Pride month may be over, but the work never stops. Part and parcel of growing beyond the slogans and flags, is truly looking within your organizations and finding out what it really means to be inclusive. What better way to do that than speaking to people that belong to both communities – the LGBTQI+ community and media & communications community – and hear from their experiences and insights.
With a culture deeply rooted in colonial-era religious dogma and pre-colonial notions of gender fluidity, the Philippines exists in a shadow of contrasts. As such, it comes as no surprise that it’s also a hotbed for a clash of opinions when it comes to inclusion. Filipina Trans activist and PR Director, Janlee Dunca, knows all too well the challenges of finding the right place where she can flourish as a trans woman.
The Media & Communications industry in many countries has proven to be a haven for diversity and a safe space for members of the LGBTQI+ community to flourish, from the Philippines to Austria from Advertising to Media Production, this seems to be the case. Daniel Gottschling, a pro in the audiovisual world, does not shy away from taking up space, especially in the public sector, like the Office of the Federal President of Austria where he currently works, because he knows how important it is to take up space in such an influential office.
As a British expat with Jamaican roots, Tonica is no stranger to the woes of navigating the world as a minority, especially moving from a very urban capital like London to a quaint city like Vienna. She has a unique insight that has led her to seek out the avenue of arts and culture to express herself through community building and activism, touching on multiple intersections of queer & black culture. Her experience and background hold a mirror not only to our industry but to our community as a whole and our internal struggles.
Our collective experiences as professionals and as queer people made for quite an enriching conversation. In the world of trendy “woke-ness”, how does one stay true to being true allies to the cause and making sure we do not find ourselves capitalizing on the fight for existence, even with the best of intentions?
1. Take a stand
Creating an inclusive environment, even from a leadership position, can sometimes be challenging in a world where appeasing clients while still creating great work that you are proud of can make or break your business. Janlee recounts how an experience with a client has taught a valuable lesson in sticking to your convictions. It is important to take a stand that reflects a culture of inclusivity and openness.
2. Create a safe space
Normalization through Pride celebrations and diversifying your team is one thing, but truly creating a safe space where people can, not only exist but thrive is the ultimate goal. Part of creating a competent team that represents the world we revolve in entails, not only filling the workplace with every letter in the diversity alphabet but also making sure that they are also empowered to be their authentic self; if possible, even a better version of themselves.
3. Practice what you preach
In this day and age, it is easy to get lost in the branding. As an industry obsessed with slogans and images, it is easy to rest your laurels on having a great Pride campaign or having your token LGBTQI+ employee. It is important to not only promote inclusivity but also make it a core part of your business.
4. Go deep or go home
Yes, fly the flag and ride the Pride truck with your corporate logo high up on the banner. But once the confetti has fallen and the music stops, make sure to create the policies and show your support to the communities when nobody’s looking. Not only because it’s good P.R. but because it’s good for the overall well-being of your team to be part of something greater than the bottom line. Make Pride part of your purpose.
5. Normalize. Normalize. Normalize.
An organization will always have members with different opinions, convictions, and beliefs that require respect. But, in the same token, as long as people need to march every June just to be seen or fight for the most basic of needs such as getting the right bathroom, there will always be a need to continue the conversation and keep fighting the good fight.
The hypervisibility of pride is a double-edged sword, and like anything that can be summarized into marketing slogans and branded visuals can be exploited. But in order to get to the place where inclusivity is mainstream, we need sensationalism. We need saturation. It always helps to remember that while we may be fighting to fly a flag in the office or get addressed the right pronouns by colleagues, there are still those that are fighting for their lives. There are those that are fighting for mere existence. There are people fighting for their truth.
The work may be laborious and the work can be tiring, but it’s a small price to pay to do the right thing, and make someone’s life a little bit better, if even just between their 9 to 5.
