Pride Month in the Workplace: Commemorative Tips for Employers

How to commemorate Pride Month in the workplace

Pride is more than rainbow marketing — it highlights both the progress made and the work still needed for 2SLGBTQI+ equality. While rainbow logos emerging each June signal support, your business can make a real difference by taking actions that deliver lasting, meaningful impact for the community and the workplace culture. Commemorating Pride Month in the workplace is the perfect opportunity for Canadian organizations to take action.

2SLGBTQI+ workers continue to face inequity and discrimination in the workplace, which is why employers should back Pride Month campaigns with intentional efforts to make positive changes for the community. And this should be a year-round commitment. This year, consider focussing your Pride efforts on ways your company can improve belonging for 2SLGBTQI+ workers and customers.

The state of belonging and celebrating Pride at work

Diversity is the fuel that propels us all to new levels of success and innovation. But diversity alone isn’t enough. Diversity, equity, inclusion, and belonging (DEIB) are the four values needed to achieve the results we hope to see from our workforce, from engagement to ingenuity. The last value, belonging, is the ability to be accepted and respected as your authentic self. Where diversity, equity, and inclusion exist, belonging is the outcome. A lack of belonging can lead to psychological and emotional distress, and it prevents an employee from contributing to their full potential.

2SLGBTQI+ industry support

Unfortunately, too many 2SLGBTQI+ employees still don’t feel able to be their authentic selves at work, even during Pride Season. According to Egale Canada, 74% of Two Spirit, trans, and nonbinary Canadians hide or minimize their identity when job seeking, and 72% have experienced workplace discrimination. The cost is real: 49% have left a job due to a lack of acceptance, and nearly 1 in 5 (19%) report being wrongly fired because of who they are.

Build belonging into workplace culture

2SLGBTQI+ workers often examine their work environment and the people they work with, especially their leaders, to determine whether it’s an inclusive space where they can be their authentic selves. It’s important for leaders to show acceptance and inclusion outwardly and consistently at work, not just during Pride Season. Leaders should also model and communicate expectations for tolerance and respect at work.

Here are 10 ideas to show your commitment to Pride Month at work

1. Prioritize diversity

Many recent studies show that diversity strengthens companies. Diverse teams are generally more innovative, creative, and even smarter than non-diverse teams. Provide a DEI policy that sets clear guidelines for recruiting and managing a diverse workforce.

Recruit more intentionally by:

Posting on job sites that are 2SLGBTQI+-friendly
Promoting or sponsoring Pride Month events
Sharing allyship stories in external campaigns to build brand awareness
Ensuring all job postings use gender-neutral language

2SLGBTQI+ workers may lack belonging if they perceive they are the “only” one at work with their gender identity or sexual orientation. Ensure the leadership team making decisions within the company includes diverse individuals who can understand and elevate the needs of 2SLGBTQI+ and other equity-deserving groups.

2. Update workplace policies to protect workers

Society is increasingly welcoming of 2SLGBTQI+ persons, but some workers and customers continue to bully, harass, discriminate against, or commit acts of violence against 2SLGBTQI+ employees. To avoid this kind of treatment at work, many employees hide or change their behaviour, how they dress, and how they express themselves.

To create an environment where employees can safely show up as their authentic selves, update violence, harassment, and discrimination policies and keep perpetrators accountable. Policies should include 2SLGBTQI+ persons and clearly define acceptable behaviour. For example, intentionally and persistently refusing to use someone’s pronouns is a form of harassment and discrimination.

3. Continually challenge unconscious biases

Everyone has unconscious biases. These are the internal beliefs and stereotypes we develop and maintain without our conscious awareness. Unconscious bias training is an essential tool for uncovering what was previously unknown to you in your own unconscious mind. With effective training, employees can work against their biases and learn new ways of thinking that more accurately reflect the diverse world we live in.

You can also hire a 2SLGBTQI+ speaker or facilitate group workshops. Some employees simply don’t believe they have the right vocabulary or tools to participate in sensitive conversations. Training can equip them with the tools they need to ask questions and begin unlearning harmful beliefs.

