In my office, there’s a Pride flag I picked up during Pride Month in Leeds last year (2024). As someone who identifies as straight, I didn’t bring it back as a souvenir. I brought it back to hang on my bookshelf behind me so it’s visible during work calls to signal that this is a space where people can be themselves.

But I also know that a flag on the wall isn’t enough. Allyship isn’t just about rainbows in June or the occasional social media post. It’s about what you do, not just what you display. Symbols can be powerful, but only when backed up by action. That flag is just a small sign and one I hope signals that this is a safe space not just during Pride, but all year round.

The Importance of Visible Allyship

Workplaces aren’t always safe or supportive environments for LGBTQ+ individuals. According to Stonewall, many LGBTQ+ employees still face discrimination and feel unable to be open about their identities at work. Visibility matters. A flag, a pronoun on their Teams’ badge, or inclusive language can be small gestures that make a significant difference.

But allyship isn’t just about symbols; it’s about actions. It’s about listening, learning, and standing up against discrimination. It’s about creating policies that protect and support LGBTQ+ employees and fostering a culture where everyone feels valued and included.

Resources for Building Inclusive Workplaces

While I’m not an expert, I believe in pointing people toward those who are. Here are some organisations offering guidance and support:

– Stonewall: Provides comprehensive resources and training for creating LGBTQ+ inclusive workplaces. https://www.stonewall.org.uk/inclusive-workplaces

– LGBT Foundation – Pride in Practice: Offers a quality assurance program that strengthens relationships between primary care services and LGBTQ+ patients. https://lgbt.foundation/help/pride-in-practice/

– Inclusive Employers: Shares practical advice on fostering LGBTQ+ inclusion beyond Pride Month. https://www.inclusiveemployers.co.uk/blog/take-action-on-lgbtq-inclusion-this-pride-season-and-beyond/

Moving Beyond Performative Gestures

It’s easy for organisations to change their logos to rainbow colours during Pride Month. But true inclusion requires year-round commitment. It involves:

– Implementing comprehensive anti-discrimination policies

– Providing training on LGBTQ+ issues and inclusive practices

– Creating employee resource groups for LGBTQ+ staff

– Ensuring equitable benefits and support for all employees

Allyship is an ongoing journey. It’s about continuous learning, challenging our own biases, and striving to create environments where everyone can feel safe and authentic.