This Pride Month, let’s weave inclusion into the everyday.

The theme for Pride 2025 is “The Fabric of Freedom” — a celebration of unity, authenticity, and the vibrant threads that make up the LGBTQ+ community.

Freedom and inclusion don’t come from grand gestures. Sometimes, the most powerful changes happen in the small, everyday moments — the ones that show your LGBTQ+ colleagues that they’re seen, respected, and valued.

This Pride Month, we’re not asking for a rainbow balloon arch or a one-off statement. We’re asking: Is your workplace somewhere people feel safe to be themselves — every day of the year?

Here are a few simple but meaningful tweaks you can make that go a long way in turning good intentions into genuine, lasting support.

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1. Add pronouns to email signatures

It takes 20 seconds. But it makes a big difference.

When employees add their pronouns (e.g. she/her, he/him, they/them) to email signatures or LinkedIn bios, it helps normalise the practice — and creates a safer space for trans and non-binary colleagues to do the same, without feeling like they’re “making it a thing of it.”

One small line, one big signal.

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2. Update your forms to reflect real lives

Still asking people to tick “Mr/Mrs/Ms”? Only offering “Male” or “Female” on HR forms? That’s not inclusion.

Review your application, onboarding, and payroll forms. Allow people to self-describe where appropriate, and only ask for gender (or title) when it’s absolutely necessary.

And while you’re at it, let people share their preferred name — especially important for trans and non-binary employees who may not yet have changed their legal name.

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3. Make onboarding explicitly inclusive

Your onboarding pack might say “we’re an inclusive employer” — but does it show it?

• Include a clear DEI statement.

• Highlight any LGBTQ+ networks or support resources.

• Share your inclusion policies — and back them up with actual practice.

This is where you set the tone — and show new hires they don’t need to hide parts of who they are to fit in.

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4. Show up during Pride — but stay consistent year-round

Yes, Pride Month is a brilliant time to celebrate. Fly the flag, share stories, host events. But make sure the day after the rainbow bunting comes down, your support continues.

That could look like:

• Running LGBTQ+ ally-ship training for managers

• Regularly reviewing your DEI policy with lived-experience input

• Offering real support (like mental health resources, inclusive healthcare or EAPs)

Pride doesn’t stop on 30th June — and neither should your inclusion efforts.

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This is what "The Fabric of Freedom" really looks like

Freedom at work means being able to show up as your full self — not editing who you are to fit in. It’s about culture and the day-to-day details. From the tone in meetings, the forms people fill in, the language you use and the choices you make when no one’s watching.

And when employers commit to getting the small things right? The impact is massive.

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Because when someone feels seen, respected, and safe — they can thrive. And when your people thrive, so does your business.