Your LGBTQ+ employees and colleagues need your support. It’s a sad indictment of our times that 39% of LGBTQ+ people still don’t feel comfortable being “out” at work. While their colleagues are swapping stories about the weekend, they’re sitting in silence, feeling like they can’t be themselves in a place where they spend a third of their lives.

Pride is a chance to come together and show our support for one another. It matters now – in 2025 – just as much as it ever has. Let’s stand up and support the people we care about instead. 

Here are 5 simple ways your organisation can show its support for your LGBTQ+ employees.

1. Be loud, be proud

Don’t be quiet about Pride this year. One of the best things you can do for your LGBTQ+ colleagues is to show they’re welcome in your organisation. So make your support unmissable – make some noise and let everyone know you’re on their side.

• Make a company-wide announcement
• Organise some events
• Decorate your workplace
• Order some swag (t-shirts, flags etc.)
• Show your support on social media

2. Invite some external speakers

Hearing someone else’s story can have a profound effect on our own beliefs and actions. It can help us better understand subjects and experiences we don’t normally hear about. 

Hiring external speakers can be a great way to educate your whole organisation. They can speak about a range of topics, sharing in-depth knowledge and answering any questions from your team. 

If you’re not sure where to start – think about leveraging some of your contacts. There’s a good chance a colleague or friend will be able to recommend someone. Otherwise, try reaching out to local charities or national organisations like Switchboard or Mermaids.

3. Train your managers

Having reliable support from management can make a big difference to how your LGBTQ+ employees feel at work.

Introducing diversity training can be a great way to help your managers gain the skills they need to provide that support. It also sends a strong message to your organisation about your priorities.

Training can help your managers in a number of ways – from learning how to make LGBTQ+ colleagues feel comfortable being themselves, to recognising and dealing with discrimination. 

Remind managers that you’re not looking to punish existing behaviour. This is all about learning new skills, dispelling myths and busting stereotypes. By helping them better understand their fellow employees, you can help them forge stronger relationships and build a better, more united team.

4. Review your policies

Now’s a great time to look at your company policies and make them more LGBTQ+ friendly. You can have real impact here – creating safeguards that make your organisation a more welcoming and comfortable place to be.

• Use gender-neutral language wherever possible – it can help you avoid gender stereotypes, while making trans and non-binary employees feel safer and more welcome
• Review your parental leave to make sure it’s fair for LGBTQ+ employees who may not fit into the “traditional” mother/father setup
• Look at your pension scheme to see how it affects same-sex partners
• Build diversity training into your policies so new hires don’t fall through the cracks and existing employees get regular refreshers
• Establish strong anti-bullying practices – and make sure all staff understand how to make a report

These are just a few ideas – there’s so much more you can do here. If in doubt – speak to your team. Find out what’s working for them and what isn’t. 

5. Donate and volunteer

Local charities need your help and Pride is a great time to get involved. Use this month as an opportunity to do some real good for the LGBTQ+ community.

Fundraising doesn’t have to be a big deal. There are loads of easy ways your team can raise some money. Take advantage of the good weather with a sponsored step challenge, rally your bakers with a bake sale, or host a Pride themed quiz night.

For extra points, your organisation can offer to match employee donations, encouraging everyone to give more, and sending extra money to good causes.

You could even offer your employees time to volunteer with local LGBTQ+ charities. Set aside a couple of afternoons and let your staff know they can use them to give back to the community. You can choose a charity yourself, or let your employees decide where they’d like to spend their time.