Pride, Power & Policy

Pride Month is here, and as HR leaders, we understand it’s not simply about rainbow logos or themed cupcakes. Pride Month is about people, real people with real lives, many of whom are still fighting to be seen, heard, and respected in their workplaces.

Let’s speak plainly: LGBTQ+ inclusion in the workplace is still a work in progress. We’re not there yet! Especially when we dig beneath the surface. While some organisations put on a good show every June, the day-to-day experiences of LGBTQ+, particularly those who are Black, trans, or nonbinary, often tell a different story.

Several people within the community are still hesitant about coming out. Others have seen queer team members quietly excluded from “culture fit” conversations.  And yet, we, as ethnic minorities in HR, are uniquely positioned. We understand what it means to navigate systems that weren’t built with everyone in mind. We know that inclusion can’t just exist in policy; it must also be embodied in practice.

It must be reflected in the questions we ask during hiring, the assumptions we challenge in leadership, and the safety we incorporate into our teams.

Here’s what we’re seeing and doing across our network:

We’re advocating for gender-inclusive policies that actually reflect the realities of today’s workforce. It means making sure parental leave applies to LGBTQ+ families without loopholes. And yes, it means having policies that explicitly protect against discrimination based on gender identity and expression, not just sexual orientation.
 
We’re also creating safe spaces. This is not just in theory, but in the actual dynamics of our teams. That starts with language. It includes training that goes beyond generic inclusion slides and delves into honest conversations about microaggressions, privilege, and how to be a more effective ally. And sometimes, it means calling people in and, when necessary, calling them out.
 
And let’s be honest: this is hard work. It can be uncomfortable. It can evoke resistance. But that’s not enough to deter us.
 
So, as Pride Month highlights the LGBTQ+ community, let it also illuminate our responsibilities as HR leaders. Let’s use this moment not just to celebrate, but to make a commitment. BWHR proudly stands as allies of ProudHR, and to learn more about this community, please visit their website at www.proudhr.co.uk. 
 
Allyship is not seasonal, and justice is not optional.
 
With love, power, and solidarity,

The BWHR Team