June is Pride Month – How inclusive is your workplace?

Are you an employer? Are you an expert in all things EDI (Equity, Diversity, and Inclusion)? Probably not, and that is okay. None of us have all the answers.

We are all learning, growing, and striving to create a more diverse and inclusive workplace.

The first Pride event took place in 1970, and its impact has only grown since.

As LGBTQIA+ Pride Month is celebrated during June, it is a great time to reflect on how we can continue improving inclusivity in the workplace for the LGBTQIA+ community.

A brief history of Pride Month

Pride Month is celebrated every June in honour of the Stonewall uprising, which began on 28 June 1969 in New York City.

The protests were sparked by a police raid on the Stonewall Inn, a well-known LGBTQIA+ venue, and quickly became a defining moment in the modern LGBTQIA+ rights movement.

One year later, the first Pride marches took place in New York, Los Angeles, and Chicago to mark the anniversary and continue the push for equal rights and social acceptance.

Over time, Pride Month has grown into a global celebration, and a reminder that visibility, equity, and inclusion still matter deeply.

What does inclusivity look like to you?

Inclusivity means including and accommodating people from all backgrounds, race, gender, sexuality and ability.

Building a culture of inclusivity in the workplace is an ongoing commitment. It means ensuring that policies, culture and everyday interactions support individuals to be their authentic selves without fear of judgement or discrimination.

Consider the data

Now read these statistics from the Labour Research Department:

• 12 per cent of LGBTQIA+ employees believe they were fired or dismissed because they are LGBTQIA+

• 31 per cent of LGBTQIA+ employees did not agree they could be themselves at work. Of these, over half (53 per cent) experienced discrimination, such as receiving verbal or physical abuse, or feeling excluded

These figures they represent real people who are unable to thrive at work because they do not feel safe or valued.

As employers, there is a responsibility to act.

A great analogy to measure EDI is this:

Diversity is being invited to the party, Inclusion is being asked to dance, and Equality is being on the party planning committee.

It is a simple but powerful reminder that real inclusivity goes beyond hiring diverse talent.

It means giving everyone a voice, influence, and the opportunity to participate fully in shaping workplace culture.

What can your business do?

Small actions make a difference, from inclusive language and visible LGBTQIA+ support, to strong anti-discrimination policies and training.

Employers can also utilise allyship among staff and senior leaders, encouraging open conversations and listening to lived experiences.

Pride is a celebration, and also a reminder

Pride Month also offers the LGBTQIA+ community an opportunity to come together, find common ground, and unite under one banner.

It is important to celebrate the progress made in legislation, attitudes, and behaviours, and to keep striving for equality and acceptance.

If you are looking for support in making your workplace more inclusive or want ideas on promoting LGBTQIA+ policies within your business, please get in touch with Juliet Mellues or Kim Baden from our HR Consultancy team.

Happy Pride Month to everyone this June!

Juliet Mellues