June is Pride Month - a time to celebrate the LGBTQ+ community, reflect on progress, and recognise the work still to be done.
However, this year, that reflection feels more urgent than ever as LGBTQ+ people across the UK are navigating an increasingly challenging environment.
Media narratives are intensifying, with analysis showing around nine stories every day focused on trans issues. These stories are dominated by politicians and anti-trans campaigners rather than trans voices. Coupled with this, the UK has fallen from 1st place in Europe for LGBTQ+ rights in 2015 to 22nd today, reflecting a broader shift in protections and policy direction.
We are also seeing the impact closer to home: Pride events losing funding, debates over visibility becoming more divisive, and community spaces facing growing pressure. In some cases, events like Durham Pride have only continued because alternative support stepped in when official funding was withdrawn.
Against this backdrop, the workplace has never been more important. For many people, work is one of the few environments where inclusion can, and should, be actively shaped. When society feels uncertain or unwelcoming, a truly inclusive workplace can provide safety, stability, and the freedom to be yourself.
“We spend more of our waking hours at work than anywhere else,” explains Iain MacLeod, EDI&B Consultant at Reed. “It is vitally important that this is a space where people can feel safe without having to put up walls, especially in the LGBTQ+ community.”
Therefore, inclusion must be demonstrated through consistent, meaningful action, embedded into the way organisations operate every day.
Support and empower employee resource groups (ERGs)
Employee resource groups play a vital role in fostering belonging and community.
In particular, LGBTQ+ ERGs create safe spaces for employees to connect, share experiences, and influence company culture. To truly support them:
Provide dedicated funding and resources so initiatives can grow and have impact.
Assign senior leadership sponsors to champion their work at board level.
Actively listen and act on feedback, embedding ERGs in decision-making.
Recognise participation as valuable organisational contribution, not an extracurricular.
“ERGs need real power, whether it's reviewing and shaping policy or having a voice on decisions,” says Iain. “Without the ability to make change, they can feel performative.”
Embed inclusion through policy
Policies set expectations, create accountability, and define what inclusive behaviour actually looks like in practice.
For LGBTQ+ inclusion, this means going beyond generic statements and ensuring that protections are explicit and comprehensive. It’s about recognising different identities in everyday systems, ensuring benefits reflect diverse needs, and creating processes that respect how individuals define themselves.
However, policies alone aren’t enough. They must be understood, visible, and consistently applied to ensure that employees trust that they will be upheld in their day-to-day experience.
“Policy change should always be accompanied by training for managers, HR, and recruitment functions at the very least,” explains Iain. “Leadership must be given the tools that they need to implement this in a fair and equitable way.”
Partner with and support LGBTQ+ charities
Supporting the wider community is a powerful way to demonstrate commitment beyond your own workforce.
Meaningful support might involve making meaningful financial contributions to LGBTQ+ charities, offering employee volunteering days to support community initiatives, and building long-term partnerships that create sustained impact.
“LGBTQ+ charities and community interest companies, particularly smaller local organisations, often need seeking out,” says Iain. “By building relationships and helping them in their work, organisations can ensure that their actions match their words.”
Sponsor and show up for Pride
Pride events remain vital spaces for visibility, solidarity, and advocacy, with many increasingly rely on external support.
Organisations can:
Provide sponsorship that directly supports local Pride events.
Encourage employees to actively participate or volunteer.
Ensure any external support is backed by authentic internal inclusion.
In turn, this signals to employees, and the wider community, that they are supported, visible, and valued.
“Pride isn’t about putting a rainbow on your logo and making a single post, it’s about celebrating and standing up for your LGBTQ+ staff, clients, service users and suppliers,” finalises Iain. “Whilst June is the spotlight, the work must carry on all year round.”
Creating a truly inclusive workplace requires intention, commitment, and action.
By embedding inclusion into everyday practices and decisions, organisations can build environments where people feel safe, supported and valued.
