Jimmy Whitley is general manager and director of marketing at Staybridge Suites, Cedar Park | Austin North.
As workplace leaders, we shouldn’t be tiptoeing around difficult conversations. The most powerful thing any workplace can do is create a space where people feel seen and supported, and like they’re part of something bigger.
And when it comes to recognizing LGBTQIA+ teammates, you don’t need a rainbow logo to make an impact; in fact, I think that often gets mistaken for impact.
During Pride Month, many large organizations or committee-led initiatives try to do the “right thing,” but it sometimes falls flat. I think it’s more effective to just ask ourselves: Where can we actually help? Who can we serve? Are our people feeling included and supported right here, in our own workplace?
Truly just showing up for someone can save a life. You never really know who might be silently needing that support, or even just needing to see that support in action. But what you can know is that it matters — and it’s worth doing. Every single time. That's why it was so bothersome to hear that so many companies were abandoning DEI and, more specifically, running from it.
It is vital that employers professionally and humanly address Pride Month and provide some activities or recognition. Below are four ways to do so.
1. Start with a relatable and very meaningful “why”
At both large and small organizations, we’ve had success by hosting lunch-and-learn sessions that focus not just on “celebrating Pride” but on why it matters.
LGBTQIA+ youth — and particularly transgender youth — are at significantly higher risk for homelessness, depression and suicide. When they feel seen, supported and safe, those outcomes shift dramatically.
We invited several folks from a local LGBTQIA+ resource center to share their insights and the impact was powerful.
It does not take a full week of activities if you don't have the space or time for it. Plan one or two of these thoughtful presentations, and you will be providing that safe space for people to both share and listen.
These aren’t political conversations — they’re human ones. And offering your team the space to hear these truths, ask questions and connect can be one of the most meaningful things you do all year.
2. Offer paid volunteer time — and highlight ways to help beyond June
At my current hotel, we're implementing a program this June where all staff are invited to volunteer with a local nonprofit that serves LGBTQIA+ youth, especially those at risk of homelessness. We’re offering paid time off for service, and we already have a couple of team activities lined up. It’s been amazing to see how many team members are excited to get involved.
We are also creating a list of organizations and service opportunities that go beyond June — so our team knows where they can focus their time and energy year-round if they are interested.
We operate under a hospitality brand known for its culture of service, and as a small franchise, we’ve had the flexibility to make these events happen organically.
Larger organizations may need a few more layers of approval, but the idea still translates: Give people a way to help, and they will show up. Offer a sweet deal for their service and you will see even more participation.
3. Make it a weeklong mini experience, not just a token main event
At a previous place of employment — a large employer in New York with a strong DEI committee and robust programming — we hosted a full week of optional allyship events for Pride Month and it was truly awesome.
Each day, we hosted a lunch-and-learn workshop with sponsored lunches from local gay-owned restaurants, which added another layer of intention and support.
At the end of the week, we wrapped things up with a happy hour at a local event venue that offered bowling, axe throwing and games — a space where people could reflect, share what they’d learned and connect in a casual, celebratory setting.
There was also a drag-themed dinner reception with a presentation that highlighted and recognized the achievements of our week. It was a great way to let the community know about our stance and support.
For places that don't have the ability to do something on a grand scale, keep it small: Go off-site for lunch and have real conversations with real people who want to share their stories. You can organize a brunch or dinner if you want, but make it about gathering and sharing.
4. Start a “What Pride means to me” wall or chat thread
Set up a simple space like a bulletin board in the break room, or a Slack channel or Teams group where people can share short messages about what Pride Month means to them. It can be anonymous or not — totally up to them.
You might be surprised how meaningful a few sentences can be. It could be a story, a thank you, a favorite quote or just a simple message of support.
Seeing those messages displayed creates a quiet but powerful sense of connection. No big budget is needed — just a little bit of organization.
You can also use prompt messages or topics for the "day" like: Who showed up for you when it mattered most? What does inclusion mean to you? Why is Pride Month important to recognize, even today?
Seeing those messages displayed — even if it’s just a few — reminds people they’re not alone.
Overall: Focus on achievable, authentic actions
We need to stop focusing on what we can’t do and start leaning into what we can.
Pride Month doesn’t need to be loud and flashy to matter. It just needs to come from a real place. A lot of damage comes from silence and inaction — and as leaders, we’ve got to do better than that for our people.
Let’s all strive to have workplaces that take action, show up and make space for people to feel seen and supported. That’s the real work, and that is always worth our time.
