Ways to Celebrate Pride Month Year-Round in the Workplace

During the month of June, there’s a flood of rainbow logos, parades with Pride flags, and pride celebrations in the LGBTQ+ community to celebrate Pride Month. It’s a time to celebrate the LGBTQ+ community, reflect on past and present inequities, and appreciate everyone’s diversity. It’s also a time to focus on building inclusive work environments. The recognition of Pride Month continues to grow in the United States and includes many more allies and supporters than in years past. Many companies celebrate Pride Month in the workplace.

Celebrating Pride Month in a meaningful way can be tricky since not everyone feels comfortable being “out” at work. An article from HR Dive reports that one-quarter of LGBTQ+ employees keep their identities hidden. Many people are worried their co-workers will treat them differently. Even though the Supreme Court ruled in 2020 that a person can’t be fired due to their sexual orientation or gender identity, there is still a lot of hatred and intolerance in the world. This is why it is important to celebrate with the people who support the LGBTQ+ community.

Despite some backlash on social media, Pride Month activities are embraced. Slowly introduce meaningful ways to celebrate Pride Month in the workplace, not only in June but throughout the year. That doesn’t have to mean rainbows everywhere, but you can find ways to celebrate that align with the organization’s culture and brand. Any efforts made to improve empathy, awareness, and understanding will contribute to an environment where all employees can feel safe and thrive.

Here are several powerful ways organizations can advocate for its LGBTQ+ employees throughout the year:

#1. Create an Inclusive Culture with Diversity, Equity, and Inclusion (DEI) Training

The first step is to create a diverse, equitable, and inclusive environment. LGBTQ+ employees should be able to feel psychologically safe, bring their authentic selves to work, build stronger business relationships, and thrive. A commitment to a more inclusive workplace requires a commitment to humanizing, hiring, supporting, and advocating for marginalized employees.

Do employees feel comfortable being “out” in the organization? Are there any LGBTQ+ employees in manager and leadership positions? Promote the company’s mission, vision, and values so these are more top of mind.

If the organization’s inclusive culture is obvious to job candidates, it allows for the ability to attract more top talent as well. Try using more inclusive recruiting sites like Diversity.com.

Starting with DEI training is an easy way to begin an open dialogue, especially for a company that’s never celebrated Pride Month. Promote training courses that support diversity, equity, and inclusion. Include training on topics like coming out at work, understanding pronouns, gender identity and sexual orientation, and supporting transitioning co-workers. Encourage self-directed learning across the organization to allow learners to explore the content on their own and help in their overall professional development.

Other related training topics might include:

• Allyship
• Empathy
• Unconscious Bias
• Social Awareness
• Emotional Intelligence

#2. Host an Inclusion Workshop

Whether the organization already has a diverse and inclusive culture, or it is still a work in progress, HR can organize an inclusion workshop. Ideally, bring in a Certified DEI expert to facilitate the session. The workshop could be held in person or via a webinar for remote teams. The goal of gaining understanding and celebrating inclusivity should be the focus. This is also an ideal time to stress the company’s diversity policies.

#3. Be an Ally

Having active allies is vital for LGBTQ+ employees. They play a pivotal role in creating space for LGBTQ+ employees to be comfortable coming out and feeling safe at work. Encourage allies to stand up for LGBTQ+ employees when they see or hear non-inclusive behaviors. Offer ongoing opportunities for them to learn and listen to their colleagues.

#4. Add Pronouns to Email Signatures

Invite employees to add their pronouns to their email signatures. Be sure there is no pressure to do so. The workplace should always be a safe space for all employees. An individual’s sexual orientation and gender identity can be extremely intimate subjects depending on the individual.

#5. Bring Awareness

Use the company’s social media platforms as educational opportunities. Post LGBTQ+ issues, the history of pride, and their impact on society on internal social media channels. Share things like how LGBTQ+ Pride Month commemorates the Stonewall riots in June of 1969, led by Black Trans Activist Marsha P. Johnson. Celebrating Black History Month and Juneteenth helps to bring us all together and shows how we are all connected. Today, Pride Month symbolizes the promotion of self-affirmation, dignity, equality, and increased visibility of the LGBTQ+ community.

#6. Form a DEI Committee

HR can facilitate an inclusive culture by forming a DEI committee. The team members can brainstorm and carry out Pride Month ideas, assist with social media postings, and other ongoing events throughout the year. The DEI committee can make a positive impact in many different ways. They will not only foster a more inclusive company culture but promote diverse perspectives and help address unconscious biases. This will also lead to building trust, increased innovation, and employee engagement. In turn, this will also help to attract and recruit top talent.

#7. Donate to an LGBTQ+ Charity

Pride Month lends itself to a great opportunity to organize a fundraiser for an LGBTQ+ charity. Be sure to offer a company match. The fundraiser may unite the workforce and show support for a worthy cause. A few charities to consider are:

• Trevor Project helps youth in crisis. LGBTQ+ youth are almost five times as likely to have attempted suicide compared to heterosexual youth.
• True Colors United helps fight LGBTQ+ homelessness. LGBTQ+ youth are 120% more likely to experience homelessness.
• Human Rights Campaign works locally, nationally, and globally to tackle inequality on all fronts.

HSI Can Help

Organizations have a responsibility to ensure everyone feels seen, heard, and psychologically safe at work. HSI can help you create an inclusive culture with training for both leaders and employees. It’s important to provide additional training for people leaders and executives to help them build inclusion and psychological safety within their teams. HSI delivers modern and engaging training that guides learners toward awareness and action.

Cultural shifts don’t happen overnight. It requires ongoing learning and conversation. Please contact HSI to learn more about ensuring employees have access to workplace diversity, equity, and inclusion training and the necessary tools that will help build an inclusive culture.

HSI offers groundbreaking microlearning solutions to help companies of all sizes deliver award-winning content through flexible integration options to build inclusive cultures. Request a free trial.

Additional Resources

• Workplace Diversity & Inclusion Training Topics
• Improve Employee Social Awareness Through Workplace Empathy
• Beyond Pride Supporting LGBTQ+ Employees in the Workplace