Beyond Pride: Building Inclusive Workplaces
Matilda Fairgrieve, Inclusion and Wellbeing Campaign Officer at Business in the Community, explores how businesses can turn allyship into consistent, intersectional LGBTQIA+ inclusion and wellbeing – during Pride Month and throughout the year
June 19, 2025
Beyond Pride: Building Inclusive Workplaces
Matilda Fairgrieve, Inclusion and Wellbeing Campaign Officer at Business in the Community, explores how businesses can turn allyship into consistent, intersectional LGBTQIA+ inclusion and wellbeing – during Pride Month and throughout the year.
As Pride Month celebrates the LGBTQIA+ community’s rich history and contributions, businesses have a unique opportunity to reflect on their role in advancing equality and inclusivity. While we encourage organisations to demonstrate their visible allyship to commemorate Pride Month, a business’s responsibility for LGBTQIA+ inclusion is a consistent commitment.
In this blog, we will explore how businesses can foster a more inclusive, equal, and supportive environment for the LGBTQIA+ community, drawing insights from BITC’s ongoing work in our Wellbeing and Gender campaigns, in light of the recent Supreme Court ruling.
The Supreme Court Ruling: Legal Ambiguity, LGBTQIA+ Action
2021 marked the introduction of sexual orientation and gender identity on the UK’s census data collection. While this signalled a broader acknowledgement of LGBTQIA+ lived experience and progression towards greater inclusion, the present context following the UK Supreme Court ruling has warranted uncertainty on the practical rights of marginalised genders.
With context not a variable or background, but an influential factor on the lives of intersectional identity groups, BITC has sought to convene our members steadfast in their commitment to transgender and non-binary workplace equality.
In our most recent Business Response Forum, we provided a space for businesses to discuss their concerns for EDI efforts and, in particular, the inclusion of trans and non-binary employees. A reaffirmation of inclusive intent was apparent, with key actions that underpinned the discussion surrounding safe spaces, wellbeing support and visible allyship.
Considering a rise in public debate on gender identity was previously linked to a 11% rise in UK transgender hate crime in 2023, proactive and inclusive wellbeing practices are more crucial than ever. While legal uncertainty can create barriers to workplace psychological safety, inclusive leadership can transcend them.
Prioritising everyday inclusion and workplace wellbeing, with Pride
In both the present context and wider reflections on the experiences of the LGBTQIA+ community for Pride Month, organisations may wish to audit their approach to Everyday Inclusion.
BITC’s Everyday Inclusion report emphasises actionable steps for psychologically safe workplaces, including research-evidenced behaviour change interventions. With 2025’s Pride in Leadership Report illuminating 50% of LBGQTIA+ respondents have experienced a hostile workplace environment that has impeded their career progression, there is a timely call for businesses to act.
Business Action:
BITC promotes the inextricable link between inclusion and wellbeing. Our Workwell Model affirms that wellbeing must be considered through the multiple, intersectional lenses required for people to bring their whole self to work.
Our research found workplace related poor mental health is higher for LGBTQIA+ people. Listening to community needs and tailoring effective wellbeing approaches must be prioritised by businesses year-round, ensuring LGBTQIA+-inclusive benefits, wherever possible.
Removing Gender Identity as a Barrier to Thriving at Work:
BITC’s Gender Equality Campaign exists to maintain momentum and accelerate progress towards gender equity for all. This Pride Month and beyond, businesses should consider actions they can take to commit to a more gender-equal future for all gender identities.
Our advisory team support businesses in embedding an intersectional gender strategy to support marginalised gender identities, with specialist guidance on workplace interventions such as policy and practice to support those navigating transitioning in the workplace.
Business Action:
With 82% of LGBTQ+ respondents in the recent Pride in Leadership Report stating they have never received any support in overcoming intersectional barriers to career development, there is a clear call to action. The benefits to individuals and to business of championing a truly intersectional approach to gender equality must not be undermined with a robust Business Case for Gender Equity.
Business in the Community: A Leader in Promoting Equality
At BITC, we work alongside businesses to support them in their EDI journey. Our advisory and campaign teams exist to provide organisations with the tools and frameworks to integrate inclusivity into every aspect of their operations.
Remain steadfast in your commitment to equality beyond your celebrations of Pride, acknowledging that LGBTQIA+ inclusion requires consistent action and consideration. Prioritise the everyday inclusion and wellbeing of the LGBTQIA+ community, with a heightened sensitivity to psychological safety for marginalised genders considering the UK Supreme Court Rule.
Businesses have the power to shape the lived experience of LGBTQIA+ individuals, with an imperative role in ensuring identity has no impact on the right to feel safe, supported and respected at work.
Join us to co-create a future where the workplace reflects diversity of society, firm in the belief businesses have the power, and responsibility to lead inclusively to ensure everyone, regardless of sexual orientation or gender identity can thrive.