4. Recognize individuals fairly

Examine your employee recognition practices to ensure they are fair, and work to remove biases from performance management. According to a 2024 Randstad survey of more than 2,000 LGBTQI+ workers globally, 1 in 3 believe their sexuality or gender identity has negatively affected their career.

5. Assess employee compensation

Recent insights from The Social Research and Demonstration Corporation (SRDC) reveal that 2SLGBTQI+ workers earn less at work compared to their non-2SLGBTQI+ counterparts, despite having more education. Employers should routinely conduct pay equity analyses throughout their organizations. Regularly reviewing employees’ knowledge, skills, abilities, and contributions relative to their compensation can help reduce or eliminate pay gaps that often exist between identity groups. Pride Month in the workplace is a great time to highlight the work an organization has done or is planning to do in this space.

6. Communicate mental health support offerings

Discrimination, stigma, isolation, harassment, and other issues that 2SLGBTQI+ individuals may face in addition to typical work stress can negatively affect their mental wellbeing. As an employer, you can offer an employee assistance program (EAP), so employees may access free mental health services and other support. You may also encourage and facilitate discussion groups or employee resource groups focused on understanding issues affecting the 2SLGBTQI+ community, offering support, and identifying workplace solutions.

7. Publicly support 2SLGBTQI+ organizations

Additionally, refuse to do business with companies, groups, and institutions that engage in homophobic, transphobic, and biphobic rhetoric or acts. You can also look for opportunities to spotlight 2SLGBTQI+ creators who use your products and services, such as highlighting what they’ve made with your platform or tools.

8. Promote volunteer opportunities for 2SLGBTQI+ and Pride events outside of work

Partner with or regularly contribute to 2SLGBTQI+ communities and causes, not just during Pride Month, but all year long. Support local charities and causes by encouraging employees to volunteer for events that inspire them. A volunteer policy can help outline when and how often employees may volunteer during work hours.

Beyond volunteering, there are lots of ways to be a corporate ally. Where possible, officially support 2SLGBTQI+ rights and protections. Put company contributions where they make the most difference by starting or matching a grant or donating a portion of the proceeds you make from a specific Pride campaign to a relevant cause.

9. Build a workforce of allies

Learning from 2SLGBTQI+ workers is essential for improving DEIB at work, but we can’t expect the 2SLGBTQI+ community to do all the heavy lifting all the time. Allies can champion causes, make changes, and speak out against biased decisions and behaviours in support of the community. Allies can also help create safer and more inclusive work environments for everyone.

A Harvard Business Review research project involving people who identified as 2SLGBTQI+ concluded that a good ally:

Is accepting
Takes action
Has humility

Allies can show up in many ways, big or small, such as wearing pink on the International Day of Pink. Every authentic act lays the foundation for new levels of activism and support.

10. Audit practices and policies with inclusion in mind

An inclusive work environment is important not only to the 2SLGBTQI+ community and other equity-deserving groups. A Deloitte’s Global 2023 LGBT+ Inclusion @ Work Report found that two-thirds of millennials (64%) and three-quarters of Gen Zs (72%) researched an organization’s commitment to inclusion compared to four in 10 Gen X respondents (43%). And a diverse workforce is cited as an important factor by 71% of Gen Z respondents and 73% of millennial respondents — 10% higher than Gen X (62%).

Celebrating Pride Month in the workplace celebrates equality

Create inclusive HR policies with these insights from our HR consultants in mind

Improve, or consider providing, coverage for gender-affirming healthcare.
Remove or revise gendered language from company materials, such as a dress code policy or an employee handbook.
Provide on-site gender-neutral, single-use restrooms that any employee may use.
Encourage employees to add their pronouns to their e-mail signatures and account profiles when possible.
Prioritizing inclusion and accessibility in external resources, like company websites and publications.

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Celebrate diversity: Pride Month in the workplace

Building an inclusive workplace overnight doesn’t happen. Real change starts with small steps that make every employee feel valued. Download our guide, An HR Professional’s Guide to DEI in the Workplace, and learn to break down barriers, champion creativity, and establish a culture of belonging.

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