As part of Pride Month, we’re looking at how companies can improve their DEI policies to promote inclusion in the workplace for the LGBTQIA+ community.

Although we believe these tips should be embedded and followed all year round, Pride month is a great reminder to check in on your company's diversity, equity, and inclusion (DEI) policies and make sure you're creating a workplace that embraces and celebrates the LGBTQIA+ community. 

I know what you're thinking: "But we have a non-discrimination policy, isn't that enough?" We’re afraid it isn’t. Creating a truly inclusive environment takes more than just a piece of paper. It's about walking the walk and weaving inclusion into the very fabric of your company culture. It's not just a tick box exercise - it's also key to attracting top talent, boosting employee engagement, and unleashing innovation.

This blog includes:

• How companies can strengthen DEI policies to better support LGBTQIA+ employees
• Why inclusion must go beyond policies and become part of company culture
• Practical steps to build a workplace where everyone feels safe and valued
• The business benefits of LGBTQIA+ inclusion, from talent attraction to innovation
• Why Pride Month is the perfect time to reflect on and enhance DEI initiatives

What does LGBTQIA+ mean?

LGBTQIA+ is an inclusive acronym that encompasses the spectrum of queer and trans identities – including lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual, and more. It's a way to celebrate the diversity of sexual orientations and gender identities that exist, and as an employer, it's your job to create a space where all of these identities can thrive.

We have compiled 8 top tips on how your business can create an LGBTQIA+ inclusive workplace.

What is pride month?

Pride Month is an annual celebration that takes place in June to honour and recognise the LGBTQIA+ community. It commemorates the Stonewall Riots, which occurred at the end of June 1969 and are considered a pivotal moment in the fight for LGBTQIA+ rights.

During Pride Month, there are various events, parades, festivals, and activities organised worldwide to celebrate LGBTQIA+ culture, raise awareness about the issues faced by the community, and advocate for equal rights. It is a time for reflection on the progress made in LGBTQIA+ rights, a celebration of diversity, and a reminder of the work still needed to achieve full equality.

8 tips to create an LGBTQIA+ inclusive workplace

So, how do you create an LGBTQIA+ inclusive workplace? Building an environment where everyone feels valued and respected, regardless of their sexual orientation or gender identity, is crucial for diversity and innovation. Inclusivity goes beyond just policies; it involves creating a culture of support. Here are 8 practical tips to help you get started on creating a truly inclusive workplace for your LGBTQIA+ employees.

1. Review your policies

It’s time to put your policies under the microscope. Are you using inclusive language throughout? Do your policies specifically address the needs of LGBTQIA+ employees? We're talking parental leave, adoption leave, healthcare benefits and more. Make it crystal clear that you see and support queer and trans families. You should also consider crafting dedicated policies around key issues like gender transitions in the workplace. It's important for you to understand what LGBTQ9A+ employees need to thrive at work and show that you support them.

2. Lead from the top

Culture change starts with leadership buy-in. When your senior management team are vocal champions of LGBTQIA+ inclusion, it sets the tone for the entire organisation. Encourage your C-suite to attend Pride events, speak openly about their allyship, and financially support DEI initiatives. Representation matters, and seeing leaders who walk the walk can make all the difference for LGBTQIA+ employees.

3. Clarify pronouns

One small but mighty way to create inclusion is to normalise sharing pronouns across the organisation. Encourage everyone who feels comfortable (not just queer and trans employees) to add their pronouns to email signatures, Slack profiles, Zoom names, business cards, you name it! This simple act challenges the assumption that you can determine someone's gender identity just by looking at them, and shows that you respect everyone's right to self-identify. Plus, it helps LGBTQIA+ employees feel safer bringing their whole, authentic selves to work.

4. Use inclusive language 

While we're on the topic of language, think about giving your company communications a little makeover. It's time to root out any gendered or non-inclusive language and swap it out for something better. For example, instead of using "guys", "ladies," or "gentlemen," you might want to try using “team” or “everyone”.

Remember, shifting to gender-neutral language is a process. The more you practise, the more natural it will become. The key is to keep learning and trying, rather than penalising people for forgetting.

Incorporating these small language tweaks into your company-wide communications, employee handbooks, job descriptions, and day-to-day interactions can go a long way in creating a workplace culture where everyone feels respected and included, regardless of their gender identity. It sends the message that you see and understand gender diversity, and you're committed to creating an environment where all employees can thrive as their authentic selves.

5. Create a LGBTQIA+ Employee Resource Group (ERG)

Employee Resource Groups (ERGs) for LGBTQIA+ employees and allies are a game-changer when it comes to building community, providing support, and amplifying queer and trans voices within your organisation. But here's the thing - don't just create an ERG for the sake of checking a box. Make sure it has a clear mission, leadership sponsors, and real avenues for driving change. And allies, listen up - your participation is crucial for maximising impact and showing solidarity!

6. Make the case for gender-neutral toilets

For many trans and non-binary employees, gender-segregated toilets can be a major source of stress and anxiety. Installing all-gender toilets (this might be in addition to gendered facilities, or in some modern office buildings as default) is a powerful way to demonstrate your commitment to inclusion and make sure that everyone feels safe and comfortable. No space for a full renovation? Even just relabeling a few single-stall toilets as all-gender can make a world of difference. 

7. Think beyond pride month 

Inclusion isn't just a one-month event. It's a year-round commitment. Look for ways to weave education and awareness into your company culture all year long. Maybe it's hosting lunch and learning on LGBTQIA+ topics, creating a dedicated Slack channel for sharing resources, or organising company-sponsored volunteer days with local queer and trans non-profits. There are so many ways to incorporate this throughout the whole year – for example, did you know that February is LGBT History Month? The key is to keep the conversation going long after June has ended.

