June is Pride Month. And although we believe the tips in this blog should be embedded and followed all year round, Pride Month is a great reminder to check in on your company's diversity and inclusion, and make sure you're creating a workplace that embraces and celebrates the LGBTQ+ community. 

I know what you're thinking: "But we have a non-discrimination policy, isn't that enough?" We’re afraid it really 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 fabric of your company culture day-to-day. It's not just a box ticking exercise — it's also key to attracting top talent, boosting employee engagement, and fostering innovation.

In this blog, you'll discover:

• What does LGBTQ+ mean?
• What is Pride Month?
• 8 tips to help you create an inclusive workplace
• FAQs about LGBTQ+ inclusion and DEI in the workplace

Plus, we've got practical examples along the way from a selection of Flexa-verified companies who are doing brilliant work in this area: BAE Systems, MBDA, Merlin, OVO, TUI, and Veramed.

What does LGBTQ+ mean?

LGBTQ+ is an inclusive acronym that encompasses the spectrum of queer and trans identities – including lesbian, gay, bisexual, transgender, and queer/questioning people. You may also see this acronym written as LGBT, or as LGBTQIA+ (including intersex and asexual people, as well as those whose identities sit outside these labels).

This term represents the diversity of sexual orientations and gender identities that exist, and as an employer, it's part of your job to create a psychologically safe space at work where people with all of these identities can thrive.

What is Pride Month?

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

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

8 tips to create an LGBTQ+ inclusive workplace

So, how do you create an LGBTQ+ inclusive workplace — in practice, not just in theory? 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.

Making your workplace LGBTQ+ inclusive 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 advocate it. 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, without further ado: here are 8 practical tips to help you get started on creating a truly inclusive workplace for your LGBTQ+ 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 LGBTQ+ 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 LGBTQ+ employees need to thrive at work, and show that you support them; Flexa's data can help you here.

Emma, from BAE Systems' LGBTQ+ network, shares:

"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; 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's important to me that everyone gets a seat at the table. We are all different, and helping everyone to feel included really matters."

Louise, Belonging Lead at OVO, says:

"At OVO, we have LGBTQ+ inclusive policies and benefits, such as a trans inclusive policy and full trans healthcare. 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."

2. Lead from the top

Culture change starts with leadership buy-in. When your senior management team is made up of vocal champions of LGBTQ+ 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 LGBTQ+ employees.

Tyllr is the go-to platform for managers to boost their well-being, skills and professional growth. They share more on why allyship from managers is so important:
"If you want allyship to actually happen in your organisation, equip your managers to do it in their day-to-day. They're the ones who set the tone. The ones who hear the comments and who someone might come to when they're not sure if it's safe to be themselves. Feeling safe at work shouldn't be seasonal. That happens at a team level, through managers, every day."

3. Clarify pronouns

One small but mighty way to create inclusion is to normalise sharing pronouns across your 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 LGBTQ+ employees feel safer bringing their whole, authentic selves to work.

For example, BAE Systems introduced pronoun pins across their sites, and to email signatures, helping normalise this across their business.

4. Try providing gender-neutral options where possible 

While we're on the topic of language, try swapping gendered language for something more gender-neutral. For example, switching from "Hey guys" to "Hey team", or changing "Hello, ladies and gentlemen" to "Hello, everyone" is a simple step you can take to be more inclusive, without losing any of your meaning.

It's also important to consider how your workplace will accommodate all your employees when it comes to facilities, and any uniforms that are in place. For example, OVO offers gender-neutral facilities and uniforms to all employees who wish to use them. Particularly in the wake of recent, somewhat confusing ECHR guidance around the use of toilets and other facilities for trans people, having a clear, respectful solution in place that you can easily communicate will make a big difference to the dignity of your employees.

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

Employee Resource Groups (ERGs) for LGBTQ+ employees and allies can be a game-changer when it comes to building community, providing support, and amplifying queer and trans voices within your organisation. But here's the important thing — don't just create an ERG for the sake of ticking 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!

For example, Veramed has a DEI group which has its own dedicated internal Wiki page, featuring lots of resources about Pride and other areas.

And, in the video below, Marcus shares the mission of Pride at MBDA, an employee network open to LGBTQ+ employees and allies alike. Through personal stories, educational events, and supportive dialogue, this community enriches understanding and fosters inclusivity within MBDA.

6. Create a culture of education and awareness

Awareness and understanding of LGBTQ+ related issues is only possible when your employees all feel educated and equipped with the knowledge and tools required. But it shouldn't fall just to your LGBTQ+ team members to lead this education process: it's important for companies to take on the burden of this job themselves.

At TUI, Pride Month is being recognised as an opportunity to celebrate, educate and promote inclusion for LGBTQ+ colleagues, customers and communities worldwide.

Throughout June, TUI is delivering a range of activities and learning opportunities designed to build awareness and understanding of LGBTQ+ identities, experiences and allyship. These include live Pride sessions, educational Power Hours, e-learning modules, podcasts, colleague interviews and video content featuring personal experiences from LGBTQ+ employees.

TUI is also providing practical resources such as conversation toolkits, guidance for local Pride activities, downloadable Teams backgrounds, and dedicated content on its LGBTQ+ and Diversity, Equity & Inclusion platforms. New articles and resources are being shared throughout the month to encourage ongoing learning and engagement.

The overall focus is on fostering an inclusive workplace culture where everyone feels accepted, respected and able to be themselves, while recognising both the progress made and the challenges LGBTQ+ communities continue to face globally.

And at Veramed, a wide range of educational initiatives are in place throughout the year: from an LGBTQ+ History Month talk which was available to download via their intranet in February, to a Pride Month All Staff presentation and a separate Pride quiz. Each year, they embrace the opportunity to honour LGBTQ+ voices, educate their colleagues, and create meaningful moments that bring people together.

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-learns on LGBTQ+ topics, creating a dedicated Slack channel for sharing resources, or organising company-sponsored volunteer days with local queer and trans charities. There are so many ways to incorporate this throughout the whole year. The key is to keep the conversation going long after June has ended.

Sam, from Merlin, shares:

"At Merlin, we are proud to continually champion our LGBTQ+ community during Pride Month and beyond. Our purpose is built on creating joyful, inclusive experiences and this all starts with our people- the diversity of our incredible teams strengthens how we think, how we operate, and the experiences we deliver to our wonderful guests.

In the UK, we are proud sponsors and participants of local community Pride events, which our teams can be involved with using one of their fully paid ‘Volunteer Days’ giving our teams the opportunity to be a part of local causes they are passionate about. For the last 4 years, we have proudly been the headline sponsor of Stoke-On-Trent Pride, local to our largest theme park, Alton Towers Resort; which gives our colleagues the opportunity to be part of the celebrations and engage with the local community. 

Throughout June, we strive to amplify LGBTQ+ voices within our teams and as part of this, we encourage our teams to share stories to celebrate how far we have come, but also reflect on what more can be done to create a workplace where everyone can be authentically themselves.

Pride is not just a moment in the calendar at Merlin and we know inclusion is never ‘done’. That’s why Pride is so important to us, as both a celebration and a continued call to action; we will always continue to champion our LGBTQ+ colleagues during Pride Month and beyond because at Merlin, everyone matters."

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.

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