LGBTQ+ Terminology Factsheet
introduce your identity, e.g. “I am a cis lesbian woman”.
and other resources on sexual orientation, and trans
This can support trans people by raising awareness
and non-binary identities, visit our Inclusion Hub:
that there are different types of women and men,
Inclusion Hub - Home (sharepoint.com)
but all are equally women or men.
If you don’t have access to the Inclusion Hub, please
email inclusion@coop.co.uk to access this factsheet.
8 How do I talk about non-binary status and cisgender identity? Return to contentsKey watch outs during Pride
Pink washing is a Anti-trans hate speech Representation of Accessibility can be an
term used to describe is unfortunately still often LGBTQ+ identities at Pride issue both with in-person
marketing strategies aimed heard at Pride events events and in the media and online Pride activity.
at promoting products or as well as online. Whilst has historically been It can present itself by not
people appealing to ‘gay- it is sometimes explicit, White Cisgender Gay having adequate viewing
friendliness’. In other words, more often it’s coded Men focused, so it’s key space for wheelchair users,
when you see a company language that seems to to ensure that any Pride no accessible parking
use the rainbow flag on a position women’s rights activity you are involved in nearby or not having
product during Pride for or lesbian rights against represents the diversity of sign-language interpreters
a purely commercial gain. trans people’s rights, the LGBTQ+ community. If during acts. Disabled
That’s not to say companies and claims “there are there are no women, trans LGBTQ+ people should be
can’t celebrate Pride only two genders”. This people, non-binary people, able to access Pride events
and demonstrate their misunderstanding is disabled, black, brown or to the same extent as non-
commitment to supporting factually incorrect. It’s also older people, question if disabled LGBTQ+ people,
the community, but it must important to remember this is an inclusive event but there are often too
be done in an authentic that some trans people are and raise it with the many barriers to do so.
way all year round. women and some trans organisers.
people are lesbians too.
9 Key watch outs during Pride Return to contentsMicroaggressions
What are they?
Microaggressions are the small or subtle (and often unintentional) acts of discrimination.
It can often manifest itself as ‘banter’ towards a part of a person or group’s identity. Here are some
examples of everyday discrimination that people from marginalised groups experience:
“ Have you picked a side yet? “ You don’t look trans”
You’re so greedy!”
“ You are too pretty to be a lesbian”
“ It’s just a phase”
“ I have a cousin/friend like you”
“ Did you have the surgery?”
“ So who’s the man/woman n the relationship?”
“ You don’t sound gay”
“ You’re not a typical gay guy”
“ That is so gay”
“ She’s not gay. She’s normal”
“ I’m not being homophobic.
You are just too sensitive” “ Being non-binary is just a millennial trend”
10 Microaggressions Return to contentsWhat leaders can
do to support their teams
• Have open conversations with your team about Pride and how
you can be more inclusive of LGBTQ+ people, considering all
the identities in the community.
• Attend our Pride learning events and encourage your team to
as well. Arrange a meeting to discuss what you learnt and what
you can do differently as a result all year round, not just during
Pride month.
• Add your pronouns to your email signature, to your LinkedIn
profile, and any other public profiles to show your solidarity and
inclusion of trans and non-binary people.
Click here for more information on why this is important.
• Choose gender-neutral language over binary gendered terms
when talking generally about a group or someone whose gender-
identity you aren’t aware of: ‘partner’ rather than ‘husband/wife’,
‘child’ rather than ‘son/daughter’, ‘sibling’ rather than ‘brother/
sister’ ‘ ‘they/them’ rather than ‘he/him/she/her’, ‘people’ rather
than ‘men/women’, ‘team’ rather than ‘guys/girls’.
11 What leaders can do to support their teams Return to contentsRespect is our network for
LGBTQ+ colleagues and friends
We are actively looking to become more The network also has a steering group which oversees
representative of our diverse LGBTQ+ communities, the delivery of the strategy, and the strategy sets out
so we particularly welcome expressions of interest what the network aims to achieve.
from trans and non-binary colleagues, disabled
LGBTQ+ colleagues and LGBTQ+ Black, Asian and There are also working groups which are organised
other colleagues from minoritised ethnic backgrounds. to deliver pillars of activity within the strategy and
includes organising the network, delivering events
As a member of the Respect network, you can: and social activity, co-ordinating support for Pride and
supporting learning and development initiatives.
