Celebrating uniqueness in every individual, every hue. Being yourself is never easy, especially in the face of family and peer pressure, and societal expectations. But there is a certain pride and happiness that comes with being yourself — your identity, your self-esteem, your rights. Every June is celebrated as Pride Month not just among the LGBTQ+ community but by everyone, everywhere. This is in mindful remembrance of the Stonewall Uprising in the US, a milestone in the Gay Liberation Movement. At Eviden, we celebrate the uniqueness of every individual, regardless of our sexual identity or theirs, yet fully cognizant that it is well within our rights to identify ourselves as we choose. Currently, we have Accessibility communities in five key regions — France, UK & Ireland, Germany, Iberia and the Americas, and we’re working on a way to enable communities to be able to better share concerns, good practices, and learnings. In France, we have an annual Activ Challenge that is focused on disability awareness. In Iberia, it’s number 2 of their top 5 priorities and they have worked towards emerging tech integrations, such as neurodiversity learning. With Diversity, Equity and Inclusion making such a mark in recent times, we need to do more to encourage and extend our support to members of the community. But how can we keep raising the bar of inclusion? We decided to pose these questions to some of our experts in Eviden. Why are the months of June and October special to the LGBTQ+ community? Sam Faid: June is significant to the LGBTQ+ community as it is celebrated as Pride Month, commemorating the Stonewall Uprising of June 1969, a pivotal event in the Gay Liberation Movement. This month is dedicated to celebrating LGBTQ+ identities, advocating for rights, and fostering a sense of community and acceptance. October is celebrated as LGBTQ+ History Month, focusing on recognizing and educating about the historical contributions and struggles of LGBTQ+ individuals. It aims to promote awareness and understanding of the rich history of the LGBTQ+ movement. Both months emphasize the importance of diversity, equity, and inclusion, encouraging society to support and celebrate the uniqueness of every individual. Almost 55 years later, the civil rights and legislative laws in many countries have been radically changed in favor of the LGBTQ+ community. Who do you think is your own personal icon in fronting this fights? Julia Shacklock: One of the unsung heroines who stands out for me is Christine Goodwin. She’s little known even today, but in 1995 she challenged the government to the effect that not allowing trans people to be recognized in their affirmed gender violated her human right to privacy. She fought this all the way to the European Court of Human Rights and won. This resulted in the Gender Recognition Act of 2004 which, although flawed, was a major step forward in legal recognition for trans people. Luca Schmitt: While a lot of progress has been made, there is certainly much more that needs to be made. In the US, we are currently facing legislation in many places that restricts access to healthcare for trans folks. Because I don’t believe the struggle for LGBTQ+ rights can be championed by a single individual, the people I look up to most in the fight for trans healthcare are the trans kids and their parents, who are dealing with the most hate and who continue to speak up for themselves and their children. Are there any specific areas/industries that still need to adjust their lens to a more inclusive setting? Sam Faid: In the UK, several areas and industries still need to adopt more inclusive practices. While significant advances have been made for LGB individuals, transgender employees still face substantial discrimination. In healthcare, LGBTQ+ individuals often encounter gaps due to a lack of understanding and sensitivity toward their unique needs, with transgender patients facing particularly pronounced challenges. This can result in inadequate care and discrimination. Comprehensive training for healthcare professionals on LGBTQ+ and specifically transgender issues is essential to provide appropriate and respectful care. In the defense and military sectors, despite some progress, LGBTQ+ personnel can still experience discrimination and bias, with transgender individuals often facing the most significant hurdles. Policies and overall culture need further evolution to ensure that all LGBTQ+ individuals are fully supported and included. Workplace biases persist across various sectors, including technology, finance, and construction. These biases can affect hiring practices, promotions, and the overall workplace environment, with transgender employees often encountering the most severe discrimination. Employers need to implement robust inclusive policies and ensure they are enforced, fostering a culture that genuinely supports diversity and inclusion. In the workplace, most global organizations now have a focused approach towards DEI. This is not just as an HR mandate but a business endeavor to attract talent and retain it. How has this helped LGBTQ+ candidates towards their dream jobs? Stephen Middleton: I have viewed Atos, and now Eviden, as going through peaks and valleys with its push against the norm. Where 9 years ago, when the Pride Network was first created, I was excited to see that level of openness and acceptance in such a large organization, then again with the Gender Transition Policy publication the following year. Since then, the organization has more widely celebrated Pride month, as a Group, but beyond that I know there is more that we could be doing outside of the workplace to make the lives of our employees better holistically. That is what will push us towards great equity and allow our LGBTQ+ colleagues towards their dream jobs with no additional barriers in their way. What can organizations do to take inclusive workplace culture to the next level? Julia Shacklock: I think what is key are strong policies and training for HR people on how to follow them properly. The harassment cases that companies have lost in court recently are often due to policy not being properly followed. This provides the foundation and expectations. This needs to be coupled with training for the entire workforce on why it is vital, both for the company’s success and for a vibrant workforce to embrace diversity. Are allies in the workplace a critical element or is it just good-to-have? Share your take. Jack Moulson: Allies in the workplace are essential for diversity, equity, and inclusion. They support and advocate for marginalized colleagues, helping to break down systemic barriers. Allies ensure diverse voices are heard and valued, promoting a culture of respect and belonging. They challenge biases and discriminatory practices, fostering equitable treatment and opportunities. Over the past few years, I have loved being an ally; it has been highly educational and rewarding. By modelling inclusive behavior, allies inspire others to contribute to a more diverse and equitable workplace, enhancing creativity and collaboration. Their involvement is crucial for sustainable DE&I progress in the workplace. The family is the smallest yet most important unit of society. How can family members be more inclusive? When should it start? Mike Sharp: Whether it’s a childhood family or the chosen family, inclusivity should start young. This should include raising people in environments that show it is OK to be themselves and not have to wear a mask or become prejudiced towards a group of individuals that are different from themselves. Family members can be inclusive by allowing people to be who they want to be. Allow for seemingly awkward questions to be raised from an early age. Also don’t show prejudice to a group of people, as that is picked up during development. To be more inclusive, start by educating yourself and the next generation. Luca Schmitt: It is important to educate children about how people are different and how to show kindness to everyone even if you don’t understand them. It is not just about LGBTQ+ people, but also people of different races, people with disabilities, and anyone else who may have a different life. For adults, it’s all about checking your privilege, listen to the struggles other people have and don’t downplay them because they don’t match yours. There’s so much to learn when we have open hearts and minds. If it hasn’t already started, it should immediately. Equal opportunity in every opportunity on every forum. – Are we there yet? How close are we to the perfect harmonious world we can be? Mike Sharp: Sadly not. Over the last few years, it seems the world has taken a huge step back after making large leaps forward. We have seen education become more inclusive only to have the shutters slowing start coming back down again. We have seen rights and opportunities that have paved the way for modern society abruptly being taken away. People’s opportunity to live free and be comfortable in their own skin is being discussed, decided, and taken away by people who fear to live outside the box or by people who interpret religion in different ways. While we continue to fight for the perfect harmonious world, sadly it feels that we are now further away from this than where we were only a few years ago. As long as we all continue to fight for the rights and freedom of people and don’t give up hope, then we could make it back on track and even push forward in obtaining the ideal ‘perfect harmonious world’.