The LGBTQ+ community is built on the belief that everyone should have the right to live, work, and love freely. But that freedom hasn’t always come easily, especially in the workplace.
After more than 25 years in financial services, I’ve seen the full spectrum: from genuine support to performative allyship, and unfortunately, even instances where people were penalised for their identity.
The Role of Allyship
The good news? We’re moving in the right direction. More organisations are embracing Pride and LGBTQ+ inclusion. But allyship must go beyond visibility; it must be rooted in action.
As Harvard Business Review puts it:
“We view allyship as a strategic mechanism used by individuals to become collaborators, accomplices, and co-conspirators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy.”
True allies help drive systemic change in policies, culture, and leadership. And in today’s world, where inclusion is a business imperative, allyship from senior leaders is not optional- it’s essential.
Avoiding “Ally Theatre”
Author and activist Mia McKenzie warns against what she calls “ally theatre”—when support is performative and more about optics than impact:
“Fighting oppression, for these folks, isn’t worth it unless everybody can see them doing it... real solidarity doesn’t require an audience or a pat on the back.”
And as U.S. Senator Tammy Baldwin reminds us:
“There will not be a magic day when we wake up and it’s now OK to express ourselves publicly. We make that day by doing things publicly until it’s simply the way things are.”
So, What Does Authentic Allyship Look Like?
Here are a few ways we can all show up as allies, not just during Pride, but all year round:
- Lead with intent. Allyship is not a branding opportunity, it’s a call to action.
- Listen to LGBTQ+ colleagues. Create safe spaces for feedback and act on what you hear.
- Support year-round. Pride is a moment, but inclusion is a mindset.
- , Amplify voices. Give LGBTQ+ people a platform to share their stories, not just in June, but always.
Research from McKinsey shows that while younger generations are more vocal about inclusion, junior-level LGBTQ+ employees are often less likely to be out at work due to fear of career repercussions. That’s why creating a culture of safety and belonging is everyone’s responsibility.
As Audre Lorde said:
“It is not our differences that divide us. It is our inability to recognise, accept, and celebrate those differences.”
Final Thought
Allyship is a verb. It’s not a title—it’s a role we earn through consistent, meaningful action.
Happy Pride, everyone and thank you for showing up.
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