More Than a Rainbow: Why LGBTQ+ Allyship in the workplace Still Matters at Work—And Who’s Getting It Right

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Every June, companies change their logos to rainbows, hang up inclusive posters, and hold virtual Pride panels. But when the confetti settles and the hashtags fade, a simple question remains: Does your workplace walk the talk?

Not in the flags they hang, but in the policies they write, the cultures they nurture, and the silence they either allow or refuse to tolerate.

This year, that mirror is especially important. With political and legal shifts tightening the scope of diversity protections in places like the U.S. and the UK, some organizations retreat from DEI work, treating inclusion as a legal risk instead of a moral and cultural necessity.

But here’s the truth: Allyship isn’t optional. It’s urgent.

Allyship Is Not a Campaign—It’s a Culture

When protections for LGBTQ+ employees are weakened, and some identities are openly questioned or erased, inaction becomes complicity. The message is clear: “You don’t belong here.”

But we know better—and we deserve better.

Real inclusion is not just about who gets hired. It’s about who feels seen, supported, and safe once they walk through the door. It’s about whether someone can bring their full self to work without fear of being excluded, silenced, or tokenized.

What’s at Stake When Inclusion Is Deprioritized?

Let’s be clear: scaling back DEI isn’t just morally shaky—it’s bad business. It can lead to:

• Reputation loss: Gen Z and Millennials especially expect brands to stand for something real. Performative gestures won’t cut it.

• Talent drain: Top talent chooses workplaces where they don’t have to hide who they are.

• Low morale: Engagement and creativity suffer when people feel unseen or unsafe.

Allyship isn’t a “nice-to-have.” It’s a core leadership principle. And the organizations that get that? They’re not only doing the right thing—they’re doing better business.

🌈 Pride-Positive Workplace Spotlight: Who’s Getting It Right?

It’s easy to hang a rainbow flag in June. Making allyship a living, breathing part of your company’s DNA is harder. Here are three brands doing just that:

• Ben & Jerry’s— Bold in both flavor and activism, they consistently support LGBTQ+ rights with their dollars, their platform, and their people. Their pride isn’t performative; it’s policy-backed and community-rooted.

• Converse's campaigns uplift queer voices through powerful collaborations with LGBTQ+ creatives. Every collection tells a story, centering expression, identity, and unapologetic visibility.

• Costco— Quietly consistent, Costco shines through inclusive healthcare, equitable policies, and a culture where employees report high levels of belonging. They might not always be loud, but they’re solid where it counts.

These brands show us that allyship is more than a headline—it’s a habit.

Final Thought: Allyship Requires Action

Pride Month is a moment. Allyship is a movement.

Whether you're a business leader, an HR director, or someone trying to be better, remember this: silence protects systems, but speaking up protects people.

So let’s keep pushing, keep asking the hard questions, and keep creating spaces where all of us—queer, trans, Black, brown, neurodivergent, and disabled—don’t just survive at work. We thrive.

Do you have a company you want to shout out for doing Pride right? Tag us @theblackgirlescape, and let’s amplify inclusion that goes beyond the banner.