4 Diverse Companies: From Queer Founders to Inclusive Workplaces
Everyone has a right to work somewhere where their identity is respected and celebrated. This is why companies who advocate for diversity and social change are important – to both their employees and their customers.
Over the last 10 years we have seen a shift in attitudes as companies are getting more actively involved in human rights discussions – especially when it comes to their employees. We care about companies that do more than just talk the talk. We expect them to walk the walk too – whether that’s by hiring people from all walks of life; donating to just causes and celebrating what makes us different.
Here are some employers who share that sentiment. Now that we are halfway through Pride Month, we want to talk a little more about the companies who work to uplift LGBTQ+ people, including a short interview with the Chair of the Marston’s Pride Network!
1. Telfar
We want to start by celebrating brands founded by queer people – especially when they’ve become so successful over the last 2 years!
Queer, black-owned and gender neutral, Telfar was founded by Telfar Clemens in 2003. His line of vegan leather bags have now been seen toted around by celebrities such as Lil Nas X, Meghan Thee Stallion, and Zoe Kravitz. Celebrating his heritage, Telfar was the designer of Liberia’s Olympic Uniform in 2021, and has had a recent collaboration with Uggs as well.
We love to see a brand that celebrates diversity at its core. Telfar’s instagram often forgoes touched up, pristine photoshoots in favour of photos of real customers from different backgrounds, genders and sexualities.
2. Marston’s
It’s also incredibly important that companies create networks within their community to celebrate diversity amongst the workforce. This is done by allowing LGBTQ+ colleagues to discuss any issues they might face, and to involve themselves in change.
Down below is a short interview from Matt, Chair of the Pride Network at Marston’s.
What is Marston’s Pride Network?
The network is made up of like-minded colleagues across Marston’s who are focusing on creating an environment where people can be who they are and proud of who they want to be. We are here so we can be involved in supporting change and making a difference at Marston’s. We want to make sure Marston’s can be as inclusive as possible to our LGBTQ+ colleagues.
What would you like to see more of in pubs (during and after Pride month)?
I would honestly like to feel people take the time during Pride month to educate themselves and bring awareness to their friends and family. Be more tolerant and understanding.
What tips would you give to someone who wants to be an ally to LGBTQ+ colleagues?
Be kind, be understanding, listen and don’t judge. Where you see inappropriate behaviour, call it out, take these opportunities as learning moments, and teach others how to be an LGBTQ+ ally.
What advice would you give to LGBTQ+ colleagues to help them look after their wellbeing?
If you need to talk, there are specialist organisations that provide mental health support to LGBTQ+ people. Services they may provide include talking therapies and counselling. Many of these organisations employ staff or recruit volunteers that identify as LGBTQ+. We have our own Employee Assistance Programmes – the Licensed Trade Charity for pub teams and AXA Be Supported for Pub Support Centre. Our Pride network members are also here, you can reach out to any of us.
What’s changed for you over the years?
When I was 18, coming out was very hard due to the laws in place at the time. The progress over the last 25 years is hopefully making things easier for people to be who they are.
3. LUSH Cosmetics
Lush as a company have always advocated for positive change through their selling of only cruelty free products, and taken measures to ensure equality within the workplace. They have, for instance, a page on their website which provides resources and contacts for their staff to use. They put their values into practice – to create a safer space for trans and non-binary people.
We spoke to Beth at the Chelmsford branch to explore life at Lush:
1. At Placed, we want to celebrate retail and hospitality work, and to show that there’s always opportunity for growth. As a manager for Lush, how did you work you way up?
I started with Lush as a sales assistant in 2010, working just one or two shifts a week, becoming a supervisor after about a year. I stayed in this role for quite a while, with a few hourly contract increases here and there and some fun opportunities to get involved in company events and other things.
I became Trainee Manager of the Chelmsford store in 2017 and became the Manager of the store less than a year later in 2018. I have always jumped at any opportunity to learn a new skill or gain a new experience, which has given me definite advantages when applying for new roles and progressing to where I am now.
2. What tips would you give to someone who wants to be an ally to LGBTQ+ colleagues?
This is a topic that is very close to my heart, so I have a lot I would love to share. I’ll try my best to keep it brief though.
Firstly, do your research. If someone has an identity that you haven’t been exposed to before, or you don’t completely understand it, make sure to educate yourself. Try to avoid creating an environment where they feel expected to explain themselves or educate you. Instead try to create an open space where they know they can discuss things if they want to. Showing interest is great, but too much interest (even if you mean well) can be very draining on the individual and can make them feel other-ed.
If you are in a leadership role, it’s very helpful to offer them a private and respectful conversation about how you can help them feel more comfortable or supported. For example, if a hypothetical situation of abuse, microaggression or misgendering was to occur, do they have any thoughts on how they would prefer you to handle it? Everyone is different and has different feelings around how they want to be supported, so opening the conversation lets them know you respect their individuality.
The use of pronouns on name tags, email signatures, etc, creates a more inclusive space and I strongly encourage everyone to do it everywhere.
3. What are you guys doing for Pride Month? I noticed that Lush staff always wear pronoun pins year-round. We always put careful consideration into what we do as a store to celebrate Pride because we do not want to come across as performative or using it for financial gain. This year the Chelmsford store has kept it simple by having a pride painting installed in our window that was created by a local artist and member of the LGBTQ+ community so they can showcase their work.
Pictured below: Madina, Beth, Kerri, Caroline.
5. Bumble
A dating app? Yes, a dating app. Becoming more progressive means opening our perspective of relationships to include different gender identities and sexualities. Bumble celebrates diversity by being vocal about their values. We see this in their website that provides extensive resources on what actions they take to be more inclusive as a brand. Extending beyond just their employees, Bumble’s features and advertisements contribute to society’s changing attitudes.
For example, they have over 20 gender options available, and if you do not see the one that fits you perfectly, you can notify them by tapping ‘Tell us if we’re missing something’.
And yet they are also beautifully subtle in their advertising and social media. One of their adverts from 2020 depicts the timidness and excitement between two people on a date, who just happen to both be women. This advert reiterates how touching and important it is to see queer relationships normalised.
Leave A Comment