How to Build a Meaningful Pride Campaign (And Why It’s Important)

His time in New York City was also smack in the middle of the AIDS epidemic. Act Up, the grassroots organization founded in 1987 to raise awareness about AIDS, was just getting started. Though he watched those in his community getting sick and dying from the disease, he knew he couldn’t openly do much about it. “If I had been an activist, I definitely would have lost a job,” says Dempsey, noting the policy was unspoken, but he was well aware he couldn’t speak out. 

It wasn’t easy, juxtaposing everyday life with the mortality around him. “There are people around you dying on a fairly constant basis — your peers. I was in my late 20s heading towards 30 and that’s not normally when you have peers dying.”

They were dark times for the LGBTQ+ community. Within the context of Dempsey’s experience, there’s a demonstration of how far the needle has moved for LGBTQ+ advocacy and health care. In some ways, the LGBTQ+ community has come a long way since those days.

In other ways — and depending on what state you live in — things have reverted as a swath of legislation in certain states target trans youth. As of publication, more than 10 states are on the cusp of banning gender-affirming care, despite such care being backed by decades of research and being supported by every major medical association, according to the Human Rights Campaign (HRC).

Such effort to marginalize exacerbates a current reality: According to research released by the Trevor Project in 2022, 45% of LGBTQ [the Trevor Project does not use + after LGBTQ, so it’s omitted for this statistic citation] youth seriously considered attempting suicide in the past year. Additionally, nearly 1 in 5 transgender and nonbinary youth attempted suicide.  

ALLIES NEEDED

Laurence Winters, Chief Community Officer at SurePoint Technologies and the Chair of ALA’s Committee on Diversity, Equity, Inclusion and Accessibility (DEIA) says these laws are not only harmful, but tragic. “[They] represent a lack of acceptance and understanding of diversity and individuality. These actions can lead to the marginalization and discrimination of people who identify as LGBTQ+ and limit their freedom to express themselves and live authentically,” he says.

Additionally, he says it can make your legal operation a hostile environment for those who don’t conform to traditional gender norms and can have negative impacts on their mental health and well-being. “Denying access to education about LGBTQ+ identities and experiences can contribute to a lack of understanding and empathy towards these communities, leading to further stigmatization and discrimination,” says Winters.

It’s marginalization and stigmatization that is personal for Winters. Growing up in a small rural town in Northwest Tennessee and raised in a very religious family, he was raised to believe certain things, including that being gay is an “abomination.” Realizing he was attracted to men created anguish.

“If there are people upset about it, we should have a discussion about that versus trying to calm their sensibilities. [Sometimes] you should feel uncomfortable about things.” 

“I remember having such an internal battle with myself over those feelings, to the point where I would be on my knees in tears praying to God to make me not feel the way I did because I knew if my family found out, it would be detrimental for me,” he remembers. Those feelings, coupled with immense bullying at school, led him to force himself to date girls through school in an effort to stop the bullying and to do what he thought was the “right” thing.

“It wasn’t until I went off to college that I realized I could no longer live my life to please my family and that I was the way I was, and that God surely wasn’t going to punish me for being who he made me to be. I then started to be my true self, but only in secret,” he remembers. With his undergrad complete, he moved to Kansas to start his career. Living in secret was detrimental to the relationship he was in at the time, so he finally decided to come out and live his life as the person he knew he was.

A MORE MEANINGFUL PRIDE CELEBRATION 

With so much at stake for the LGBTQ+ community, if celebrating Pride isn’t on your firm’s calendar for June, it should be. Firms that don’t recognize its importance are at risk of being left behind, says Bernadette Smith, Founder and Chief Executive Officer of Equality Institute.

“Over 20% of Gen Z is LGBTQ+ and most everyone else has a loved one who is part of that community. LGBTQ+ employees want to work in places where they feel safe, supported and where they feel like they can possibly belong,” says Smith.

Winters agrees, noting it’s vital to recognize the LGBTQ+ community’s struggle for equal rights and acceptance. “It is an opportunity to raise awareness about the ongoing challenges faced by LGBTQ+ individuals, including discrimination, violence and social stigma. By coming together during Pride month, LGBTQ+ individuals and allies can show their support for each other and advocate for a more inclusive and equitable society,” Winters says.

Plus, if you’re working to build culture at your firm, celebrating Pride is one way to do that. “It helps build a spirit of camaraderie and connection amongst your employees,” says Smith.

Ready to make your firm’s Pride campaign have more meaning this year? Here’s how to put some extra value and planning into it. 

1. Pay attention to legislation in your state.

As noted, there is a swath of bills targeting the LGBTQ+ community. (You can keep track with an updated list from the American Civil Liberties Union [ACLU] here.) Firms should note if such legislation is occurring in their state — and stand against it.

Even if your firm doesn’t make a statement externally, it should still address it directly with employees. “Send a note to all employees that they oppose the legislation that’s being proposed and being passed,” says Smith. “That’s something that they should be doing all year long, not just during June.”

