How to Support LGBTQIA+ Employees During Pride Month and Beyond
Why do we have Pride Month? For all the reasons we have AANHPI Heritage Month, Women’s History Month, or Black History Month—it’s a time to celebrate and elevate underrepresented voices.
All of our stories matter, but some don’t get the recognition they deserve. Pride Month is a way to shift the narrative and bring change for LGBTQIA+ individuals who deserve to thrive authentically and unapologetically in every setting, including the workplace.
Despite progress, the LGBTQIA+ community continues to face prejudice.
The LGBTQIA+ community and its allies have come a long way, but inequality still runs rampant. According to American Progress, sexually and gender diverse people face a higher rate of economic insecurity, discrimination, and exclusion than others, particularly after the COVID-19 pandemic.
The Center for American Progress and research group NORC conducted a survey to assess LGBTQIA+ adults’ lives. Their findings reported the following:
- 1 in 3 LGBTQIA+ individuals have faced a form of discrimination with the numbers higher for those with intersecting identities.
- Half of LGBTQIA+ respondents experience workplace discrimination and harassment.
- An estimate of 4 in 5 LGBTQIA+ adults feel the need to hide their identities to avoid uncomfortable and dangerous interactions.
The numbers reveal an upsetting reality: some of our very own peers, mentors, and leaders are subject to biases that can be anything from disrespectful to downright nefarious.
To pave a different, more empowered future for all, we must first know their history, make it the foundation of our advocacy work, and strategically place our building blocks in the present. It’s both an individual and collective commitment to creating a space where everyone has the resources to succeed and thrive as the most daring, confident versions of themselves.
Here, we explore the foundations of Pride Month, why it’s our collective responsibility to empower our LGBTIA+ leaders and peers, and how we can turn our solidarity into meaningful action.
To celebrate Pride Month, we need to go back to its origins.
Pride began when people refused to bow down to a status quo that required their silence and erasure. In 1969, the Stonewall inn was a well-known gay bar based in New York. Because of policies that deemed homosexuality unlawful, the location was one of many that suffered frequent and often brutal raids.
Various communities linked arms to push back and demand a change with prominent figures like Marsha P. Johnson and Sylvia Rivera at the frontlines. Gay rights groups emerged from their tireless activism, eventually leading to several parades where LGBTQIA+ members gathered to fight for better rights—namely the ability to exist, love, and work freely without looming threats.
Pride is a legacy of the activists that dedicated their all for societal and economic transformation. It must continue to be honored and remembered, not just as a reminder of the why behind our advocacy, but so that our LGBTQIA+ colleagues, whether peer or leader, always have a safe place to land.
Here are 4 ways to support LGBTQIA+ employees.
1. Be vocal about your support.
Silence in the face of injustice is just as bad, if not worse, than the injustice itself. Confrontation is always uncomfortable, but it’s necessary when standing in solidarity with others. Be unapologetic in your support, even if you’re the only one in the room who chooses to do so.
More often than not, there may be others who appreciate and find comfort in your boldness. There’s strength in numbers, and the more all of us advocate for our LGBTQIA+ peers, the better we can drown out unnecessary hate and bigotry.
2. Take the initiative to learn and self-educate.
Unconscious biases are not our fault—but they are our responsibility. Thanks to the digital age, educational resources are more accessible than ever. While it may feel easier to approach the first LGBTQIA+ individual you know to address your questions, try doing your own research from reputable sources first before striking up a conversation.
All of us are lifelong learners, and allyship is just as important of a growth journey. Take the time to read and reflect as you commit to continuous and tangible action.
3. Actively foster an inclusive work environment.
An inclusive culture is multifaceted. There’s an endless amount of opportunities to prioritize everyone’s needs, whether in the form of inclusive healthcare, resource groups, or flexible work policies. Empowerment comes into fruition when people, specifically those in power, leverage their resources to elevate others.
For instance, someone may need gender-affirming treatment or extended paternity leave to care for their new family. Leader or not, you can provide various forms of support they need to make their life transitions more seamless. And, when in doubt, just ask.
4. Give the mic to your LGBTQIA+ neighbors.
There needs to be a fine balance between speaking up for LGBTQIA+ people and knowing when to take a seat. While you should always stand alongside them, it’s important that your presence doesn’t overwhelm the very community you seek to uplift.
Instead of adding your perspective to every issue, take the time to also listen to others and their lived experiences. Amplify their voices and help spread their message—there’ll be others who need to hear it.
Advocacy work is lifelong, but it’s worth knowing your efforts will impact generations. If you want to learn more about Pride and how you can support the LGBTQIA+ community, check out the following resources:
