As leaders, we have this incredible opportunity to create workplaces where every person can show up as their authentic self. And I’m not just talking about policies and procedures here—I’m talking about fostering environments where people feel genuinely seen, valued, and empowered to bring their unique perspectives to the table.

Pride month is the perfect time to reflect on how we’re showing up for our LGBTQ+ colleagues—not just in June, but every day of the year.

While we’ve seen meaningful progress with more LGBTQ+ workers feeling comfortable being out to their colleagues, research from the Human Rights Campaign (HRC) shows that many still withhold their identity at work due to fears about violence, stigma, or losing status in the workplace. When our efforts become just for show, we miss the chance to create the psychological safety that drives both individual fulfillment and business success.

Authentic LGBTQ+ inclusion starts with leaders who understand that equity work is uncomfortable, ongoing, and requires personal investment. Here’s how leaders can move beyond symbolism…

Create Psychological Safety Through Vulnerability

The most powerful thing a leader can do is model the vulnerability they want to see. This doesn’t mean sharing personal details inappropriately, but it does mean acknowledging when you don’t know something, asking questions with genuine curiosity, and admitting mistakes.

When a team member comes out or shares their pronouns, effective leaders don’t just nod politely—they follow up privately to ask how they can better support that person’s success. They educate themselves rather than expecting team members to become their teachers about identity or inclusion.

I’m someone that is extremely honest and transparent about myself, but I wasn’t always like that. It took years of learning about who I am as a person and being comfortable enough to be authentically me (and a lot of therapy) to show up as I do today. And it’s still a work in progress. It also took years to find the spaces and people that accept me as I am. If you can be a safe space for someone and show them that they can be themselves, you’re not only winning in the workplace but also in life!

Speak Up When It Matters

You know those subtle comments that make people feel excluded? The ones that assume everyone has the same family structure or life experience? Those microaggressions are inclusion killers, and as leaders, we need to address them in the moment.

This isn’t about calling people out and making them feel terrible—it’s about gentle, consistent course correction. Something like “Actually, let’s use ‘partner’ since not everyone here is married to someone of the opposite gender” sends a clear message about your expectations while keeping everyone’s dignity intact.

In my experience with microaggressions, most of the time the people who are doing it, aren’t even aware that what they said or did was rude and hurtful. A kind reminder or clarity about the impact of their words can go along way. And if the comments or behavior are clearly derogatory, then there should be no tolerance for that and it should be called out and handled immediately.

Make Systems-Level Changes

While training has its place, real change happens when you shift the actual structures. Leaders who want to create lasting inclusion should focus on:

• Policy Review: Make sure your parental leave policies include all family structures, healthcare benefits cover what people actually need, and dress codes work for everyone’s gender expression.
• Tracking Advancement: Look at whether all employees advance at the same rate, regardless of who they are. If not, dig into what’s creating those barriers and fix them.
• Extending Your Values: Include inclusion in your vendor relationships too—prioritize businesses owned by underrepresented groups and partners who share your values.

Building Accountability That Actually Sticks

Even the most well-intentioned leaders can lose steam without good accountability systems. This means having real conversation with your team. Schedule quarterly one-on-ones focused specifically on inclusion experiences. Ask direct questions about if they’ve experiences any situations that made them feel like they couldn’t be authentic at work and ways that would make them feel more supported in their roles.

These conversations matter more than you might think. It shows people that you genuinely care about their experiences at work and want to create an environment for everyone to thrive in. It also holds you accountable for doing what you say you’re going to do. It plays into integrity, as well, showing your employees that they can trust what you say.

Why This Work Matters So Much

When leaders commit to real inclusion, the impact extends way beyond any single awareness campaign or celebration. Teams become more innovative when psychological safety allows everyone to contribute their unique perspectives. Employee retention improves when people feel valued for who they are, not just what they produce.

But here’s what really gets me excited: authentic inclusion creates workplaces where everyone—regardless of any aspect of who they are—can focus their energy on doing their best work instead of managing how they show up. How powerful is that?

Real inclusion doesn’t require perfection, but it does require commitment. Here’s where you can start:

• Do an honest audit: Survey your team members about their actual experiences of belonging and psychological safety—not just their willingness to participate in company events.
• Check your blind spots: What assumptions do you make about your team members’ lives, relationships, or experiences? We all have them.
• Make one real change: Pick one policy, process, or practice to modify that will create lasting impact. Start there but be sure to build on it.
• Build your support system: Who will help you stay committed to this work when it gets difficult? Because it will get difficult at times.

This time of year, reminds us to celebrate progress while acknowledging how far we still have to go. But real inclusion happens in those countless small moments throughout the year when leaders choose courage over comfort, authenticity over appearances, and real change over symbolic gestures.

The question isn’t whether your company supports all employees during awareness months. The question is whether your leadership creates conditions for them to thrive every single day of the year. And that’s work worth doing.

Last, but certainly not least, Happy Pride!