Bidding Past Performative Pride: A 2SLGBTQ+ Workplace Inclusion Game Plan

Five weeks. Three pillars. One powerful shift from optics to ownership

June isn’t just about rainbow cupcakes, glittery parade floats, and your VP of Ops sporting a unicorn onesie at the office potluck (though-let’s be honest, that’s delightful). Pride Month is a great time to reflect on the progress made in 2SLGBTQ+ inclusion, and this time of year offers us a chance to double down on the work that still lies ahead to create truly equitable, empowering environments for all employees.

While many workplaces have moved the needle, 2SLGBTQ+, inclusion isn’t just a one-month event. It’s a cultural commitment that transforms not only individual lives but the very fabric of organizational health and performance. In today’s competitive and purpose-driven workplace, creating cultures of belonging isn’t a “nice to have.” It’s the secret sauce to attracting, retaining, and empowering top talent, regardless of gender identity or expression. 

And let’s be honest—if your culture only shows up for Pride Month, it’s giving seasonal decor, not sustainable change.

Spoiler alert! Inclusion isn’t OPTIONAL.

When we make it optional, that’s when talent retention dips. 

Employees don't just want a job, they want a workplace where they feel seen, heard, and valued for who they truly are. For 2SLGBTQ+ employees, this includes everything from being addressed with the correct pronouns to knowing that their identity won’t be a barrier to career advancement.

And while many companies have added “diversity” to their mission statements, inclusion is the step that changes lives—and policies. It's the difference between hanging a Pride flag in the lobby and creating a workplace where someone feels safe enough to bring their full self to Monday morning’s all-staff meeting.

Human resources (HR) is not everyone’s mother. We know this. But as professionals in this department, the expectation is to create safe, inclusive and productive workplace cultures that appeal to people from all walks of life. So how do we do this? Kindness.

Eight little letters carry a lot of weight. Religion, political beliefs and societal expectations aside, we can all be kind. Kindness lies in allyship. There it is. The secret sauce. Allyship is not an easy ask, but for you, it can be an easy task. 

So, what is allyship? Allyship isn’t something you slap on your LinkedIn bio like “plant mom” or “Excel wizard.” It’s a daily commitment to showing up, speaking up, and, sometimes, shutting up (especially when it’s time to listen).

Here’s what real-deal allyship looks like in the wild. Ready? It comes down to three things. Active Listening, Advocacy and Visibility. Those three things can make or break allyship in the workplace.

When we talk about Active Listening, it’s NOT the kind where you’re nodding while mentally planning dinner. We’re talking about actually hearing 2SLGBTQ+ voices, creating space, and passing the mic without grabbing it back for a “quick comment.”

Advocacy is the same deal. It’s kindness in action. See something shady? Say something louder. Speak up in meetings, challenge policies that stink like yesterday’s tuna sandwich, and be the person who makes equity part of the agenda, not just the small talk.

Finally, Visibility. Celebrate 2SLGBTQ+ milestones like you would a surprise pizza delivery. Spotlight queer brilliance, lift up voices, and make sure everyone gets the shine, not just the CEO’s cat during Zoom calls.

How do we bring this beyond the HR office? My suggestion: create a 5-Week Allyship Activation Plan. Each week, focus on a new area: Language/Comms, Workplace Workshops, employee resource group (ERG) check-ins, Leadership and finally, Feedback & Futures. 

Week 1: Work with your marketing and comms team to build tasks around creating genderless, more inclusive language across the board: website, job postings, internal dialogue, etc.

Week 2: Set a week aside for team building. Role-play using real workplace scenarios around allyship and bias. Bring in third-party facilitators if you need an authentic voice!

Week 3: Amplify voices by spotlighting marginalized people and ERGs. Share what they believe needs sharing!

Week 4: Get your team leaders on board by sharing a more detailed allyship plan. As one of our great resources (McKinsey & Co) points out, 2SLGBTQ+ employees are 1.6 times more likely to feel very included in the workplace when company leaders actively prioritize diversity and inclusion on the strategic agenda. 

Week 5: Launch an anonymous pulse survey to ask: Do you feel included here? Use responses to evolve.

When you are through your 5-week plan, you should be on your way to a workplace culture where allyship is second nature. 

As we move through Pride Month, let’s try and remember that inclusion isn’t a checklist, it’s a practice—like yoga but with fewer stretchy pants and more policy updates.

Let’s encourage those around us to be the kind of ally who acts, not just admires. Because when we foster environments where authenticity is welcome, everybody wins (and yes, that includes you, Brenda from accounting).

Suggested Reads

• The REAL Model Of Inclusion: Reimagining LGBTQ+ Well-Being In The Workplace
• Creating Authentic Inclusion: Encouraging Engagement And Supporting Your LGBTQ+ Employees
• Moving Past Pride Month Toward True LGBTQ+ Inclusion At Work

Layne, known as The Auctionista, is a non-binary entrepreneur, keynote speaker, author and creator of the IMPACT Workshop. With over a decade of experience, Layne has raised over $60 million for charities across North America and is a passionate advocate for inclusive workplaces.