Pride Month is more than just a rainbow logo or a social media post. While it’s a time to celebrate the LGBTQ+ community, it’s also a valuable opportunity to pause, reflect, and reassess how inclusive your workplace really is. Creating a diverse, equitable, and inclusive environment doesn’t have to be an uphill battle. In fact, small but meaningful changes, starting with your HR policies and culture, can significantly improve the quality of life and mental health for LGBTQ+ employees, both at work and beyond.

This article is going to explore 8 ways that employers can boost LGBTQ+ inclusion in the workplace, from dealing with discrimination, handling pronouns, education, benefits that promote an inclusive culture and more.

8 ways to encourage LGBTQ+ inclusion at work

1. Normalise pronoun use

Conversations about gender and pronouns have, for a variety of reasons, moved into the spotlight, socially, politically, and in the workplace in recent years. It’s essential to understand that when a trans person, queer and non-binary person uses pronouns that may be unfamiliar to others, it’s not about being difficult or creating confusion. It’s about their own gender expression, and creating a sense of belonging, something that often comes more naturally for cisgender individuals. And yes, mistakes happen. If you misgender someone, simply correct yourself, offer a brief private apology if needed, and move on, while making a conscious effort to get it right next time.

Something to keep in mind is that you can’t tell someone’s preferred pronouns by looking at them, and especially in a professional working environment, it is always better to be safe than sorry. A good way to learn someone’s pronouns and signify your own, is to open a conversation or a call with your name and then your pronouns. This could sound like ‘Hey everyone, I’m Joe Green and my pronouns are He/They, could we quickly go round and say our names and pronouns. Just to make sure we are all on the same page.’ At first, it might feel slightly forced or even uncomfortable, but simple gestures like these make a huge difference for people in the LGBTQ+ community, and make a more inclusive work environment.

Here are some other ways to incorporate pronouns at work and build an open culture that discusses these topics and does not shy away from conversations around gender identity. Make citing your pronouns a standard practice in email signatures and alongside your name on Zoom or Microsoft Teams. This helps eliminate, or at least significantly reduce, the chances of someone using the wrong pronouns and increases visibility and inclusion for those who do not identify with the gender they were assigned at birth. If you want to take your support a step further, consider creating a short guide on ‘Why Pronouns Matter at Work’. Here is a good example to get started.

2. Speak up against discrimination

Unfortunately, people in the LGBTQ+ community are still subject to discrimination, harassment and, in some cases, serious harm. It is vitally important that workplaces foster an open, honest and transparent culture with a zero-tolerance approach to any behaviour that negatively affects an employee’s mental or physical health.

Speaking up when someone says something inappropriate or harmful can be challenging, especially in a professional setting. That is why it is essential for both employers and employees to understand how to respond effectively and with care.

When considering how to address discrimination, it can be helpful to break it down into practical steps:

• Interrupt the moment with a simple question such as, “What do you mean by that?” to encourage reflection.
• Redirect the conversation if someone appears uncomfortable or targeted.
• Follow up privately with the person affected to offer support.
• Report serious incidents to HR or management as needed.

Even small acts of allyship can make a meaningful difference, helping LGBTQ+ colleagues feel respected, valued and safe.

Calling out exclusionary language or microaggressions respectfully:

Many people are unaware that something they have said or implied might be hurtful. The key is to respond in a way that encourages learning and reflection, rather than defensiveness:

• Lead with curiosity: “That comment might come across as dismissive. Have you thought about how that could feel to someone who is LGBTQ+?”
• Speak from your values: “I believe in creating an inclusive workplace environment, so I just wanted to point out that choice of words.”
• Acknowledge impact over intent: “I know you did not mean any harm, but that phrase can be upsetting to some people.”

A workplace culture where people feel safe to give and receive feedback supports continuous growth and stronger connections. It can feel difficult to know how to navigate different levels of discrimination, but being a consistent and compassionate voice is an incredibly powerful form of allyship that helps create a workplace where everyone, regardless of sexuality or gender, feels comfortable, included and able to thrive.

3. Celebrate LGBTQ+ dates year-round

While Pride Month is often seen as the main time to celebrate the LGBTQ+ community, there are many other important days throughout the year that recognise and support specific groups within it. These include Trans Day of Visibility (31st March), Bi Visibility Day (23rd September) and National Coming Out Day (11th October).

Acknowledging these days and creating a safe, celebratory and inclusive workplace culture can lead to a meaningful increase in employee engagement. Encourage employee-led initiatives and storytelling to bring these moments to life, and involve Employee Resource Groups (ERGs) if they exist, to ensure activities are authentic and community-driven. When people feel genuinely seen, supported and valued, they are far more likely to contribute fully and invest in the success of your organisation.

4. Educate yourself and others

At the heart of any inclusive, supportive and diverse environment is a strong commitment to learning, education and the space to make mistakes. Your people come from a wide range of backgrounds, with different belief systems and perspectives. While it is neither possible nor desirable for everyone to think the same way, it is possible to foster acceptance, empathy and understanding through ongoing education in the workplace.

When it comes to LGBT+ inclusive education, language, identity and lived experiences are deeply personal and often misunderstood without the opportunity for people to learn and listen.

Promoting learning and education does not have to be difficult or time-consuming. It can start small. You might share books and leaflets on topics such as gender identity, what it means to be trans, the spectrum of sexualities, how to use inclusive language, and what to say or avoid in everyday interactions. Podcasts can also be a valuable tool, offering diverse perspectives and helping people better understand the experiences of their LGBTQ+ colleagues, and how to be supportive allies.