“Over 20% of Gen Z is LGBTQ+ and most everyone else has a loved one who is part of that community. LGBTQ+ employees want to work in places where they feel safe, supported and where they feel like they can possibly belong.”

Winters says firms can harness the power of social media to condemn discriminatory practices, too. “Issue statements condemning discriminatory policies, such as those that seek to eliminate drag shows or restrict the use of pronouns. Work with local LGBTQ+ advocacy groups to lobby for changes in legislation that protect the rights of LGBTQ+ individuals. This can include drafting proposed legislation, meeting with lawmakers to advocate for specific bills and testifying in legislative hearings.”

2. Check your benefits — and your outsourcing partners. 

Do your benefits cover same sex partnerships the same as non-LGBTQ+ marriages? Does your health care coverage include gender affirming care? If not, this is a change to make that will not only benefit existing employees but also help attract talent.

“Best in class organizations provide their LGBTQ+ employees with equal benefits. They provide transgender inclusive health care policies and have an antidiscrimination policy that explicitly includes gender identity and expression, and sexual orientation,” says Smith.

It has certainly mattered to Dempsey who says that during his 15-year career at Sidley Austin, he’s always had equal spousal benefits. Moreover, their policies reflect their commitment to equality, too. And if there is harassment or belittling that happens related to someone’s sexuality, it’s dealt with swiftly and not overlooked. 

3. Support organizations making a difference. 

Dempsey noted that had he been an activist during the AIDS epidemic, he’d have been fired. Thankfully, that isn’t the case now, as Sidley Austin also supports and donates to a number of groups that uplift diversity, including the HRC.

When a specific community comes under attack, it also offers an opportunity for pro bono work. Winters suggests that firms encourage attorneys to offer such services that are fighting for LGBTQ+ rights, such as Lambda Legal or the ACLU. “By providing free legal services, law firms can help these organizations challenge discriminatory laws and policies,” he says.

This can also mean reviewing your outsourcing partners. “Who are the professional services companies that your firm uses? Diversify your supplier base to create greater equity,” says Smith. 

4. Start an employee resource group.

These volunteer affinity groups can be a great resource that brings together LGBTQ+ and ally employees, while building inclusivity into your firm’s fabric. Plus, it’s a great way to get staff engaged and involved throughout the year. 

“When you have an LGBTQ+ employee resource group, use them wisely,” adds Smith. “Ask for their support in recruiting more LGBTQ+ employees. Ask for their support in planning events during Pride month and throughout the year. Ask for their input on inclusive policies, or marketing to our community. When you engage your LGBTQ+ employees in this way and ask them to share their opinions about meaningful decisions, it’s going to create greater engagement and a greater sense of belonging at the firm.”

Winters endorses employee resource groups, too, and says firms should not only provide the resources for these groups — but fund them as well. That way, they can hold events that advocate for the LGBTQ+ rights in the firm and the community.

5. Educate, educate, educate.

In 2002, ALA was met with the proposal to offer its first Idea Exchange related to the LGBTQ+ community, Dempsey recalls.

While met with some initial concerns, the “Gay and Lesbian Issues Idea Exchange” took place at the Annual Conference with Dempsey as one of the leaders.

“The most important thing that law firms can do during Pride month is to show their support and commitment to creating an inclusive and welcoming workplace for all employees, regardless of their sexual orientation or gender identity.” 

“If there are people upset about it, we should have a discussion about that versus trying to calm their sensibilities. [Sometimes] you should feel uncomfortable about things,” says Dempsey.

Twenty years later, one of ALA’s strategic direction pillars is “to embrace and advance diversity, equity, inclusion and accessibility in our Association and the legal industry.” Today, you not only see DEIA issues at the forefront of ALA’s core direction, but there are sessions, keynotes, webinars and articles in this very magazine devoted to inclusivity. Education is key to pushing movements forward.

Firms can offer training on topics such as pronoun usage, discrimination, bullying and harassment, says Winters. “This can help to create a more inclusive workplace and support LGBTQ+ individuals.”

6. And, yes, continue to celebrate pride.

When June rolls around, it’s time to recognize and celebrate Pride month, your LGBTQ+ employees and the efforts your firm has been undertaking to be an ally throughout the year. There are any number of things your firm can do to partake, says Winters. From flying the Pride flag in your office and/or your email signature, hosting a Pride happy hour, marching in a local parade, to highlighting LGBTQ+ employees and sharing resources to support the community — all are welcome.

“It’s my greatest hope that no one ever has to feel the way I did and not be able to be their true self or live in fear of being disowned or bullied,” says Winters. “The most important thing that law firms can do during Pride month is to show their support and commitment to creating an inclusive and welcoming workplace for all employees, regardless of their sexual orientation or gender identity.”

Above all, recognize that the work and advocacy must continue when the calendar hits July 1.

“It’s hard won, and it’s not locked in,” says Dempsey.

From planning events with ALA’s Annual Heritage and Cultural Celebration Calendar to information on how to be a DEIA Advocate, ALA’s DEIA Committee is here to help you. Visit alanet.org/resources/diversity to look through all the resources we offer.