June is Pride Month!
Employers, here’s how to show your support!
Pride Month is more than a chance to change your logo to rainbow colors (although that’s a great idea) — it’s a call to action. For businesses, it’s an opportunity to reflect on values, amplify voices, and take real steps toward inclusion. But in a time when performative allyship is easy to spot, how can companies ensure they’re showing genuine support for the LGBTQ+ community?
Whether you're just beginning your inclusion journey or building on existing efforts, here are meaningful ways your company can honor Pride Month—and set the stage for year-round impact.
1. Listen First. Celebrate Second.
Before jumping into celebration mode, take time to listen. Pride is rooted in history, protest, resilience, and joy. Engage your LGBTQ+ employees, employee resource groups (ERGs), and community partners in shaping your plans.
Ask:
What does meaningful support look like to you?
What’s missing from our current inclusion efforts?
How can we show up authentically this year?
Let the answers guide your actions, and be open to learning and adjusting.
2. Make Internal Education a Priority
Many employees want to be supportive but aren’t sure how. Pride Month is a powerful time to offer trainings and resources that build awareness and confidence.
Consider offering:
LGBTQ+ Inclusion 101: A workshop covering language, pronouns, and respectful communication
Transgender and Nonbinary Inclusion: Deeper education on gender diversity in the workplace
Allyship in Action: Practical steps employees and managers can take to support LGBTQ+ colleagues
Education should never be about shame or blame—it should be about equipping people to show up better for one another.
3. Audit Your Policies for Real Inclusion
Symbolic gestures won’t matter if your policies don’t back them up. Pride Month is a great time to audit your policies, benefits, and systems to ensure LGBTQ+ employees are fully supported.
Check:
Are your nondiscrimination policies inclusive of gender identity and expression?
Does your health plan cover gender-affirming care?
Do your parental leave policies recognize diverse family structures?
Are restrooms, dress codes, and employee forms inclusive?
Making these updates sends a strong message: inclusion isn’t just a campaign—it’s your culture.
4. Uplift LGBTQ+ Voices
Pride is a time to amplify the stories and leadership of LGBTQ+ people—not just as a marketing strategy, but as a way to build connection, visibility, and change.
Ways to do this:
Feature LGBTQ+ employees in blog posts, panels, or internal newsletters (with their consent)
Invite guest speakers from the LGBTQ+ community for events or learning sessions
Share stories of trans, nonbinary, and queer leaders on your social platforms
Avoid tokenism by making sure people are involved in shaping how they’re represented—and compensate speakers and creators for their contributions.
5. Give Back with Intention
Supporting LGBTQ+ organizations financially is one of the most direct ways to make an impact during Pride. But where and how you give matters.
Tips:
Partner with local LGBTQ+ nonprofits, especially ones led by and serving Black and Brown trans communities
Match employee donations throughout the month
Consider long-term sponsorships rather than one-time gifts
Also, look beyond the “big name” orgs. Community centers, mutual aid funds, and grassroots groups often operate with limited resources but make a major difference.
6. Celebrate Thoughtfully
Yes, Pride is a celebration too—and you should celebrate! Just be thoughtful about how.
Ideas that feel authentic and inclusive:
Host a Pride-themed employee event with educational and social elements
Offer rainbow-themed swag and make a donation with every item given
Create art installations, digital galleries, or storytelling projects that honor LGBTQ+ history
And make sure these celebrations are accessible to everyone—not just folks in big offices or with flexible schedules.
7. Avoid Rainbow-Washing
Rainbow-washing is when a company uses LGBTQ+ imagery without backing it up with meaningful action. People notice—and they talk.
To avoid it:
Only post Pride content if you’re also doing internal work and policy updates
Be transparent about your progress, goals, and areas for improvement
Don’t use LGBTQ+ themes just to sell a product unless part of the proceeds support the community
Authenticity is everything. If you’re not ready to post about Pride, use the time to quietly do the work instead.
8. Invest in Long-Term Inclusion
Pride Month should be the beginning, not the end, of your company’s commitment.
Use this month to:
Set clear LGBTQ+ inclusion goals for the year
Build or support your LGBTQ+ employee resource group
Commit to ongoing education and external consulting
Create space for feedback and continuous improvement
True inclusion isn’t a moment. It’s a mindset—and a muscle you strengthen with consistent action.
Why It Matters
Companies that show up for LGBTQ+ employees and communities don’t just do the right thing—they build better teams. Inclusive companies experience higher engagement, stronger innovation, and better employee retention.
But perhaps more importantly, they contribute to a world where people can be safe, valued, and seen for who they are.
Final Thoughts
This Pride Month, don’t just join the conversation—be part of the change. Whether you’re hosting your first LGBTQ+ training or reassessing company-wide policies, every step you take creates a more inclusive future.
And remember: Pride started as a protest. At its heart, it’s about visibility, dignity, and the right to exist without fear. When your company shows up for that—authentically and consistently—you don’t just build a better brand. You build a better workplace, and a better world.
Need Help Getting Started?
Looking for guidance on LGBTQ+ inclusion, trans-supportive policies, or inclusive workplace practices? TI Executives offers consulting, trainings, and resources to help you move from intention to impact. Click the button to learn more about TI Executives’ services and how we can support your company for Pride month 2025 and throughout the year.
Let’s make this Pride Month count!
