With this celebratory time coming to an end we would like to share what we have been up to this Pride Month and how we are building up on our initiatives in support of the LGBTQ+ community in our company!
We at ng-voice believe that Pride Month should not be a 1-month window to praise ourselves for being accepting of others, to then forget about this essential part of a more inclusive work environment for the next 11 months. Instead, we believe that this is a reminder and an opportunity to evaluate our DEI (Diversity, Equity, and Inclusion) initiatives and make them stronger. Since last year's Pride Month, we have tripled in size and with this rapid growth, our need for internal reflection has increased with every new team member we welcomed.
Our team is diverse in every possible way - not just our areas of expertise are vastly different, but also our cultural and ethnic backgrounds as well as Gender identity & Sexual orientation, and we celebrate that. But cherishing diversity requires constantly looking at our internal processes and actively committing to intentional changes we would like to make.
With that in mind, we took a very pragmatic approach and selected a group of actions that could be easily implemented, and that have a significant impact on strengthening our culture and creating an inclusive environment for the LGBTQ+ community. And by sharing our experience at ng-voice, we hope to incentivize other SMBs (Small and Medium Businesses) like us to take action and continuously find new ways to foster inclusion in their companies.
Firstly, we aimed to create a safe space for our LGBTQ+ team members and allies to share news, fun content, and experiences as well as support one another - so we did - we call it “The Rainbow Room”. With this internal communication channel, we began our second mission: to raise more regular awareness and maintain visibility for the LGBTQ+ community and assure that LGBTQ+ content does not disappear once Pride Month is over. For starters, we will be sharing a queer good news article of the month and start the bi-weekly Rainbow-Media Round for Movie, TV Show or Book recommendations.
We also reviewed our internal HR & Recruiting Processes where the candidate details we collect and personnel files were updated, especially to include non-binary individuals. We are updating our recruiting and internal communication platforms, including the option to add pronouns.
To assure that in our cross-national & cross-functional spaces matters of Diversity become more prevalent and visible, we will make sure to allocate a permanent slot in our Townhall meeting, which happens about once a month, to raise awareness and give visibility to DEI topics.
And we are also looking forward to being part of external Pride events with the team in the cities where we are present, which in our case happen in late July or early August.
The best part of being a member of the ng-voice team is that diversity & inclusion are not buzzwords. We hire diverse people from all around the globe. We never shy away from teaching one another new things & expanding our horizons. We are curious and listen to those that have new and different perspectives to share.
This month I am incredibly proud to be a part of a team that makes everyone feel welcome and is committed to not just growing in numbers, but also growing into a more diverse and accepting company.
Publisher Bio
Having more than 6 years in recruitment and talent acquisition with a focus on full-cycle recruiting, employer branding, sourcing, training creation and people support, she leads the Talent Acquisition team ensuring we are bringing and growing the best talent.
