Across industries, a growing number of organizations are scaling back or eliminating diversity, equity, and inclusion (DEI) efforts. These rollbacks, driven by political and economic pressure as well as concerns around legal risk, impact everything from corporate culture to products and public health. With Pride Month and Juneteenth fast approaching, the silence is louder than ever.
DEI rollbacks are not just internal decisions, they have real, visible consequences. According to a recent NBC News report, several of the nation’s largest LGBTQ+ Pride events are experiencing significant drops in corporate sponsorships. Event organizers have reported broken commitments, reduced funding, and being ghosted by long-time partners. For many companies, the fear of public backlash or scrutiny has led to a retreat from public engagement. This is especially concerning given that 9.3% of U.S. adults now identify as LGBTQ+, including 28% of Gen Z, 16% of millennials, and 7% of Generation X, according to the Public Religion Research Institute. With such a significant and growing portion of the population identifying as LGBTQ+, silence or withdrawal isn’t neutral; it’s noticed.
Choosing not to acknowledge these moments can send the message that your organization no longer cares about the patronage of these communities (or the employees who identify with them). Acknowledging Pride Month or Juneteenth in your organization isn’t just about the optics, but is a reflection of your organization’s values. These observances are meaningful opportunities to affirm your commitment to inclusion and demonstrate support for employees and the communities you serve.
You don’t need a million-dollar campaign to show meaningful support. There are plenty of thoughtful, low-barrier ways to recognize Pride Month and Juneteenth in a way that aligns with your workplace culture:
Support local organizations that do meaningful work in diverse communities with donations, board service, and opportunities.
Host employee-led discussions or panels that elevate LGBTQ+ and Black voices within your organization.
Partner with speakers or facilitators to lead educational sessions on inclusion, identity, and equity.
Use internal communications to share stories, resources, and reflections that honor these observances.
Offer coaching or small-group workshops to give employees space to reflect, connect, and learn.
Backing away from Pride or Juneteenth celebrations sends a clear signal. Instead, show up with intention and care. Need help crafting inclusive messaging or building a meaningful engagement plan? Our team can help.
