Why is Pride month important?
Its value is not so much about celebration in my view, but creating a point in time to remind everyone why we are discussing these issues. The truth is that, whatever we might think from the comfort of Western Europe, freedom to identify openly in the workplace as LGBTQ+ is not universal. The International Chamber of Commerce has 45m members globally and we see daily how levels of acceptance differ across geographical regions, religions, cultures and even business sectors. We have come a long way on so many measures, but the journey continues.
We must remember though that a single moment of awareness-raising only has impact if it is part of an ongoing, continuous discussion. Lots of law firms and businesses will make a big splash of their ‘LGBTQ+ credentials’ during Pride Month, but then they’ll do nothing the rest of the year. Diversity and inclusion is something that needs to be part of the fabric of business life, day-in, day-out, manifesting in the minutiae of everyday decisions, transactions and conversations. And it’s not something to be done in isolation, but where possible connecting and collaborating with like-minded organisations on positive initiatives.
We have seen the difference with our own LGBTQIA Network – its impact on the wider community, internally and externally, has been most powerful when it has engaged with other organisations and worked on joint projects. When they have been able to show people that ‘stuff is happening’, this elevates the issues beyond just talk. For example, working with Open for Business, the coalition of leading global companies dedicated to LGBTQ+ inclusion, has enabled our LGBTQIA Network members to engage with the broader business community, which is generally ahead of the legal profession on these issues, and learn useful lessons and glean useful ideas they can bring back. And then feeding this back internally has given all our staff a sense of pride in what we are doing.
Why should we be prioritising the LGBTQ+ diversity and inclusion agenda anyway?
This isn’t just about treating individuals fairly and equally. The business case for diversity and inclusion is clear: studies repeatedly show that, in the words of Open for Business, ‘inclusive diverse societies are better for business and better for economic growth’.
Similarly, diversity and inclusion are good news for the practice of law. One of the key tenets of the Rule of Law is that justice be delivered by individuals reflecting the make-up of the communities they serve. Given the ICC Court was founded 100 years ago with the specific aim of advancing access to justice and the Rule of Law as a means of fostering peace among nations in the wake of WW1, this is a subject very close to our hearts.
So now we’ve established its clear benefits for both business and economic performance, as well as the operation of justice, how should businesses and firms approach improving LGBTQ+ inclusion?
Organisations need, in a structured manner, to foster an inclusive environment where people feel comfortable identifying openly as LGBTQ+, or not identifying if they so choose – that’s important too! Nobody should feel pressurised to identify or not identify. For me personally, identifying as LGBTQ+ it’s very much part of my authentic professional persona, and how I bring my whole self to work. I couldn’t work in the way that I do without bringing my whole self to work.
In tandem with this, organisations need to help those who are not LGBTQ+ understand why inclusion is so important too. This is not just about educating everyone about the positive benefits of diversity and inclusion on business performance, but also educating everyone to recognise and deal with their own unconscious (and other) biases.
How do we overcome unconscious bias, given it’s unconscious?
In short, the answer in my view is to ‘stop and think’! We need to encourage everyone to resist making decisions in a rush, despite the urge to be speedy and efficient. Knee-jerk thinking tends towards previously trodden paths. We need to examine our decision-making processes, use our more cognitive sides and be more ‘deliberately conscious’, challenging ourselves to choose differently. Also involving others in decisions, making it more of a collective process, will not only naturally build in more thinking time, but encourage more checks and balances too.
Have we seen real progress?
We have come a long way from my first years as a professional gay man. Back then I had few resources to draw on or other points of reference. I felt somewhat in the dark and rather alone, charting the territory for myself. In contrast now, much is in the open, under the clear blue sky and there are so many resources to help people. Where once the chat about LGBTQ+ issues, if any, took place in corridors amongst peers, now it has moved to agenda points in strategic boardroom discussions.
Today I’m proud to work for such a diverse organisation, working with colleagues from so many different nations speaking so many languages. And I am very proud to be the Court’s first Secretary General to be openly gay. But looking around the world, across different regions, cultures and business sectors I am far from complacent. We still have a long way to go – and we are up for the challenge!
Alexander Fessas is Secretary General of the International Chamber of Commerce’s Court of Arbitration
