With Pride Month winding down, workplaces should begin considering how to help their LGBTQ employees feel recognized beyond June. As anti-LGBTQ legislation continues to pass on state and national levels, Pride celebrations aren't enough to establish true workplace equity and
Half of LGBTQ people have reported facing workplace discrimination within the past year, according to a 2023 study by the Center for American Progress. Further, nearly four in five adults who identify as LGBTQ have taken action to avoid discrimination, such as hiding their sexuality or changing their appearance. However, companies can enact change and foster inclusivity by being proactive and offering benefits that are specifically tailored to LGBTQ employees.
"We want to make Pride and DEI something that we talk about year-round," says Sarah Reynolds, CMO of analytics platform HiBob. "As a company that caters to the HR community, we host year-round events that focus on how to build a culture of inclusivity. How do you think about inclusivity as a journey and not a destination?"
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Reynolds finds that employee resource groups (ERGs) play a crucial role in keeping conversations and community alive beyond Pride Month. ERGs can serve as an important platform for queer workers to advocate for themselves and keep their concerns on HR's radar, helping push for benefits such as gender-affirming healthcare or equitable parental leave, they say; they are a channel for queer employees not only to connect, but also host other events, such as inclusive language workshops or community panels.
Beyond ERGs, Reynolds believes that companies should be proactive in how they communicate and protect their employees' rights. Workplaces should clearly affirm their LGBTQ workers in their employee handbooks and negate discriminatory practices. If company campaigns include partners in the LGBTQ community, they note it is important that organizations take a public stand of support, even if faced with backlash.
In supporting their queer employees, companies can also go above and beyond by offering relocation services for families who feel unsafe in their current location. For some queer people, remote work has enabled them to live in more welcoming environments than where their company offices are based.
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"If you're a marketing leader, how do you make sure that you're not putting employees in uncomfortable positions, or that you have alternative staffing plans when business continuity requires us to operate in those states where the employees no longer feel comfortable?" says Reynolds.
Ultimately, an intersectional approach is a key to creating an inclusive culture —whether it be in thinking about workplace policies or simply organizing a panel. Companies should also consider how queer employees' other identities — as a parent or a BIPOC person, for example — might impact their experiences.
"It's not enough to change your logo for Pride Month," Reynolds says. "How do I make sure I am really thinking about inclusivity across the many different facets of people's everyday lives?"
