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Pride Month: Promoting Workplace Inclusion and Best Practices

Motivated woman on pier at sunset

Pride Month is an annual celebration of the many contributions made by the LGBTQ+ community to history, society, and cultures worldwide.

In most places, Pride is celebrated throughout June in commemoration of its roots in the Stonewall Riots of June 1969.

Beyond the celebrations, Pride Month serves as an essential reminder of the ongoing need for diversity, inclusion, and equality in the workplace.

Origins of Pride Month

The roots of the gay rights movement in Europe and North America go back to the early 1900s, when a handful of individuals in North America and Europe created gay and lesbian organizations such as the Society for Human Rights, founded by Henry Gerber in Chicago in the 1920s.

Despite some progress in the post-war era, basic civil rights were largely denied to gay, lesbian, bisexual, and transgender people until one night in June 1969, when the gay rights movement took a significant step forward with a series of riots in New York City.

As was common practice in many cities, the New York Police Department occasionally raided bars and restaurants where gays and lesbians were known to gather.

This occurred on June 28, 1969, when the NYPD raided the Stonewall Inn, a bar in the Greenwich Village neighbourhood of Manhattan. When the police aggressively dragged patrons and employees out of the bar, several people fought back, and a growing crowd of locals gathered in the streets.

The confrontations quickly escalated and sparked six days of protests and clashes with the NYPD outside the Stonewall Inn and throughout the neighbourhood.

By the time the Stonewall Riots ended on July 2, 1969, the gay rights movement had become a front-page issue worldwide.

On July 1, 1972, the UK’s first Pride march was held in London, chosen as the nearest Saturday to the anniversary of the Stonewall Riots.

Why Support Pride Month

Recent figures show that there are approximately 1.5 million people who identify as LGBTQ+ in the UK.

Pride Month serves as a reminder of the importance of diversity, inclusion, purpose, and the employee experience within organizations.

By embracing Pride Month's values, organizations can create an environment where all employees feel respected, supported, and empowered to thrive. Celebrating diversity and fostering inclusion strengthens the organization's culture and drives innovation, engagement, and overall success.

While society is undoubtedly more open and understanding of LGBTQ+ issues nowadays, many challenges remain for LGBTQ+ employees.

A 2022 poll from the Trade Union Congress (TUC) highlighted a widespread lack of support for LGBTQ+ staff, with one in five workplaces lacking HR policies to support them.

LGBTQ+ employees are more likely to experience workplace conflict and harassment, with 40% of LGB+ workers and 55% of trans workers reporting such experiences according to the CIPD.

Why Pride Month Matters in the Workplace

Pride Month underscores the importance of creating an inclusive environment where all employees feel valued and respected. Celebrating Pride in the workplace demonstrates a commitment to diversity and fosters a culture of acceptance.

Here’s why it matters:

  1. Enhances Employee Well-being: When LGBTQ+ employees feel supported and included, it positively impacts their mental health, job satisfaction, and overall well-being.

  2. Boosts Engagement and Productivity: Inclusive workplaces tend to have higher employee engagement and productivity levels. Employees who feel valued are more motivated and dedicated to their work.

  3. Attracts and Retains Talent: Organisations known for their inclusive practices are more attractive to top talent. Retention rates improve when employees believe their workplace is a safe and welcoming environment.

  4. Drives Innovation: Diverse teams bring varied perspectives and ideas, driving innovation and creativity. Inclusivity ensures that all voices are heard and valued.

Best Practices for Supporting LGBTQ+ Employees

To truly support LGBTQ+ employees and create an inclusive workplace, consider implementing the following practices:

Inclusive Policies and Benefits:

  • Anti-Discrimination Policies: Ensure your company’s policies explicitly protect LGBTQ+ employees from discrimination and harassment.

  • Equal Benefits: Offer equal benefits and parental leave for all employees, within this, consider how you can offer support for transitioning employees within your policy framework.

Education and Training:

  • Diversity Training: Conduct regular training sessions on LGBTQ+ issues, unconscious bias, and the importance of inclusion.

  • Inclusive Language: Educate employees on the use of inclusive language and the importance of respecting pronouns.

Support Networks:

  • Employee Resource Groups (ERGs): Establish ERGs for LGBTQ+ employees to provide support, advocacy, and a sense of community within the organisation.

  • Mentorship Programmes: Consider creating mentorship programmes that pair LGBTQ+ employees with allies and mentors within the company.

Visibility and Representation:

  • Leadership Representation: Ensure LGBTQ+ employees are fairly represented at all levels of the organisation, including leadership roles.

  • Marketing and Communications: Feature diverse voices in your marketing materials, internal communications, and company events.

Celebrating and Acknowledging:

  • Pride Events: Host events, webinars, or panels during Pride Month that highlight LGBTQ+ experiences and contributions.

  • Year-Round Commitment: While Pride Month is important, ensure that your commitment to inclusivity is evident throughout the year.

Practical Ways to Celebrate Pride Month at Work

Here are some actionable ideas to show support for Pride Month and beyond:

  • Learn about the history of Pride and educate employees through workshops or lunch & learn sessions.

  • Promote and encourage open conversations about LGBTQ+ issues and experiences.

  • Donate to LGBTQ+ causes and consider matching employee donations.

  • Attend Pride events, either in-person or virtually, as a team.

  • Volunteer with LGBTQ+ non-profits and support community initiatives.

  • Use Pride-themed backgrounds in virtual meetings to show solidarity.

  • Organise team-building activities like Pride trivia or creating a Pride playlist.

  • Host a Pride Party or create a Pride Month reading club.

  • Review and update diversity policies and ensure they are communicated effectively to all employees.

  • Create employee resource groups and consider appointing an equality and diversity champion.


  • Be mindful of employees who may not be out or comfortable with the spotlight.

  • Participation should always be voluntary and respectful.

  • Creating a safe space for everyone is crucial.

  • Practice equity and inclusivity not just during Pride Month but year-round.

Addressing Concerns About Discussing Sexual Orientation at Work

It's important to distinguish between discussing sexual orientation and talking about sex. Sexual orientation is integral to many individuals' identities and should be acknowledged respectfully. By fostering an environment where employees feel comfortable being their authentic selves, organisations can unlock their full potential.

In conclusion, celebrating Pride Month and supporting LGBTQ+ employees should be integral parts of your organisation's values and practices. By committing to inclusivity, you support your employees' well-being and drive your organisation's success.

Let's make every month an opportunity to promote diversity, inclusion, and equality in the workplace.


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