Being an inclusive business is no longer a nice to have but a necessity. Below, Martin Stone, managing director at Tank, a digital marketing and PR agency, advises Business Advice readers on how to practically and effectively acknowledge Pride Month and the LGBTQ+ community all year round.
Let’s be clear: a social media post, a rainbow logo, and a bit of bunting do not make you an LGBTQ+ inclusive business. It goes far deeper than that. It needs to be ongoing, based on authenticity and understanding. Within our own business, we openly support a number of LGBTQ+ charities through our ThANKs community scheme, hold inclusive social events, and I’ve personally served as a trustee of the Notts LGBTQ+ Network and EDI advisor to Nottingham Forest FC. These are meaningful, visible, year-round activities baked into our business.
In many respects, it’s easier for me as an openly gay man. I have shared lived experiences with LGBTQ+ members of our team and can act from a place of understanding. But that doesn’t mean I’m an expert in everything. I still spend time educating myself, talking to my team, and reading around LGBTQ+ subjects. Regardless of how you identify, that’s a simple thing any business leader can do.
If you are starting from scratch, here are my five low-barrier, high-impact, and meaningful ways to begin.
1. Start with ‘internal education’ over external marketing
Instead of launching a public social media campaign, focus your energy internally. Host an informal “Lunch & Learn” session or share open-source articles and documentaries with your team.
There are many amazing national and local LGBTQ+ charities that offer training. Consider running a session with a charity or a DEI consultant for your senior team to offer education and stress-test your inclusivity. This is particularly important if you don’t have representation at a senior level.
Another approach is to appoint internal LGBTQ+ champions to hold you accountable and act as dedicated points of contact for staff.
Equally, understand that not everyone is comfortable talking openly, so ensure your feedback loops include anonymous ways to report microaggressions without fear of retaliation. All of this signals that you care about understanding.
2. Run a language audit on your internal documents
Small things really do matter. Because of society’s heteronormative (straight-focused) default, an LGBTQ+ person is often in a perpetual cycle of “coming out” every time they meet new colleagues or clients. Conduct a simple review of your HR policy and internal documentation. Is the language gender-neutral? Are you providing non-binary gender options on forms? These quiet actions make a real difference, proving to new hires from day one that they are in a safe, inclusive environment.
3. Normalise pronouns
Lead from the top by adding your pronouns to your email signature and digital profiles, inviting your team to do the same if comfortable. For a cisgender person (someone whose gender identity aligns with how they were born), this costs nothing, but it creates instant psychological safety for LGBTQ+ employees and clients by removing the awkwardness of bringing it up.
4. Swap corporate giants for local LGBTQ+ suppliers
If you are hosting a team event, ordering office catering, or purchasing client gifts this month, consciously spend that budget with LGBTQ+-owned independent businesses or creators. This allows your business to make a tangible financial impact without needing a massive CSR budget.
5. Pick a local charity to support tangibly
Find a local LGBTQ+ youth group, mental health helpline, or community centre. Reach out to ask what they actually need—whether that’s a financial donation, a staff match-funding drive, or pro-bono support using your team’s professional skills (like marketing, accounting, or tech).
All of these things are a great start but ultimately, my advice to any employer is simple: show up for your LGBTQ+ employees all year round, not just in June. Pride Month is great for visibility and to kickstart initiatives, but if it isn’t backed up by meaningful, continuous action, it becomes a token gesture.
Being an inclusive business is no longer a nice to have but a necessity. Below, Martin Stone, managing director at Tank, a digital marketing and PR agency, advises Business Advice readers on how to practically and effectively acknowledge Pride Month and the LGBTQ+ community all year round.
Let’s be clear: a social media post, a rainbow logo, and a bit of bunting do not make you an LGBTQ+ inclusive business. It goes far deeper than that. It needs to be ongoing, based on authenticity and understanding. Within our own business, we openly support a number of LGBTQ+ charities through our ThANKs community scheme, hold inclusive social events, and I’ve personally served as a trustee of the Notts LGBTQ+ Network and EDI advisor to Nottingham Forest FC. These are meaningful, visible, year-round activities baked into our business.
In many respects, it’s easier for me as an openly gay man. I have shared lived experiences with LGBTQ+ members of our team and can act from a place of understanding. But that doesn’t mean I’m an expert in everything. I still spend time educating myself, talking to my team, and reading around LGBTQ+ subjects. Regardless of how you identify, that’s a simple thing any business leader can do.
If you are starting from scratch, here are my five low-barrier, high-impact, and meaningful ways to begin.