8. Fight workplace discrimination

At the end of the day, you can have all the Pride cupcakes and rainbow lanyards in the world, but if you don't have a robust non-discrimination policy and a clear process for addressing harassment and bullying, it's all performative. Make sure your employees know exactly how to report incidents of discrimination and that there will be swift and serious consequences for any hateful behaviour. Creating a truly inclusive culture means taking a zero-tolerance stance and backing it up with action.

Creating an LGBTQIA+ inclusive workplace not only creates a safe space for your employees, but also creates an environment that attracts diverse talent. Candidates are looking for employers who don't just pay lip service to inclusion, but actively celebrate and are advocates. And the research backs it up - inclusive companies see lower turnover rates, higher employee engagement, and more innovation and creativity. It's a win-win-win!

So, our challenge to you this Pride Month is to take an honest look at how your organisation supports LGBTQIA+ employees. Don't be afraid to get uncomfortable and push for real change. It’s important for the LGBTQIA+ community to know that they deserve a workplace that sees them, hears them, and celebrates them for exactly who they are.

How leading companies are supporting LGBTQIA+ employees

BAE Systems

"Alongside being an IT Business Relationship Manager at BAE Systems, I co-lead our LGBTQ+ network, OutLink, which supports gender and sexual diversity within the workplace. I lead a team of volunteers across 9 Businesses, supporting more than 45,000 employees. Some of the greatest things I have been able to deliver are; introducing and changing policy to ensure the LGBTQ+ community is supported, delivering a programme of awareness sessions about topics such as Trans awareness, fertility, LGBTQ+ identities and STEM, introducing pronoun pins across sites and to email signatures and sponsoring the LGBTQ+ in Defence awards, and most importantly providing a safe space for those in our community. I do this because everyone wants to feel part of something, it is important to me that everyone gets a seat at the table. We are all different, and helping everyone to feel included really matters."

Emma, IT Business Relationship Manager

Camunda

"Pride, to me, means showing up as you are, authentically and freely. At Camunda, I've been welcomed to bring my full self to work and have felt safe having open conversations about LGBTQIA+ rights and visibility; conversations that have always mattered and remain deeply important. Being part of a global company, I work alongside colleagues from a wide range of backgrounds, countries, and perspectives, and no matter where we're from, there's a shared culture of respect, listening, and support."

Jesse Sullivan (Senior Talent Acquisition Partner)

Anglian Water Services

"I'm Loz and alongside working in our Digital Team at Anglian Water, I have the privilege of leading our Pride family, one of our Employee Led Communities. 

I think it's fantastic that we have a space where anyone can ask a question without fear of being judged, and have open, positive conversations with members of the LGBTQIA+ community. I enjoy being able to help people feel a bit more aware about issues and terminology, and more comfortable about communicating with people in different situations to themselves. For me personally, I’m so much more relaxed being able to be myself, share my identity properly, and not be constantly having to edit how I talk. 

I’m looking forward to everything we have planned for Pride Month – including internally publishing blogs from members of our Pride Family, a fun game of Pride Bingo, a ‘fireside chat’ with one of our Senior Leaders, and it's a chance to highlight the recent rollout of our mandatory Dignity at Work training. It’s a great opportunity to reinforce the importance of respect, inclusion and allyship across the organisation.

It's these honest conversations and shared stories that remind me why all of our communities' matter – no one should ever feel alone in who they are."

 Loz, lead of Anglian's Water pride family (Employee Led Community)

OVO

"Happy. Respected. Supported. These are the things we want everyone to feel. Because at OVO you can be your whole self. No matter how you think, what you believe, who you love, how your body works, or what gender you identify as. 

We are committed to building Belonging at OVO, not just because it's the obvious right thing to do but also because a more diverse and inclusive workforce is a happier, more engaged and more productive one. 

The fact is, we’re a kinder, stronger team when we work together. And we can’t change the world unless we bring everyone along for the ride! That’s why we work tirelessly to promote Inclusion and Diversity, in all sorts of ways. From tacking systemic issues, to challenging unconscious bias – we’re serious about giving everyone at OVO the same opportunity to thrive. 

At OVO, we don't change our logo for Pride month as we celebrate Pride all year round. Our wonderful Pride network, who are nominated for a Rainbow Honours award this year, and who have been finalists at the British LGBT Awards and winners of the Proud Scotland Awards, are such a fantastic network who celebrate every date in the LGBTQI+ calendar.

At OVO we are proud sponsors of Glasgow and Bristol Pride as well as the Out and Wild Festival and Trans in the City.

We have LGBTQI+ inclusive policies and benefits, such as a trans inclusive policy and full trans healthcare. We use our assets, such as the OVO Hydro and The Arena, Wembley to light in the colours of the Pride, Lesbian ansd Trans flags.

We have gender neutral facilities and uniforms for our people and we have two Pride wrapped OVO vans who drive on our streets in the UK all year long

At OVO, we know that Pride is #MoreThanAMonth"

Louise Bailey, Belonging Lead

TUI

“As Pride Leads, it’s been our mission to create safe, visible and joyful spaces for our LGBTQ+ colleagues and allies.  Birmingham Pride was a shining example of what happens when people feel empowered to be themselves. The day perfectly reflected our TUI values and Spirit behaviours. As we continue into Pride Month, we’re excited to keep this momentum going with more events across the UK, championing love, inclusion and community every step of the way.”
TUI Pride Leads