Creating an LGBTQ+ inclusive employer brand isn’t just about changing your logo during Pride Month — it’s about building a workplace where LGBTQ+ employees feel seen, supported, and celebrated every day of the year.

If you want your employer brand to truly reflect inclusion, you need to go beyond surface-level gestures and take meaningful action.

In this post, we’re sharing 5 practical tips to help you build an LGBTQ+ inclusive employer brand that’s authentic, impactful, and built to last.

5 Tips for Building an LGBTQ+ Inclusive Employer Brand

1. Language Matters

Words carry weight. And in the workplace, they can either make someone feel seen — or totally alienated.

Start by scanning your job listings, careers page, and internal docs. Is your language gender-neutral? Does it assume anything about who someone is or how they live? If so, it’s time to update.

Add pronoun fields to forms. Respect name changes. And ditch outdated phrases in favor of inclusive ones.

Also: don’t wait for someone to flag a problem. Keep an eye out for unconscious bias in everyday conversations, Slack messages, performance reviews — everywhere. Language isn’t “just semantics.” It’s culture.

2. Give Support

Allyship isn’t just a post in June — it’s a practice.

Support your LGBTQ+ team members in ways that actually matter.

That could mean matching employee donations to queer orgs, hosting educational events (not just parties!), or using your platform to amplify LGBTQ+ voices.

But most importantly: listen to the folks already in your company. Do they feel safe, respected, and celebrated? If not — start there.

3. Inclusive Benefits and Policies

A rainbow-themed Zoom background is cute. Inclusive healthcare and family leave? Way more impactful.

Make sure your benefits are built for everyone, not just the assumed majority. That means offering things like:

• Gender-affirming healthcare

• Parental leave that’s not tied to gender or biology

• Clear, supportive policies for people transitioning at work

These aren’t “nice-to-haves.” They’re proof that your commitment goes beyond slogans.

4. Training and Education

If you want a truly inclusive team, everyone needs to get on board — and stay learning.

Provide ongoing DEIB training that covers LGBTQ+ topics specifically. (Not just one slide in a general presentation.)

Create employee resource groups or safe spaces where folks can connect.

And make sure training isn’t optional — from interns to execs, everyone should understand what it means to be an ally.

Because culture isn’t built in a workshop.

It’s built in the everyday moments and those are shaped by what people know and believe.

5. Question the Status Quo

Don’t “set and forget” your inclusion efforts. Keep asking: What’s working? What’s not? Where are we falling short?

Survey your people. Host open conversations. And here’s a powerful move: share employee stories.

Real ones.

Not scripted testimonials — but authentic videos or quotes from team members about their lived experiences.

Let your people lead. Let their voices shape the path forward.

Bonus Tip: Be Honest

You’re not going to get it all right on the first try. And that’s okay.

What matters is being transparent about the work you’re doing — and the work still left to do.

Avoid tokenism, and show real progress through clear goals, regular updates, and visible action.

Talk about your efforts on your careers page. On LinkedIn. In job posts.

But make sure what you’re saying reflects what your team is actually living.

Because if you’re genuinely committed? People will see it.

In Summary

Building an LGBTQ+ inclusive employer brand isn’t a one-time campaign. It’s ongoing work. It’s listening, unlearning, updating, and amplifying.

It’s using inclusive language. Supporting your team in real ways. Making benefits actually inclusive. Educating everyone. And inviting feedback constantly.

And above all, it’s showing up with honesty and heart.

Start small. Stay consistent. And know that doing this work — for real — will make your team stronger, your culture better, and your brand a place people want to be.

Let’s go make work better for everyone.

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