How to build genuine LGBTQ+ allyship in your company

Despite visible support during Pride month, many organizations struggle to maintain meaningful allyship efforts year-round. Research from the Center for American Progress in 2022 shows that half of LGBTQ+ employees have encountered discrimination or harassment in the last year because of their sexual orientation, gender identity, or intersex status. Catalyst research demonstrates that when employees experience equity and inclusion at work, they are more likely to stay.

The Catalyst webinar “Active Allyship: Strengthening LGBTQ+ Inclusion in Your Company” kicked off with an overview of EY’s recent LGBTQ+ Workplace Barometer Report, which surveyed over 500 corporate members and showed that younger generations of LGBTQ+ employees, particularly members of Gen Z, expect inclusion at work, and that when employees experience inclusion, they are more likely to stay.

Moderated by Josh Smalley Baldasare, Director, Content Creation, Global Marketing and Communications, Catalyst (he/him), the panel featured insights from industry leaders in Canada, the United States, and the United Kingdom. The panelists included Bobby Gale, Director, Analytical and Data Platforms, Loblaw Companies Ltd. (they/them); Chris Crespo, Director–DEI, EY (she/they); Ella Slade, Diversity & Inclusion Lead (LGBT+ Inclusion) Learning & Performance UK, Vodafone (they/them); Japneet Kaur, Senior Manager–Diversity, Equity & Inclusion, TD Bank Financial Group (she/her); Kimberley Messer, VP, Diversity, Equity and Inclusion, IGM Financial (she/her); and Leah Brome, Director, Inclusion, Diversity, & Equity, Global, Kyndryl (she/her).

1. Identify and address discrimination. Implement global non-discrimination policies, establish confidential grievance procedures like Vodafone’s “Speak Up” process, and use employee engagement surveys and exit interviews to uncover—and then address—discrimination effectively.
2. Provide educational opportunities. Offer trainings on topics such as gender identity and maintain ongoing awareness efforts to counter increasing anti-LGBTQ+ rhetoric.
3. Move from performative to genuine allyship. Engage with LGBTQ+ employees to ensure initiatives are driven by actual needs. Offer comprehensive mental health resources and gender-affirming healthcare to fully support the LGBTQ+ community.
4. Speak up publicly and inclusively. Make public statements on diversity and inclusion and integrate inclusive language in communications. CEOs should engage directly with employees to foster a culture of genuine allyship.
5. Enable managers and ERGs to be effective allies. Provide managers opportunities to learn more about inclusion in teams and collaborate with ERGs.

• Avoid making heteronormative assumptions, asking intrusive questions about queer identities, or giving backhanded compliments that perpetuate harmful stereotypes.
• Respect people’s pronouns and encourage allies to educate themselves and do their own research without burdening marginalized groups.
• Understand that being part of the LGBTQ+ community does not mean you automatically know everything about the experiences of all its members.
• Stay humble and committed to continuous learning and growth within the community. Be open and curious about others’ experiences and perspectives.

Creating a culture of genuine allyship requires continual effort and inclusive policies that support LGBTQ+ employees year-round. By prioritizing authenticity and understanding the profound impact of allyship, organizations can create environments where all employees thrive, contributing to a more equitable workplace for everyone.