Belonging Beyond June

“Slay. Awesome. We are going to truly participate,
not just sponsor or make a post about it!”

That is how Anna Weingarten, a Human Resources (HR) Generalist specializing in recruiting, describes learning about the bank’s decision to participate in Cincinnati Pride. Cincinnati Pride is a weeklong celebration of the city’s LGBTQIA+ community. Beginning in 1973 with just 40 activists rallying in the city’s Fountain Square, Cincinnati Pride has grown to include a parade with 100,000+ attendees, a festival, art displays, concerts, and resources for the region’s LGBTQIA+ community and allies.

In addition to volunteers and a board of directors, Cincinnati Pride is also supported by nonprofit, union, and corporate sponsors, including the Federal Home Loan Bank (FHLBank) of Cincinnati. FHLBank Cincinnati knew participating in Pride meant not only walking in the parade, but also taking steps to support their employees and community during the other 11 months of the year, every year. These steps require an authentic desire to learn, plus support from employees at all levels of the organization. It also requires the organization to think about the technologies and tools used, and how those might be made more inclusive.

Bank employees have made changes on an individual level, such as including their pronouns in their email signature or self-identifying on the bank’s intranet. However, it is the system-wide changes that highlight how the bank walks the walk year-round. Inclusive language training is a key component of the bank’s professional development initiatives. According to Tenia Bishop, Senior Diversity, Equity, and Inclusion (DE&I) Program Manager, managers have embraced this training and the connections it builds between colleagues.

“Managers are more intentional about learning who their people are and encouraging them to speak up, participate, and ask questions. If we do not know our employees, we cannot support them in the way they need to be supported. It is not a one-size-fits-all situation.”

Employee resource groups (ERGs), communities of employees who share an identity or interest, are a key source of support at the bank. Research from McKinsey and Company shows that ERGs are most successful and inclusive when they are part of the organization’s overall strategy and mission, as is the case at the bank. In addition to the regular community and professional development initiatives the ERGs support, the groups also combine forces each year to host Unite and Ignite. This after-hours event, which more than one third of the bank’s employees attended, is geared toward improving communication and building bonds between employees from all walks of life. The event is a consistent success, and the bank uses the feedback from the ERGs to improve communication year-round.

In addition to the individual changes and the organization-wide initiatives, smaller groups of employees are independently working to support their colleagues. Weingarten described the impact of her colleagues taking allyship seriously: “Sometimes, when you are a member of the LGBQTIA+ community, you have to be the one doing the work to make change happen. In this case, it was very ally driven. They came to me and said, ‘We want to do this. Let us know if you want to be involved.’ I did not ask for it, or need it, but my entire department has ally badges. It made me feel like I can be fully myself at work.”

Change does not happen overnight. Individuals, groups, and the organization as a whole must work together to create authentic and lasting change. Tenia Bishop said it best:

“Creating an inclusive environment is not a one-time thing. It takes time, constant effort, and laser focus on creating an atmosphere where everyone feels welcome and heard. Being an ally is a commitment to advocating for equality for all, and we should act whenever we can. Each small step can make a big difference.”

FHLBank Cincinnati is already looking ahead to #CincyPride2025. Between now and then, employees can access inclusivity training, a new all-gender restroom, and helpful information on the employee intranet. Employees can feel confident being their authentic selves every day of the year, not just in June.