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How Your Organization Can Recognize Pride All Year Long

Each June, Pride Month offers organizations an opportunity to champion diversity and inclusion. This annual observance helps foster a sense of belonging among the workforce, so why let it end?

To keep the energy and spirit of Pride Month going in your organization, here are some efforts you can incorporate regardless of the calendar.

Emphasize allyship

After Pride Month, those who aren’t part of the LGBTQ+ community can remain supportive and active as allies.

According to PFLAG, the largest organization dedicated to supporting, educating and advocating for LGBTQ+ people and their families, an ally doesn’t identify as LGBTQ+ but supports their “equality in its many forms and through a wide variety of different expressions, both personal and private.”

Other ways to show support beyond Pride Month include:

  • fostering an environment where team members feel seen and heard
  • engaging in giving initiatives and community outreach opportunities that benefit inclusion-oriented causes
  • taking part in internal events celebrating diversity
  • participating in employee resource groups as an ally


Practice inclusive pronoun usage

Creating an environment where team members feel comfortable to discuss pronouns is important, as pronouns clarify and reference identity.

One way to practice it is by noting your pronouns and giving others the opportunity to do the same. This could happen in an email signature, as part of your Zoom credentials or as an opening in a presentation. Easy practices like these take away the stigma of discussing pronouns and foster a safe environment for others.

Build inclusion into your culture

Today’s workers expect companies to practice what they preach. That means concrete action in initiatives, practices and benefits.

In a recent webinar titled Unity by Design: Creating an Inclusive Workplace, HR Bartender founder Sharlyn Lauby spoke about how an organization’s renewed focus on compassion yields powerful, proven results. According to research from the Oxford Library of Psychology, workers who feel compassion from their employer are likely to work 30% longer on difficult tasks.


To create an opportunity for our employees to build relationships and contribute to an equitable environment, Paycom launched its Better Conversations series. Throughout this program, we encourage open dialogue among colleagues to further promote a culture of belonging. Guest speakers have shared varying perspectives during Pride Month as well as Black History Month, Women’s History Month, Hispanic Heritage Month, Disability Awareness Month and others.

Corporate initiatives such as employee resource groups also provide outlets for team members to grow with and understand one another better. This leads to greater collaboration and more voices at the table.

Reach beyond your office walls

Your inclusivity efforts can make a difference in how your organization relates to the available labor pool. For example, according to Gallup, members of Generation Z are more likely than the average American to want to “work for a company that is speaking up for or addressing social justice issues.” That’s significant considering Gen Z and millennials make up nearly half (46%) of the full-time workforce in the United States.

Organizations should also consider directing their philanthropic efforts toward equity-driven causes aligning with their values. This shows current and prospective employees how your values align with theirs.

For example, as part of Paycom’s corporate and employee-giving campaigns, we support Free Mom Hugs, an ally-based LGBTQ+ support group, and Lambda Legal’s ongoing work fighting for LGBTQ+ rights.

From July to May and on through Pride Month in 2023, no shortage of opportunities exists for organizations to step outside their average efforts and help foster a sense of belonging and inclusivity, both in their workplace and surrounding communities.

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.