During Pride Month – what can employers do to improve inclusivity at work?

June 17, 2025

During Pride Month – what can employers do to improve inclusivity at work?

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By Harriette Loveluck-Edwards

In a previous article, we considered how an employer’s failure to show that they have taken all reasonable steps to prevent discrimination can lead to liability in discrimination claims. Employers need not see this as a burden on them, however.

In fact, it can be an opportunity for an employer to improve their workplace culture and can help an employer flourish. A BlackRock study found that employers with the most diverse workforces outperformed comparable employers with the least diverse workforces by 29%.

In this article, we will consider how employers can take proactive steps to support their employees and how employers will feel the benefit. Here are 4 things employers should consider doing to support their employees:

Policies and training

Employers should provide regular training on equality and anti-harassment policies to ensure all employees understand their rights and responsibilities, as well as their employer’s. Managers and senior staff may require additional, role-specific training.

Incorporating this training into the induction process for all new employees is best practice. It helps set clear expectations for workplace behaviour and explains how to report any concerns.

The training should include:

• The law in relation to discrimination – including what is a protected characteristic, and what constitutes prohibited conduct;
• What behaviour is expected of staff, and how the employer will deal with behaviours that fall below that standard; and
• The impact that generalisations, stereotypes, biases, or inappropriate language can have on an employee and their colleagues.

Employees should be encouraged to ask questions and raise any concerns during the training. Following the session, it is good practice to provide them with the employer’s current equality and anti-harassment policies and request written confirmation that they have read, understood, and agree to comply with them. Employers should maintain records of completed training and ensure it is updated periodically.

Reviewing & Monitoring

Good employers will keep their policies up-to-date, with the continued goal of supporting their employees. This can be done by continually evaluating the employer’s policies, and take feedback on how they can make improvements.

Employers can gauge the success of their policies and consider possible changes by:

• Continued quality monitoring – employers should consider the effectiveness of their policies on achieving their goals, and highlight possible disparities that exist;
• Conducting staff surveys – employees can evaluate the effectiveness of their policies through regular surveys; and
• Considering specific suggestions from employees – initiatives proposed by employees should be considered and acted on (if reasonable).

An employer that is effectively implementing their policies and ensuring that they are kept up-to-date via diligent monitoring is improving its chances of creating a supportive and inclusive workplace culture.

Workplace culture

Implementing the correct policies in the workplace is a start, but there is more that an employer can do. The Trades Union Congress found that workplace culture is the most important part of ensuring that employees feel a sense of inclusion. Therefore, employers have an important role in creating an inclusive culture that allows all employees to feel supported. Employees who feel supported in their workplace are more likely to stay in their positions, meaning less expense to employ and train a replacement.

Employers should aim towards a culture where it is clear to all employees that the employer:

• Supports all of their employees;
• Has a zero-tolerance approach towards bigotry in the workplace;
• Will take seriously and investigate any complaints and/or allegations made by employees;
• Will not retaliate against employees who raise good faith complaints; and
• Supports external initiatives (such as Pride).

Recruitment & Promotion

Part of this culture will include consideration of how an employer will deal with recruiting staff, and how it handles promotion. The way an employer chooses to advertise new roles and promotion opportunities will influence the people who feel as if they can apply for the role.

The Equality and Human Rights Commission makes the following recommendations to employers when recruiting and promoting generally:

• Establish clear and measurable selection criteria for evaluating your applicants based on skills, experience, knowledge, and personal attributes.
• Maximise the diversity and reach of the candidate pool by employing a variety of recruitment methods and applying positive action where appropriate.
• Supply executive search firms with a detailed brief that includes specific diversity and inclusion objectives.
• Evaluate all candidates consistently and objectively against the defined role requirements throughout the selection process.

By avoiding biases towards any particular groups of people in recruitment advertisements, and focusing on the skills needed for a role, it will incentivise individuals to apply who may not have otherwise. This will ensure that all received applications are from the best possible candidates.

What should employers do?

Events like Pride Month should remind employers that DEI is an opportunity to evaluate their workplace policies, and how they are supporting all of their employees. Employers that are diligent in ensuring that their workplace is inclusive and their employees feel supported will see the benefits. If in doubt, employers should seek legal advice on how best they can do this.

If you are an employer and you need advice on how best to support your employees, get in touch with Harriette Loveluck-Edwards on 02920 028 739 or hloveluck-edwards@darwingray.com to see how we can help you.