Dojo’s LGBTQ+ Community Group is led and driven by individuals who identify as and are allies of the LGBTQ+ Community.
To celebrate and recognise the Pride season, we asked community members about about their experiences with Employee Resource Groups, their advice for being an effective ally, and what companies like Dojo can do to make workplaces more inclusive.
Meet them below.
What role have Dojo’s Employee Resource Groups (ERGs) played in your professional and personal life? Can you share any experiences where an ERG supported you or made a significant impact?
Warren Sauterelle, Talent Acquisition Specialist in London:
Dojo's LGBTQ+ community (ERG) have made a big difference in both my work and personal life. Even though Dojo is pretty inclusive, many people in the queer community still face discrimination at work and don’t always feel safe being their true selves. LGBTQ+ folks are also often missing from senior leadership roles in companies everywhere. Communities like Dojo's LGBTQ+ group are crucial because they help create a workplace where people in the community feel safe and can really thrive professionally.
This inclusivity benefits everyone since a diverse workforce brings in unique perspectives that might otherwise be missed. It also gives our allies a chance to learn about our community and apply that understanding in their everyday lives.
A great example of the LGBTQ+ Community at Dojo making a significant impact was when I was struggling with my family's acceptance of my queerness. Having this supportive community was invaluable—they listened, offered advice, and, most importantly, helped me shed the shame I was feeling. Members of the community opened up to me, shared their time, and provided recommendations for queer books, TV shows, and podcasts. This support helped me let go of the guilt and embrace my identity with pride.
How can someone be an effective ally for the queer community at Dojo and why is this important?
Stuart Blair, Scheme Relationship Manager in London:
Don’t be afraid of saying the wrong thing, as fear can hold us all back. Take an interest in issues that affect the community, research topics that you’re not sure about. For example, understand why using pronouns and gender-neutral language is important and adopt them into your routine to show allyship. Call out inappropriate language and ‘banter’ as unacceptable. This creates a safe environment for people to be themselves.
Andrea Frye Diaz, Country Marketing Manager in Spain:
For real change to happen, it is not only the community that must stand up for their rights, the support of allies is key. Someone who stands up for equal and fair treatment of people who are different from them. A fairer and more inclusive reality can only be built by all. Knowing that you have someone on your side who you can count on, who will listen and support you if you need it is key.
Warren:
There are a few ways to be a good ally for the queer community, and I'll highlight some examples. First, it’s really important for allies to educate themselves. Read up, challenge your own biases, and try to understand what the queer community goes through without always expecting us to explain everything. Second, just listen without judging. Be empathetic and support your colleagues when they need it. And lastly and in my opinion - the most important, speak up for the queer community when we're not in the room. Being an ally is super important because it helps break down old systems and beliefs, encourages real inclusivity, and promotes a healthier culture in any organisation
What can companies like Dojo do to make workplaces more inclusive?
Andrea:
To create support groups like the one we have, to offer information about the historic struggle for LGTBIQ+ rights, to help the rest of the team understand what it has cost us to get here and how much there is still to achieve in the world. To spread visibility to the realities that are lived beyond the cosmopolitan cities and to offer resources to be able to raise the alarm in the event of aggression or misbehaviour, which will allow us to seek support and help.
Stuart:
Continue to listen to Dojoers and adapt to their needs by regularly taking the pulse.
Warren:
Make sure policies use inclusive language, cater to the needs of LGBTQIA+ employees, and think about creating policies for gender transitions at work. Encourage top management to champion LGBTQIA+ inclusion, support Pride events, and back DEI initiatives. Ditch gendered language in communications, push for gender-neutral terms, and set up LGBTQIA+ Employee Resource Groups with clear leadership and missions. Keep the LGBTQIA+ education going all year round, with events, resources, and support for local non-profits.
How would you describe the culture at Dojo in terms of inclusivity towards the LGBTQIA+ community?
Warren:
The culture at Dojo is really open and laid-back. Anyone who works here will tell you that the people are one of the company's biggest strengths. Everyone's approachable, clever, and ready to collaborate. It's great to see we've built an environment where ambitious folks are open to getting to know each other. This community vibe is there no matter what country or department you're in, and I hope every Dojo employee feels the same.
I also love that Dojo celebrates Pride each year. Even a small nod to Pride can mean a lot to some colleagues, making them feel welcome at work. This kind of acknowledgment is still important, even in places like the UK where we think of ourselves as progressive and tolerant.
Stuart:
My experience in the relatively short time I have been at Dojo is immensely positive. The diversity within Dojo is evident with a great mix of nationalities, cultures, religions and languages spoken. A diverse workplace is great fosters creative thinking and varied perspectives and an appreciation for differences. Compared to other places I have worked, I thrived where there is diversity and am able to be myself, Dojo is one of these places. There are other jobs, where I felt I had to hide a big part of me and my life outside work.
In your opinion, what challenges do LGBTQIA+ employees usually face during their careers at Dojo? How could inclusion help them to overcome these challenges?
Stuart:
In general I feel that many LGBTQIA+ people, or indeed many minorities feel they have to push harder to make their mark, it takes people different times to know themselves and what they share with colleagues. Inclusion and a safe tolerant environment can allow people to be open about themselves, if they want to be.
Andrea:
The wounds often left by childhood are perpetuated in adulthood, feeling judged. Not only in the workplace, but also in the street, in the supermarket... This leads to insecurities and fears. Being able to share a trusting and inclusive environment helps professional and personal development within the company, as it makes you feel safe and supported. Without fear it is much easier to go far.
Warren:
When I first began my career in tech as a recruiter, being queer in the workplace wasn’t always easy, and it took me a long time to feel comfortable with it. It felt like I had to ‘come out’ in every company or new business setting, which could be quite draining and, frankly, irritating. This struggle was especially pronounced in environments where diversity was lacking. When you feel different, you often find yourself trying to blend in by avoiding anything that might make you stand out. I’ve definitely been guilty of this, from changing certain words to being overly conscious of my body language.
But you know what? I’ve come to realise how crucial representation is. Having people in your company who you can relate to makes a huge difference. Over time, you learn to present yourself better, drawing more on your experience and achievements. Because, let's be honest, your appearance, gender, or who you love has nothing to do with your work abilities.
Want to know more about Life at Dojo?
Find more information on Diversity, Equity, and Inclusion at Dojo here.