Embracing LGBTQIA+ Pride and Inclusion at HireRight
In this blog post, Guy Abramo, President and CEO of HireRight, Julie Romero, CHRO at HireRight, and Steve Girdler, Global Managing Director and Head of Corporate Responsibility at HireRight discuss some of the ways we are embracing LGBTQIA+ Pride and Inclusion at HireRight – not just for Pride Month but throughout the year.
As June is Pride Month, a month where we recognize and commemorate the pursuit of LGBTQIA+ equal rights, I want to address the importance of Pride and inclusion at HireRight. It's a topic that we should all be passionate about, as it directly impacts our employees' well-being and our organization's success.
In the past, I have spoken about the importance of Pride to me and to my personal life, and although we are celebrating it in June, it is something I believe we should be celebrating all year around.
In this blog post, I am joined by Julie Romero, Chief Human Resources Officer at HireRight and Steve Girdler, Global Managing Director and Head of Corporate Responsibility at HireRight, to discuss some of the ways we are embracing LGBTQIA+ Pride and Inclusion at HireRight – not just for Pride Month but throughout the year.
Julie, could you start by shedding light on the significance of LGBTQIA+ inclusion?
Julie: Absolutely! LGBTQIA+ inclusion is crucial for creating a workplace where everyone feels respected and valued. By embracing diversity and promoting an inclusive culture, we can attract top talent, enhance employee engagement, and foster innovation. LGBTQIA+ individuals bring unique perspectives and experiences that drive creativity and problem-solving. By supporting LGBTQIA+ employees, we can help to cultivate a positive reputation, making us a place people want to work.
Steve: I completely agree, Julie. To me, diversity is just a reality. We are a diverse world. We are all different and we all fit into various communities. However, inclusion is a choice – and as an organization we make the choice to be inclusive, to make sure that we embrace diversity and get the benefits of it that Julie just mentioned.
To do that, we need a comprehensive approach with plans in our organization, starting with our policies and practices. We are working to ensure our policies explicitly prohibit discrimination based on sexual orientation, gender identity, and expression. We can also look to provide benefits that create a foundation for an inclusive workplace.
Guy: Those are great points, Steve. It's not just about policies but also the culture we foster. It’s our role as leaders to make sure that we create an environment where LGBTQIA+ employees feel safe and supported, and that they work for a company that cares and respects their points of view.
So, Julie, how can we create this environment where all employees feel safe and supported?
Julie: We can promote allyship and education throughout the organization. By offering diversity and inclusion training, we raise awareness about LGBTQIA+ issues and foster understanding. Let's encourage an open dialogue and create safe spaces for employees to share their experiences. Additionally, we’ve established an LGBTQIA+ employee resource group (PRIDE at HireRight) to provide support, mentorship, and advocacy.
Steve: We need to make sure that our culture is inclusive – it’s just a part of who we are and how we work. And allyship is hugely important to that, as you say Julie. Helping everyone understand and educate across all business functions and all parts of the world.
And let's not forget about language and communication. Using inclusive language and practices is crucial. We’re working to update our materials, websites, and forms to reflect gender-neutral language and pronouns. This small change can make a huge difference in creating an inclusive environment.
Those are excellent suggestions. Now, how can we measure our progress and ensure that we're continuously improving?
Julie: Regularly collecting feedback through surveys and focus groups can help us gauge employee experiences and identify areas for improvement. For example, our PRIDE Group is currently looking into participating in industry benchmarks like the Human Rights Campaign Corporate Equality Index to assess our LGBTQIA+ inclusivity. These metrics will guide our efforts and hold us accountable.
Steve: Additionally, let's celebrate our successes and share them internally and externally. By showcasing our commitment to inclusion, we attract like-minded talent and customers who align with our values.
Guy: I love the emphasis on celebrating successes, Steve. It's essential to recognize the positive impact we're making. Our journey toward LGBTQIA+ inclusion is ongoing, and we must keep adapting and learning.
Julie: I totally agree Guy. It's about creating a workplace where every individual, regardless of sexual orientation or gender identity, feels accepted and can thrive personally and professionally.
Thank you to Julie and Steve for joining me for this insightful discussion. Embracing LGBTQIA+ Pride and inclusion in our workplace is not only the right thing to do but also vital to foster an inclusive culture where everyone can bring their authentic selves to work. I hope that everybody, both in and outside of HireRight, is having a happy Pride Month this June!
Read more about how we celebrate our LGBTQIA+ community in this interview with one of the leaders of PRIDE, our employee-led affinity group, Olivia Mendelez: