PRIDE Over Policy: Choosing Inclusive Marketing
Happy Pride Month! June is a time to celebrate LGBTQIA+ communities, commemorate their rich history rooted in movements like the Stonewall Uprising, and recognize their ongoing fight for equality and dignity. Pride is often symbolized by rainbows and joy, but this year feels a little different. With growing anti-trans legislation and over 900 bills threatening basic rights to healthcare, education, legal recognition, and the ability to live authentically, progress is not only stalled but is also being actively reversed. Still, in uncertainty, it's important to continue to hope and uplift historically marginalized communities.
There are still meaningful ways to uplift the LGBTQIA+ community as marketers. Support can take many forms, and sometimes even quiet, intentional efforts have the power to make a difference.
Write inclusively. When writing emails or copy, use gender neutral language. For example, choose they/them pronouns when someone’s pronouns are unknown, or use inclusive terms like “partner” instead of assuming gender in relationships.
Leverage data to shift the internal conversation. Suggestions can be ignored, but audience data can be used to make a persuasive business case. For instance, if 20% of your audience identifies as LGBTQIA+, it’s a missed opportunity not to authentically speak to them.
Frame inclusive marketing as a way to reflect who your audience is. Instead of relying on assumptions, use data and authentic conversations to gain real insights into their identities and values. This approach strengthens connections and lets your messaging resonate with the communities that genuinely support and care about your brand.
Hire LGBTQIA+ freelancers, vendors, or creators from historically marginalized backgrounds. When possible, hire from underrepresented communities, because even one project can create visibility and opportunity.
Share resources and uplift others. You may not be able to create change at the company level, but you can share helpful tools or highlight LGBTQIA+ voices among your friends and coworkers.
Set boundaries and protect your energy. Changing a company’s culture by yourself is a daunting task, and not always fruitful. Define what is realistic for you, and give yourself permission to focus your energy where it has impact and meaning.
For more ways to help build meaningful inclusion all year long, the Diversity Movement has created a Pride Month programming guide with tips and tools to create an inclusive Pride Month programming at your work.
It’s not always easy to see progress in difficult times. The truth is that quiet, consistent actions still move us forward. DEIA efforts are ongoing and will take time, so remember to celebrate the wins, big or small. This Pride Month, recognize the victories, keep showing up, and continue to make space for everyone to belong.