How To Support LGBTQIA+ Employees During Pride Month (and All Year Round)

Every year in June, companies around the world roll out rainbow versions of their brand logos and stock photos of visually diverse people, alongside boilerplate messages of support for LGBTQIA+ employees and community members. Oftentimes, the sentiment is positive but vague like ‘Love is love’ or ‘Equality for all’. Those are great, but employers can and should do a lot more to show LGBTQIA+ employees and their families that they are seen, appreciated, and protected.

Amid Pride Month in 2023, news headlines were full of critiques of corporate tactics, correctly observing that people – employees and the general public alike – are not satisfied by many of the ways companies opt to participate in the annual month of celebration and awareness.

CNN argued that Pride Month used to be “an easy win” for companies, but modern times demand more. Similarly, AP called Pride Month a “minefield,” referring mainly to companies that saw backlash from anti-LGBTQIA+ individuals and groups. In many cases, companies reversed course on Pride Month activities, sending a strong signal to employees that their support may come with conditions.

When it comes to supporting LGBTQIA+ employees and their families, conditional support is risky for business and undermines the authenticity of any show of support. If a company only believes in and values certain employees when it’s ‘easy’, those employees aren’t likely to feel safe at work and building trust becomes a difficult uphill battle.

In this article, I’ll explore effective ways to support LGBTQIA+ employees during Pride Month – and all year round.

Inclusive work culture supports all employees

Supporting LGBTQIA+ employees by fostering a thriving culture of inclusivity is a business imperative, not only for current employees but also for future talent retention and attraction goals. Since these issues fall under the umbrella of diversity, equity, and inclusion (DEI) in the workplace, it’s easy to find out how the general workforce feels about the kind of support and work that companies commit to.

Here’s a look at some important data points:

• More than half (56%) of US employees say diversity and inclusion in the workplace are a good thing, according to Pew Research Center.
• Less than one-third (31%) of employees say their employer is committed to improving justice or equality in their workplace, according to Gallup, signaling room for companies to improve.
• Nearly all (95%) of job seekers consider a potential employer’s DEI efforts when choosing between job offers with similar salary and benefits, according to Benevity.

How to celebrate LGBTQIA+ employees during Pride Month

Waving a rainbow flag is a great way to show support for LGBTQIA+ employees but if that’s all your company does, it’s not enough. Companies can and should do a lot more to celebrate during Pride Month – and it doesn’t take a huge budget or dedicated staff to pull it off. 

• Work with your Employee Resource Groups (ERGs) to find out how LGBTQIA+ employees want to celebrate. Whenever possible, follow their lead and center their voices 
• Host educational events to spread awareness, such as virtual history lessons on the origins of Pride. Sharing this knowledge provides important context and offers an opportunity for deeper understanding of current events
• Invite out employees to speak in small groups with fellow employees – virtually or in person – about their personal experiences at work, at your company and in previous positions. Hearing personal stories helps others understand and empathize
• Organize or sponsor a float in your local Pride parade, offer paid time off for Pride activities, and encourage employees to talk with one another about how they are celebrating.   

How to show support throughout the year

Pride Month commemorates the anniversary of a specific event – the Stonewall Uprising in 1969 – and that makes the month an obvious focal point. But LGBTQIA+ employees deserve support all year round. It’s crucial to ensure that June is not the only time of the year your company demonstrates its commitment to equality, inside and outside of your organization. 

Here are some effective ways your company can support LGBTQIA+ employees every month of the year:

• Include relevant information in ongoing communication around employee benefits and perks
• Highlight specific supports and resources available, such as ERGs, fertility/adoption services, gender affirming care, mental health services, etc.
• If your company isn’t already, be proactive about sharing and asking for pronouns in email signatures, on virtual chat platforms, and in other places that make sense.
• Donate to organizations that work on issues affecting members of the LGBTQIA+ community. (When in doubt, ask employees to nominate organizations!)
• Conduct periodic training sessions on using inclusive language in verbal and written communication.

Make Pride part of your company culture

Pride Month presents more than just an opportunity for companies to showcase rainbow logos and superficial messages of support. It's a call to action for genuine, year-round commitment to LGBTQIA+ inclusion. Conditional support undermines trust and risks alienating valuable talent.

Creating an inclusive culture, informed by employee input, is not only morally right but also strategically sound. Let's move beyond token gestures and embrace meaningful support, ensuring equality resonates in every facet of our workplaces, every day.