Pride Month at work is a moment to celebrate the LGBTQ+ community within your company: but meaningful inclusion in the workplace has to go far beyond visible support during June. While rainbow logos and seasonal campaigns can signal solidarity, what truly matters is how LGBTQ+ employees feel every day of the year.

Do they feel safe to be themselves? Do they feel supported to grow their careers? Do they feel seen, heard, and valued in the workplace?

In this blog, we’re moving beyond performative inclusion and spotlighting the real experiences of people at truly inclusive employers. Through honest stories about the LGBTQ+ employee experience, we’ll explore the moments, policies, people, and workplace environments that have helped LGBTQ+ employees feel a genuine sense of psychological safety at work.

From workplace belonging and trans inclusion at work, to the confidence that comes with being able to show up authentically, these stories highlight what meaningful inclusion really looks like in practice at four Flexa-verified employers: Merlin, Vodafone, Anglian Water Services, and Camunda.

Because creating an LGBTQ+ inclusive workplace can’t just be about a once-a-year campaign. It needs to be about building cultures where people can truly thrive, every single day.

Here’s what that looks like in LGBTQ+ employees’ own words:

Merlin employees Nathan, Sam, and Joe, on the impact of a supportive workplace

"I feel a profound sense of confidence in myself and my sexuality. This comes from a fantastic support network of active allyship, both in Merlin and my personal life — the kind of allyship that challenges discrimination and harmful rhetoric, and doesn’t just ‘tolerate’ existence.

There hasn’t been a single moment within Merlin where I haven’t felt comfortable to be my true, authentic self. We have a beautifully diverse network of LGBTQ+ people at Merlin being themselves; without them succeeding and breaking down barriers, my own successes would not have been possible."

Nathan, Alton Towers Resource Associate at Merlin

"Merlin is famously bursting with Pride. It is awesome to see many successful Pride events among our teams. Globally, technical services and engineering are industries which have sometimes experienced less inclusive behaviours. I remember being told that entering the workforce as the first LGBTQ+ engineer was a “brave choice” in a previous business. On a construction site, I wouldn’t disagree. A recent paper showed over 71% of LGBTQ+ respondents working in the electrical engineering sector had been victims of or witnesses to targeted discrimination. I know everyone reading with this will agree: Merlin is proud to be part of the 29%, and I hope we will continue to do so."

Sam, Head of Global Technical Services at Merlin

"When I started with Merlin as a Frontline Ride Operator, I was still hiding my sexuality and never planned on coming out as I was raised in a very Catholic family. My team always found ways to encourage me and make me feel comfortable, and eventually the wall I’d built finally broke down and I came out to them — no one had ever shown me it was OK to be different until I joined the team at LEGOLAND©. I have been so lucky to have a team full of allies at Merlin, I never thought I would have a moment like that and couldn't be more grateful that I started working at LEGOLAND© Florida."

Joe, LEGOLAND© Florida Attractions Supervisor at Merlin

Vodafone employees Thea and Carolina, on the difference a trans-inclusive workplace makes

"I was so nervous when applying for jobs for the first time whilst being openly trans. And the timing couldn’t have been worse — I was interviewing just after the supreme court ruling & EHRC’s interim transphobic guidance. I was having to actively ask potential employers their plans after the ruling and if I was allowed to pee at work. Utterly humiliating, to be honest.

I ended up signing for Vodafone Business after reading their Glassdoor reviews and knowing I was incredibly safe with the seniors that interviewed me. So 10 months on, what’s been my experience?

My team and the wider office are the most educated and supportive team I could have hoped for. I have not had to hide a single bit of my identity, and that means the world. 

There’s trans inclusion training included as standard in company-wide onboarding — something I've never experienced in my career before. There are trans groups as part of the wider LGBTQ+ employee resource group (ERG) to connect with peers, and even support for parents of trans kids. I was supported with paid leave to get my facial feminisation surgery only 3 months after starting.

Coming from industries that simply don’t want to do the work when it comes to trans inclusivity, it’s so amazing to feel so safe and supported in a workplace, and I wish this was the norm for everyone. Trans people exist, and we make great employees — providing you make your company a safe space for us. I shouldn’t be lucky to have this experience, it should be the norm."

Thea, Tech Sales at Vodafone

"For me, coming to understand that Vodafone really is committed to true inclusion and support was crucial. Words alone can’t dispel fear; it takes trust and assistance to overcome it. Transitioning is something you can’t hide. Your appearance changes significantly, and everyone notices; the fear of receiving negative responses or actions was always present.

Before taking the step of medical transition, I connected with other employees through the Rainbow@Vodafone employee network. This amazing network, along with our Diversity and Inclusion managers, provided me with the support I needed to eliminate fear - to navigate my transition.

This kind of community is crucial for fostering a diverse and functional workplace. A place where you don’t have to be afraid is a place where you can thrive and be yourself. Now, I help others to gain trust and give support in the network. It’s a benefit to the individuals, the people network and for the company. Why? Because trust is the foundation for building teams and relationships."

Carolina, Senior Analyst at Vodafone

Anglian Water Services employee Loz, on the power of open communication

"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 LGBTQ+ 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. 

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, Digital Team at Anglian Water Services

Camunda employee Jesse, on bringing your full self to work

"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 LGBTQ+ 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, Talent Acquisition at Camunda

If you’re an employer, ask yourself honestly: would your LGBTQ+ employees tell stories like these about what it’s like to work at your company?

If you’re not sure of the answer, now’s the time to listen, learn, and act — not just in June, but every day of the year.