True Allyship Starts After Pride Month

Each year on June 1st, rainbow logos appear across social media, parades fill the streets, and organizations take time to spotlight LGBTQ+ identities and experiences. Pride Month is a time of celebration, visibility, and learning. It shines a light on authenticity and honors a community that has long been marginalized and pushed into the shadows.

But what happens on July 1st?

Too often, the flags come down, and businesses move on—waiting another year to re-engage with LGBTQ+ inclusion. The reality is that real allyship isn’t seasonal. Lasting change requires action beyond Pride Month.

As Pride comes to a close, it’s the perfect time to reflect on how we can keep the momentum going. Here’s how to commit to LGBTQ+ inclusion 365 days a year.

Understanding the Why

True inclusion isn’t performative—it’s purposeful. For LGBTQ+ individuals, year-round support means safer work environments, greater mental well-being, increased job satisfaction, and stronger retention.

According to a recent Pew Research Center study, 56% of U.S. workers say DEI initiatives are a good thing, and the majority who have access to inclusive policies report a positive impact on their workplace. But there’s still work to do. The Williams Institute at UCLA found that 46% of LGBTQ+ workers have experienced unfair treatment because of their sexual orientation or gender identity.

Underrepresentation also remains an issue. According to McKinsey & Company, although 5.1% of women and 3.9% of men in the U.S. identify as LGBTQ+, many report feeling they can’t fully be themselves at work due to fear of microaggressions or discrimination.

The business case is clear, too. Inclusive companies perform better:

A global study from Qualtrics links a sense of belonging to an increase in job performance, with 91% engagement among employees who feel they belong—compared to just 20% who don’t.

McKinsey found that organizations with diverse leadership are 36% more profitable.

Inclusive teams make better decisions 87% of the time, according to Forbes.

Re-evaluate Company Policies and Benefits

Inclusion must be reflected in company policies. Start with a thorough audit to ensure language is gender-inclusive and protections are clearly outlined for sexual orientation and gender identity.

Offer meaningful benefits that support LGBTQ+ employees and their families, such as:

  • Gender-affirming care
  • Parental leave that supports all family structures
  • Healthcare coverage for same-sex partners
  • Mental health resources specific to LGBTQ+ needs

Foster an Inclusive Culture

Culture is built in the everyday moments—how we communicate, how we respect identities, how we show up for one another.

To foster inclusion daily:

  • Create space for conversations around LGBTQ+ topics without putting the burden on LGBTQ+ employees to educate others.
  • Normalize sharing pronouns in meetings, email signatures, and introductions.
  • Ensure systems and forms allow for chosen names and gender identities.

Support and Empower LGBTQ+ Employees

Support must go beyond words. Empower your LGBTQ+ team members through:

  • Employee Resource Groups (ERGs) that offer mentorship, community, and leadership opportunities.
  • Clear, confidential channels to report bias or discrimination.
  • Career development programs that ensure equal access to leadership pipelines.

When employees feel seen and supported, they thrive—and so does your business.

Educate and Train Continuously

DEIB training shouldn’t be a one-time seminar. Make education a regular part of your workplace culture:

  • Offer training on unconscious bias, inclusive language, and allyship throughout the year.
  • Celebrate LGBTQ+ history and contributions beyond June.
  • Hold leadership accountable for modeling inclusive behaviors.

LinkedIn’s Workplace Learning Report found that 94% of employees would stay longer at companies that invest in their development, making investment in employee growth a critical retention lever.

Amplify LGBTQ+ Voices

Representation matters. Provide platforms for LGBTQ+ employees to share their stories, insights, and experiences. Highlight their achievements not just during Pride, but year-round.

You can also:

  • Feature diverse perspectives in marketing, recruiting, and internal communications.
  • Partner with LGBTQ+ creators, nonprofits, or suppliers.

Give Back with Intention

Inclusion is about action, not just optics. Invest in the LGBTQ+ community by:

  • Donating to or partnering with LGBTQ+ organizations year-round.
  • Sponsoring events, scholarship programs, or advocacy initiatives that align with your values.
  • Volunteering your time, expertise, or resources to make a meaningful impact.

Measure Your Progress

You can’t manage what you don’t measure. To stay accountable:

  • Set inclusion goals and track key metrics, like representation and engagement.
  • Regularly collect feedback through surveys and listening sessions.
  • Review progress with leadership and make adjustments based on real input.

Keep the Pride Going

Pride is more than a month. It’s a movement.

At CoWorx, we’re committed to fostering workplaces where everyone feels they belong—not just in June, but every day. We encourage you to take the next step, whether it’s reviewing policies, educating yourself, or simply showing up as an ally in the moments that matter most.

Because real inclusion doesn’t end when the rainbow decorations come down. It begins with what we do the other 11 months of the year.

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