Nonprofit HR’s Blog

Over the last decade-plus, Pride Month has become a major moment in the corporate calendar. From rainbow-colored logos to enthusiastic social media posts, companies often go big in June. But in 2025, with LGBTQIA+ rights facing renewed threats, performative gestures are no longer enough and may even be met with critical skepticism regarding an organization’s commitment to supporting this community. Many leaders are now contemplating the question: What does real, sustained support actually look like in the workplace?

It starts with intention and continues with action, every month of the year.

With several states actively pushing the Supreme Court to revisit Obergefell v. Hodges, the 2015 decision that legalized same-sex marriage, LGBTQIA+ individuals and their families are once again watching the ground shift beneath their feet. For employers, this is not just a social issue; it’s a workplace one. It’s a test of values, leadership and action.

So, how do you go beyond the optics and deliver real, sustained support? Let’s talk about what that looks like from the inside out.

Pride Month is the perfect time to reaffirm your commitment to LGBTQIA+ rights, including marriage equality. This is an opportune moment to issue a company-wide statement that reflects your values and expresses solidarity. To ensure this action creates the intended impact, it is important that the statement not be vague or generic. It should be direct, compassionate and action-oriented. Let employees know where your organization stands, why it matters and what it intends to do. Internally, this is also an important moment to point employees to resources that may support them during this difficult and uncertain moment in time. A statement should always connect to substance.

Examples of how employers can communicate and show genuine support could include: 

Reinforce Inclusive Policies and Practices: Remind staff of your non-discrimination policies, DEI commitments, inclusive health benefits and any LGBTQIA+ employee resource groups (ERGs). Visibility and clarity around existing policies are essential.

Create Opportunities for Education and Dialogue: Host panels, webinars or informal conversations to explore topics such as the history of LGBTQIA+ rights, the significance of Obergefell v. Hodges and what its potential reversal could mean. Include external speakers to avoid placing the responsibility for education solely on LGBTQIA+ staff.

Promote Access to Mental Health and Legal Support: Ensure employees are aware of mental health services and legal resources, especially those that are LGBTQIA+ affirming. Timely access to support is essential in moments of uncertainty or distress.

Participate in Local Pride Events: Show up publicly and with intention. Your company’s presence at Pride events is an opportunity to demonstrate your values in action. Staff will take note of how you represent your commitment in public settings.

Engage in Community-Based Service and Giving: Partner with local or national nonprofits that support LGBTQIA+ communities. Many of these organizations have experienced funding cuts, reducing their ability to provide essential services. Volunteer as a team, raise funds and build lasting partnerships rather than treating service as a one-time activity during June.

Where Benefits Still Fall Short: Closing the Gaps for LGBTQIA+ Employees and Families

Organizations committed to equity often invest heavily in employee benefits, but many packages still fail to meet the specific needs of LGBTQIA+ staff and their families. These gaps are not always visible on the surface. They show up in policies that assume one kind of family structure, in coverage that excludes gender-affirming care, or in support systems that are technically available but practically out of reach for many.

For LGBTQIA+ employees, benefits are not just about perks or extras — they are about safety, access, dignity and belonging. Leaders who want to create truly inclusive environments must look beyond compliance and evaluate how well their offerings align with the lived realities of all staff. When it comes to benefits offerings, all organizations have the option to do much more than the bare minimum.

Several critical areas noted in the list below continue to be overlooked or underdeveloped in typical benefits structures. Understanding and addressing these areas can lead to a disproportionately positive impact on LGBTQIA+ individuals, while strengthening workplace culture for everyone.

• Family planning & fertility support for persons who need additional support and paths to parenthood.
• Mental health coverage with confirmed LGBTQIA+ affirming providers.
• Accessible and inclusive healthcare for persons within the LGBTQIA+ community. This incudes gender-affirming care and health coverage for transgender and non-binary employees, including non-gendered health screenings, etc., and access to medications that both prevent and treat HIV.
• Inclusive definitions of family, which may limit the types of services a staff member or their family may be able to access.
• Dependent care that includes access for multiple partners and kids regardless of legal marital status.

Organizational Culture and Policy Considerations

Policies which support workplace inclusion and belonging, such as strong and enforced anti-harassment policies specific to LGBTQ+ identities, pronoun use and name change support in internal systems, and inclusive uniforms/dress code policies are examples of actions which can be beneficial to organizational culture for all staff.

Pride Month is an important time for organizations to show visible support for the LGBTQIA+ community, but the true measure of impact lies in what happens after June. One-off celebrations or symbolic gestures may raise awareness, but they often fall short of creating lasting change. To build genuine trust and belonging, companies must move beyond seasonal visibility and integrate LGBTQIA+ inclusion into their year-round strategies. This begins with intentional planning and continues through sustained action. By launching meaningful initiatives in June and maintaining momentum throughout the year, organizations can ensure their Pride efforts are part of a broader, long-term commitment to equity and inclusion.

Launching programs or initiatives in June can be a good way to ensure awareness, but those programs should extend throughout the year, or indefinitely depending on the scope. This same strategy can be useful to consider for all topics and populations of interest for organizations, but LGBTQIA+ specific content could include:

• Assessing and addressing the need/opportunity to develop structural programs such as mentorship, leadership development, coaching, etc. with specific emphasis on supporting people within the LGBTQIA+ community. While these programs may be open to all staff, it is important to affirm that there are leaders in the programs who understand and can support persons with those unique identities.
• Add ongoing education for allies to your Learning & Development strategy.
• Consider opportunities to positively address organizational policies, benefits or practices that are more inclusive of a wide range of identities.
• If you do not have ERGs, assess the interest in forming them and be sure to have those groups establish clear operating principles for sustainability and focus.
  • Tie your LGBTQIA+ focuses and initiatives to organizational strategic priorities and deliverables, which can ensure long-term sustainability and commitment while providing opportunities to gather data related to measuring impact.

Recognition that Inclusion Is a Long-Term Commitment

Pride Month, similar to other celebratory/recognition times, is an opportunity to reflect, celebrate and act, and it is imperative to solidify a stance that inclusion isn’t seasonal. Your LGBTQIA+ employees need consistent support, visible leadership and policies that reflect their lived experiences.

The leaders within organizations set the tone.

Speak clearly. Show up consistently. Build intentionally. Inclusion isn’t a campaign, it’s a culture, and the best time to invest in it is right now.

Our People & Organizational Strategy team partners with mission-driven organizations to create strong and sustainable cultures of inclusion. Connect with us today to learn how we can support your journey toward workplaces where your people thrive, feel valued and are empowered to drive meaningful impact.