• Get to know other LGBTQ+ colleagues
• Influence LGBTQ+ inclusion at Co-op Visit Co-op Respect LGBTQ+ Yammer Page.
• Join in celebration events such as Pride
• Tell us about the issues that matter to you
• A
ttend learning and professional development
experience in key areas such as communications,
reach and leadership
12 Respect is our network for LGBTQ+ colleagues and friends Return to contentsGet involved with Respect
If you’re interested in getting involved with Respect To express interest in becoming a Respect Steering
beyond being a member of the network, we have Committee member, please complete this form
Steering Committee and Working Group positions
If you want to get involved but are not “out” at work,
available under the following areas:
please still get in touch and we can discuss how to
• Communications: responsible for the Respect ensure your confidentiality is protected.
Mailbox, Yammer and Social Media
If you are unable to complete this form for any
• Development: responsible for partnerships, reason, please email us at RespectLGBT@coop.co.uk
memberships, education across business areas,
academies and learning opportunities for the network If you have any questions or concerns, or would like to
chat to us directly, feel free to email Claudia, the Respect
• R
each and Representation: responsible for increasing Chair at claudia.carvell@coop.co.uk, or Marc, the
representation nationally, across business areas, Respect Deputy Chair at marc.kurucz@coop.co.uk
and of marginalised identities
• E
vents: responsible for leading on all events including
Pride, Iris festival and Inclusion Calendar Events
13 Get involved with Respect Return to contentsTrans or non-binary? We Want You!
We know that trans and non-binary colleagues experience the highest levels of bullying, harassment and discrimination
at Co-op and we know we all need to do more to ensure trans and non-binary people feel included and safe.
All of our colleague networks want to welcome more trans and non-binary people to be part of our membership, working
groups and steering groups.
If you have any questions or concerns about getting involved, please get in touch:
If you are not interested in
Aspire@coop.co.uk RespectLGBT@coop.co.uk rise@coop.co.uk
joining a network but want
Aspire: Women and Respect: LGBTQ+ Network Rise: Cultural
to share your experiences
Allies Network Awareness and
and influence our inclusion
Ethnic Diversity
calendar events on trans and
Network
non-binary identities, please
email inclusion@coop.co.uk
strive@coop.uk Disabilitynetwork@coop.co.uk
Strive: Young People’s Represent: Disability Network
Network
14 Trans or non-binary? We Want You! Return to contentsWhat’s On
We’ve got a variety of events to mark Pride for you to get involved with, with something for
everyone from webinars to interactive workshops. See below for details on the sessions
taking place throughout Pride month and how to book.
Session Know Your Network: Respect
Book your
Date Tuesday 1st June space here
Time 2.00 – 3.00pm
Session Hidden Histories: A look at the journey of LGBT+ rights and Book your
overlooked LGBTQ+ pioneers (Webinar) space here
Date Monday 7th June
Time 2.00 – 3.00pm
Contact us: inclusion@coop.co.uk
Sign-up: Inclusion mailing list here
Further learning: If you have access to SharePoint, visit our inclusion hub for further resources. If you don’t
have access, explore MyHR > MyLearning > Learning communities > inclusion
15 What’s On Return to contentsWhat’s On
Session Experiences of LGBTQ+ ethnic minorities (Panel) hosted by
Book your
Andy Phelps and Ash Akhtar, with guests Asifa Lahore, space here
Reeta Loi and Rebecca Swarray
Date Tuesday 22nd June
Time 3.00 – 4.00pm
Session The Fight for LGBTQ+ Equality in 2021: Current issues and equality Book your
campaigns for LGBTQ+ communities right now (Workshop) space here
Date Wednesday 30th June
Time 2.00 – 3.00pm
Contact us: inclusion@coop.co.uk
Sign-up: Inclusion mailing list here
Further learning: If you have access to SharePoint, visit our inclusion hub for further resources. If you don’t
have access, explore MyHR > MyLearning > Learning communities > inclusion
16 What’s On Return to contentsPride Engagement Pack
Return to contents
#PrideInCoopYou can also read
