Celebrating Pride at Chorus: Week Two

Chorus is celebrating Pride this year by featuring the voices of our LGBTQ+ employees. Every week in the month of June, we’re publishing a blog post around what it’s like to be queer in tech, whether “out” or not. This questionnaire was anonymous, though some employees chose to use their identities. We applaud the employees who participated for sharing their experiences and we’re proud to have a diversity of voices included in this blog series.

Week Two: What can tech companies do better for their LGBTQ+ employees?

Matt Scheitle, Revenue Enablement Manager (he/him): Being open to supporting everyone. It sounds like a no brainer, but it means so much more. Support LGBTQ+ employees in career development, understanding your company’s benefits package, and having a diverse representation in your leadership team.

Anonymous (she/her): Companies can host educational segments about the LGBTQ+ community during Pride month. Coworkers who trust me have asked me questions about sexual and gender identities with the LGBTQ+ community. While I appreciate the desire to learn, I don’t know it all and one person cannot speak for the entire community. The burden should be on people outside the community to learn and companies can help facilitate that.

... I don't know it all and one person cannot speak for the entire community. The burden should be on people outside the community to learn and companies can help facilitate that.

Anonymous, (she/her)

Anonymous: That's a tough question, but I think it starts with training from the top down.

Michael Strickland, Office Manager: First, companies should provide resources for employees to establish Employee Resource Groups (ERGs) and other similar, employee-led groups/initiatives. When companies do provide resources to establish these groups though, I have noticed that they receive very little, if any, internal exposure and in the end, rely on word of mouth. In order for these groups to be effective, they have to not only have to have resources allocated to them but have active exposure internally - especially by a company's leadership team.

[Employee Resource Groups need] active exposure internally - especially by a company's leadership team.

Michael Strickland, Office Manager

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