As an organisation, you could host internal talks or lunchtime sessions where people can come together to learn, ask questions, and build a deeper understanding in a safe and open environment. Sessions could cover topics such as non-inclusive language, transphobic bullying, diversity training, trans and non-binary inclusion, sexual orientation discrimination, gender-neutral language and workplace inclusion.

Above all, it is essential not to place the burden of educating others on LGBTQ+ issues solely on those within the community. Doing so creates an imbalance where the emotional labour of inclusion falls on those already marginalised, rather than being shared by all.

If you want to explore how to make your workplace culture more inclusive for everyone, including LGBTQ+ employees, register for our upcoming webinar: ‘Not Just a Tick-Box Exercise: How to Ensure Your Family-Forming Benefits Package is Inclusive for Your LGBTQ+ Colleagues.’

5. Use inclusive language

One of the simplest and most effective ways to support LGBTQ+ inclusion in the workplace is by using inclusive language. This does not require completely changing how you speak, but rather making small, thoughtful adjustments to everyday communication.

For example, saying ‘partner’ instead of assuming husband or wife, or using ‘they/them’ pronouns when you are unsure of someone's pronouns, helps avoid misgendering. Saying ‘people of all genders’ rather than ‘men and women’ also sets a more inclusive and welcoming tone from the beginning.

To embed this into your culture, consider creating an inclusive language guide or checklist. This can be shared during onboarding so that all employees are aligned on the respectful and inclusive vocabulary your organisation promotes.

6. Support family-forming journeys equally

As mentioned earlier, every path to parenthood is unique. No one should experience discrimination or feel excluded because of how they choose to build their family. For LGBTQ+ people in particular, the journey to parenthood can be especially complex, both emotionally and financially. Fertility treatment, surrogacy, adoption and other routes are often less straightforward, more expensive and can be emotionally taxing.

Inclusion initiatives must recognise the unique challenges of family-forming journeys and ensure they’re met with equal care and respect. This means going beyond the traditional focus on maternity and paternity leave, and instead offering inclusive policies that reflect the diverse realities of modern families.

If your organisation values employee wellbeing, your benefits should reflect that in a meaningful and inclusive way. Providing comprehensive reproductive healthcare and family-forming support is a crucial step. This includes offering equal access to fertility treatment, adoption support, surrogacy leave and parental leave for all employees, regardless of their gender identity, relationship status or sexual orientation.

By doing so, you send a clear message that all employees are valued equally, and that your workplace is a supportive environment where every person can thrive, both personally and professionally.

One of the most effective ways to embed this commitment is by having clear, inclusive policies in place. A dedicated fertility and family-forming policy not only sets expectations but also offers clarity, guidance and reassurance to employees navigating these journeys. It shows your people that their needs have been considered and that support is available.

Download our free Fertility and Family-forming Policy Template to get started on building a more inclusive and supportive workplace for everyone.

7. Encourage policy & benefits reviews

As the world continues to change and employee expectations evolve, it is essential that your benefits and workplace policies evolve with them. Regularly reviewing your current offering and remaining open to adapting it shows a genuine commitment to meeting the diverse needs of your workforce.

To ensure your LGBTQ+ employees feel truly included and supported, your company should advocate for inclusive policies. These might include comprehensive parental leave that recognises all family structures, fertility and family-forming benefits that are accessible regardless of gender or sexual orientation, gender affirmation support, and clear anti-discrimination protections.

These policies are more than just statements. They reflect your values and play a vital role in creating a workplace culture where every employee feels seen, respected and empowered to thrive.

You can further create a culture of inclusion by holding regular feedback sessions where employees can anonymously share suggestions for improvement. This helps ensure your approach is shaped by the real experiences and needs of your people, rather than relying solely on standard industry practices. Additionally, involving relevant Employee Resource Groups and employee networks in partnership with HR, can help ensure that feedback is acted upon effectively and leads to meaningful change.

8. Be a visible ally

One of the most effective and accessible ways to support LGBTQ+ inclusion in the workplace is to be a visible ally. In this context, an ally is someone who is not part of the LGBTQ+ community but actively supports and advocates for the rights, inclusion and dignity of LGBTQ+ people.

Being an ally can take many forms. It might include wearing a rainbow lanyard, displaying LGBTQ+ flags in the office, sharing supportive messages internally, using gender neutral language or championing inclusion in everyday interactions. This also means respecting people's pronouns, staying informed about LGBTQ+ issues and speaking up when you witness discrimination or exclusion.

However, allyship should never be performative it should always be the foundation of your inclusion efforts. While visual symbols such as flags or rainbow-themed events can help signal support, real allyship is reflected in community engagement and meaningful actions. This includes inclusive policies, supportive workplace structures and a genuine commitment to creating safe environments where everyone feels valued and respected.

How Fertifa supports LGBTQ+ employees

At Fertifa, we believe reproductive healthcare should be accessible to everyone, regardless of gender identity, sexual orientation or relationship status. We support LGBTQ+ employees with inclusive parental leave policies and further policies on fertility, family-forming and pregnancy loss. Our benefits are designed to reflect the diverse ways families are built, offering equal access and support at every stage.

By listening to our people and continuously evolving, we ensure our workplace is a safe, supportive and inclusive space for all. Inclusion is everyone’s responsibility, and it is shaped by small, consistent actions that make a real difference over time. We encourage our team to keep learning, keep showing up and to play an active role in building a culture where everyone feels seen and supported. Reproductive health is not a privilege, it is a right 💜

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