LGBTQ+ Allyship in the Workplace: Real Ways to Make a Difference This Pride Month
June is more than rainbow logos and celebratory posts—Pride Month is an opportunity to reflect, recommit, and take meaningful action toward a more inclusive workplace.
At Integrity Staffing, allyship isn’t a buzzword. It’s a responsibility. And it’s one we take seriously—not just during Pride, but all year long. As a certified LGBTQ-owned business and proud member of the NGLCC, we believe allyship should show up in hiring, leadership, community engagement, and everyday interactions.
What Is Allyship—and Why Does It Matter?
Allyship means using your position of privilege to support and advocate for those with less. In the workplace, that often means acknowledging systemic inequalities and working to remove barriers for LGBTQ+ employees and other marginalized groups.
Allyship is about taking action, not just making affirmations. It’s how we build teams where everyone feels respected, safe, and empowered to grow.
5 Ways to Strengthen Workplace Allyship This Pride Month
- Listen First—Then Act: Creating a culture of allyship starts with honest reflection.
- Survey your teams.
- Talk to LGBTQ+ employees.
- Look at where the gaps are—in policies, representation, and culture.
True inclusivity begins when employees feel safe to share their experiences and trust that leadership will respond.
- Make DEI Training Meaningful: Ongoing education is key. But it shouldn’t feel like a checkbox.
- Offer training on unconscious bias, gender identity, and inclusive language.
- Bring in speakers from the LGBTQ+ community.
- Include intersectional perspectives.
The goal: build understanding and empathy that translates into everyday behavior.
- Elevate LGBTQ+ Voices: Representation matters.
- Invite LGBTQ+ employees to speak on panels.
- Highlight their contributions internally and externally.
- Involve them in shaping workplace policies.
Be intentional about inclusion in meetings, mentorships, and leadership pipelines.
- Create and Communicate Clear Policies: If inclusiveness isn’t in your handbook, it’s not in your culture.
Ensure your company policies explicitly cover:
- LGBTQ+ nondiscrimination protections
- Gender-affirming healthcare benefits
- Name and pronoun respect
- Reporting structures for bias or harassment
HR teams should review policies to ensure equitable access to advancement, not just equitable hiring.
- Show Up, All Year Long: A rainbow logo in June means little if the rest of the year tells a different story.
- Partner with LGBTQ-owned vendors.
- Sponsor local Pride events and nonprofits.
- Build employee resource groups (ERGs) that give LGBTQ+ team members a platform and community.
Allyship is a long-term commitment, not a seasonal statement.
How Integrity Staffing Lives Our DEI Values
As an LGBTQ-owned company, inclusion is in our DNA. We believe that diversity makes businesses better, from the warehouse floor to the C-suite.
Our DEI commitment includes:
- Diverse hiring and promotion practices
- Partnerships with minority-owned suppliers
- Programs like Project Home to support housing-insecure associates
- Inclusive benefits that serve all families and identities
We don’t just talk the talk—we walk it. Because real action leads to real change.
Ready to Build a More Inclusive Team?
Whether you’re just getting started with allyship or looking to level up your DEI strategy, Integrity Staffing can help.
Visit integritystaffing.com or call 833-446-1300 to learn more about our inclusive hiring practices and how we can support your workforce goals.
