The UK held its first Pride Parade in 1972, inspired by events held in major American cities following the Stonewall rebellion in New York in June 1969. In the following years, the celebrations grew and now every June is recognised as Pride Month, allowing us to reflect on LGBTQ+ culture and history and recognise and celebrate the progress made. However, it also serves as a reminder of the work which remains to be done in order to uplift and protect LGBTQ+ rights.
In 2025, we still have legal developments which impact the LGBTQ+ community. The Recent decision of For Women Scotland Ltd v The Scottish Ministers held that the definition of “sex” within the Equality Act 2010 referred to biological sex (i.e. sex assigned at birth) leading to headlines and think-pieces regarding its impact on transgender individuals. However, the Equality Act 2010 makes it clear that LGBTQ+ rights are protected characteristics and protections remain in place against discrimination, and this case shouldn’t be treated as an automatic roll back of rights – protections remain the same but in light of high profile anti-LBGTQ+ comments, organisations demonstrating their allyship and support this Pride Month is more important than ever.
Pride month is an excellent opportunity for employers and organisations to take a clear stance on where they stand in relation to their support for LGBTQ+ staff and clients. Here are some suggestions on what you can do this June to demonstrate your allyship.
Education and Awareness
Pride Month is a great annual reminder to review your policies and training. Whilst the focus of Pride Month is to celebrate LGBTQ+ culture and show support, it’s a perfect time to communicate to your employees how you protect LBGTQ+ rights within the workplace. As previously stated, there are a number of protected characteristics which are protected against discrimination under the Equality Act 2010 – this includes someone’s sexual orientation or gender reassignment. It’s important for training and policies to reflect the culture which you want your business to exude – training can highlight to employees that certain behaviours and comments are not appropriate, and policies can set out that the consequences of any discriminatory comments may result in disciplinary action. By setting out to your employees that you have a zero tolerance approach towards any such behaviour, you demonstrate that your workplace is inclusive and that you have steps in place to protect your LBGTQ+ employees from harassment.
Training can also allow all of us to improve in being more inclusive. We see a trend of email signatures including pronouns, and a shift to use of gender neutral language. This is a great step as it minimises trans and non-binary employees being misgendered, and by encouraging cisgender employees to include their pronouns too as a sign of allyship, it makes this the norm, meaning the inclusion of pronouns in a bio does not “out” the employee. Further, being aware of gender neutral language ensures your policies do not indirectly discriminate – for example, consider if parental leave policies are drafted in such a way that accidentally excludes gay couples. By being aware of the language used and by reviewing your policies in consideration of LGBTQ+ employees, you can ensure that LBGTQ+ employees are not excluded and feel comfortable being themselves within the workplace.
Listening To Your Employees
If you are a large employer, you may consider putting in place an LGBTQ+ network, creating a safe-space and a group voice for LGBTQ+ staff which they can use to tell you how you can be better protecting their rights.
It’s important that actions put in place during Pride Month are meaningful rather than simply “rainbow washing” (i.e. celebrating pride through empty actions such as simply putting up a flag). By encouraging employees to suggest ideas, and being receptive to these, it helps demonstrate an ongoing commitment to allyship.
How To Continue With Allyship Throughout The Year
Just because pride month takes place in June doesn’t mean this should be the only time you focus on LGBTQ+ employees! It’s a great chance to ensure your diversity policies are up to date and that your employees are well aware of the expectations placed upon them in relation to treating their fellow colleagues with respect, allyship should be a year round value. It’s also important that it’s a very personal decision whether someone wants to inform their colleagues regarding their sexuality. The best approach is to ensure that your employees, no matter their orientation or gender, know that they would be supported in the workplace.
Clarkslegal is able to provide advice all year round in how you can demonstrate your support for LGBTQ+ rights within the workplace by assisting with policies, training and further advice. Please do not hesitate to get in touch with our employment team.
