Pride Month: Word’s from Consid’s employees
Johanna Hjalmarsson, UX designer
– For me, it is important to share and be open and transparent about what life can be like when living outside the norm, regardless of which norm it may be. Because if we don’t share how it is, how will people then understand and learn to see things from multiple perspectives and how they can contribute or influence? Therefore, it feels very exciting and rewarding to be a part of this panel conversation, says Johanna Hjalmarsson, UX designer at Consid.
Johanna Hjalmarsson, who works at Consid in Linköping, began the month by participating in a panel discussion organized by Sankt Kors and East Sweden Tech Women during Linköping Pride Week. The theme was inclusion in the workplace.
– As someone who lives outside the heterosexual norm, I need to ‘come out’ in every social context and with every person I meet. It contributes to an almost constant stress and concern about how people will react or if they will have biases that color their perception of my professional competence or me as an individual. Therefore, I strive to raise awareness among those who do not experience this themselves, so that through their actions and choice of words, they can contribute to creating a more inclusive atmosphere for me and other LGBTQIA+ individuals both within and outside the workplace, says Johanna Hjalmarsson.
Danny Lam, UX designer
Similar to Johanna Hjalmarsson, Danny Lam from Consid Gothenburg also discussed the process of coming out when the floor was passed to him:
– It took me many, many years before I came out to anyone. What no one told me was that coming out is not a one-time event—it is a continuous process. A process that is always equally nerve-wracking and frightening. You don’t know how others will react. Most of the time, it is an unnecessary worry; people are generally accepting today, even in small Sweden. But the fear still lingers. The fear that someone might suddenly change their tone and body language, the fear that someone might be disgusted, the fear that someone might even become aggressive. The fear is constantly there, every time you enter a new room, a new context, a new meeting. Should I say ‘partner’ instead of boyfriend/girlfriend? What if they keep misgendering my partner? Should I say anything at all?”
Therese Ericson, Regional Manager and Office Manager at Consid in Karlskrona, Sweden
A crucial factor for many in daring to be themselves, for example, in the workplace, is the tone and atmosphere that prevails. Creating an open and inclusive environment often starts with leadership and a manager who takes the lead. Therese Ericson, Regional Manager and Office Manager at Consid Karlskrona, writes about how, as a leader, she must set the tone and provides her best tips for creating a workplace where everyone can thrive.
– For me, having an inclusive corporate culture that includes everyone is a matter of the heart, and unfortunately, it is far from a given in all companies. As a leader, I can make a difference and have an impact. It is up to me to set the tone for how we should be in our office! says Therese Ericson.
Therese continues:
– It is important to educate oneself and stay updated, open up your mind, especially if you belong to what is considered the norm, react and take action immediately when you see the possibility of exclusion, consider how you communicate, which words you use, and listen and provide support!”
Filippa Ahlcrona, HR and recruiting at Consid in Malmö, Sweden
It has been over 50 years since the first Pride parade, also known as Christopher Street Liberation Day March, was held in Manhattan. It served as a way to celebrate the one-year anniversary of the Stonewall uprising and demand equal rights and protection for the LGBTQIA+ community. Filippa Ahlcrona, from Consid in Malmö, writes in her post about why the issue of LGBTQIA+ rights is just as important to discuss today as it was back then:
– This is an important issue because acceptance is still not a given. Often, people believe they are inclusive/accepting, but unfortunately, old and outdated patterns of behavior and thinking still exist. We have made progress, but we still have a long way to go. I believe it is important to discuss these topics in the workplace, for understanding leads to acceptance (most of the time). There are still outdated myths circulating that do not align with LGBTQIA+ individuals, and at work, we spend 80% of our time.
Thank you for sharing!
Equal worth for all, the right to be oneself, and the freedom to love whoever one chooses are fundamental principles at Consid every day of the year. Thank you for sharing your thoughts and experiences during this month!
