Why we’re changing our logos for Pride month
For Pride month, we are changing our logos on social media to feature the Pride flag. Here, our LGBTQIA+ Colleague Resource Group share why this is not simply an aesthetic change, but a commitment to remain focused on the inclusion and wellbeing of our LGBTQIA+ colleagues.
To some, changing the logo may be seen as signalling NCC Group as an inclusive environment for LGBTQIA+ people. To others it may be seen as ‘pink-washing’, where a brand seeks to improve their reputation by associating themselves with the LGBTQIA+ community without providing them material support.
Because of this it is important for us, the LGBTQIA+ Colleague Resource Group, to feel in control of this process and to address the numerous possible interpretations behind why we have changed our logo. As we did last year, we wanted to accompany the logo change with a statement which communicates why we felt it was appropriate in light of the actions we have taken in the year.
For us, changing the logo is more than just a simple aesthetic change.
The last year has seen a huge range of societal challenges for members of the LGBTQIA+ community, with continuing pressures particularly on trans, non-binary and gender non-conforming individuals around the world.
NCC Group is not necessarily able to address these large-scale societal changes. But we can make a difference in our workplace. In the coming year, we are looking to help in a small way by ensuring our colleagues remain informed around the challenges facing various communities and providing them with opportunities to be heard.
Since the creation of our group in mid-2020 to help provide community feedback and perspectives as part of NCC Group’s commitments to Inclusion and Diversity, we have worked to support a variety of initiatives to improve inclusion more broadly.
Normalising the use of pronouns at work
Being misgendered is not a pleasant experience. As an organisation that works with people and businesses, providing people with tools and opportunities to communicate their pronouns in advance is critical. We encourage colleagues to add their pronouns to their email signature as an act of allyship. Colleagues can also apply for a pronoun badge free of charge.
Visibility of the community is an important aspect associated with building a safe environment. Many members of the LGBTQIA+ group engage in roles and task that are highly visible internally and externally. For those who aren’t comfortable being visible, we work to share their concerns while keeping them anonymous.
Advocating for the LGBTQIA+ Community
We advocate for our community across our whole business. We collaborate with the other Colleague Resource Groups to make suggestions around policy and training that will positively impact our community, and flag concerns and input on conversations that may impact LGBTQIA+ colleagues. And, as part of our NCC Conversations series, we share our perspectives, creating dialogue on topics that matter to our colleagues.
Changing the NCC logo for Pride month should not be taken as us patting ourselves on the back. Instead, it is a commitment to remain focused on the inclusion and wellbeing of our LGBTQIA+ colleagues and open about what we have been doing, despite the challenges we face.
The LGBTQIA+ Colleague Resource Group