Endorsed Employers: Accenture | CityFibre | Ericsson | NetApp | Powerlink | Stantec
As Pride month arrives, organisations worldwide display rainbow flags and share messages of support for LGBTQIA+ communities. While these gestures matter, true allyship extends far beyond symbolic displays; it’s about creating workplaces where every person can bring their authentic self to work, every day of the year.
Allyship for LGBTQIA+ communities means actively supporting, advocating for, and amplifying the voices of lesbian, gay, bisexual, transgender, queer, intersex, asexual, and other gender and sexuality diverse individuals.
It’s about recognising that inclusion isn’t just about acceptance, but about creating environments where LGBTQIA+ employees feel they belong.
What does it mean to be an ally at work?
Being an LGBTQIA+ ally at work goes beyond good intentions. It requires concrete actions and ongoing commitment.
Here’s what leaders from WORK180 Endorsed Employers have learned about what it means to be an ally:
“It’s not always obvious how to be an ally. It’s easy to say, ‘I am an ally because I don’t discriminate,’ but this is passive behaviour. That should be the minimum standard. How do you actively make a difference? How do you support people without patronising, overbearing, or appropriating the culture? Acting is what makes you an ally. Being an ally means using my privileged position to act or speak up for others who can’t. And I do have a very privileged position, no doubt about that: I am white, I am middle-aged, and I am in a professional position where I have some degree of influence. I feel I should use that to help others. I also didn’t always get there on my own. Some people have been allies to me, and I feel I should pay it forward.”
Emmanuelle Wintergerst, Engineering Capability Development Manager, NetApp
“Being an ally to the LGBTQA+ community means actively supporting and advocating for people of all sexual orientations and gender identities. It involves creating safe spaces where individuals feel seen, heard, and respected. An ally stands against discrimination, challenges prejudice, and amplifies the voices of the community while respecting their experiences and identities.”
Tony Stamper, Head of IT Governance & Assurance, CityFibre UK
“At Ericsson, being an ally to the LGBTQIA+ community means creating safe and inclusive spaces within the workplace so that everyone feels accepted and can be their true selves at work. We believe allyship begins with making space, building a speak-up environment and embracing people’s differences as strengths within our organisation.”
Lewis Fricker, Head of Commercial Management, Ericsson
“Allyship is critical to creating an environment where everyone feels they belong. Good allies work to counter misconceptions and ensure we have a welcoming space for LGBTQI+ voices grounded in truth and lived experience. Many of us have grown up with preconceived notions about gender roles and what is considered “right” and “wrong”. Good allies take the time to listen, understand, and embark on a journey to question and unlearn these conventional ideas about gender. Embracing different concepts that celebrate and include gender diversity is key.”
Stewart Baxter, ANZ Pride Network Executive Sponsor, Accenture
The meaningful impact of allyship
For those who identify as part of the LGBTQIA+ community, knowing they have the support of others around them can make a significant difference in their own sense of allyship:
“As a queer woman, advocating for others in the LGBTQIA+ community is deeply personal; when I advocate for others, I’m also advocating for myself. Allyship means visibility, safety, and the courage to push for change, focusing on what we can do within our individual capacity.”
Anne Robertson, Team Leader, Information and Drawing Management Services, Powerlink
“Being out in the workplace allows me to foster a safe space for my team to express themselves and show up as their authentic selves without fear. It also allows me to be an educator and advocate for my colleagues who may have questions about the community and want to know more – it allows me to break stigmas and share a rich history, and in turn, hopefully, create more allies while building deeper relationships with those around me. I’ve also found that by not hiding who I am, I don’t have the anxiety and stress of someone finding out and potentially having an adverse reaction. The fear is gone, and I control the narrative of my own life in the workplace. I have a very supportive office and team, but I have had to hide myself in previous organisations.”
Philippa Jerram, Committee Member of Pride@Stantec VIC/SA and Proposal Coordinator at Stantec
How can individuals and teams become stronger allies in the workplace?
While organisational policies set the foundation, lasting change happens through the daily actions of individuals and teams.
Here’s practical guidance on how employees can strengthen their allyship and create more inclusive experiences for their LGBTQIA+ colleagues:
“My advice to others is to create opportunities for people to learn in a fun way. Partner with an LGBT+ charity that mirrors your company values and bring them on that education journey to promote their amazing work. This, in turn, creates stronger allies and more inclusive environments for all.”
Tony Stamper, Head of IT Governance & Assurance, CityFibre UK
“Even small changes in language can significantly drive workplace inclusion. For instance, I used to greet teams with phrases like “hey guys,” which, while seemingly harmless, is a gendered greeting that can exclude some people. Now, I always try to use inclusive greetings like “hey team.” It’s a small change that is easy to implement, and while most people don’t notice it, it means a lot to those who do.”
Stewart Baxter, ANZ Pride Network Executive Sponsor, Accenture
“Be aware of your biases and try to undo them. The queer community (and many marginalised communities and minorities) have a lot of stigma attached to them. Not all of us fit in the same box you may have characterised gay/queer people in, and by opening that box, you’ll find many interesting people with worthy stories to share. Be compassionate and curious. These traits will help your colleagues feel safe and allow you to broker change in the workplace. By using compassion, you’ll find it’s easier to show up and stand up for your colleagues when it really matters.”
Philippa Jerram, Committee Member of Pride@Stantec VIC/SA and Proposal Coordinator at Stantec
“At Ericsson, allyship begins with making space, building a speak-up environment and embracing people’s differences as strengths within our organisation. However, it’s deeper than that; just as people can observe the wrong behaviour, they can also see the right behaviour. Treating everyone fairly, regardless of their specific orientation, creates a strong shared sense of psychological safety for everyone. Doing the right thing for one group is doing the right thing for all, as we are all different and all have hidden areas of insecurity and doubt.”
Lewis Fricker, Head of Commercial Management, Ericsson
“Financial, physical and emotional support for Pride groups allows for events and information sessions and the like to be formed. Active and visible support from high up in the organisation on broad platforms (not only during Pride month) is vital, as is not being afraid to ‘annoy’ those who aren’t within the community or an ally with these signs of support. Gender neutral language is an easy and supportive tool that fosters a supportive environment, along with this, not asking personally invasive questions to LGBTQIA+ identifying people when discussing relationships/external work activities. Further, ‘calling someone out’ when they have said something inappropriate, allows for support within the organisation (you never know who’s listening!) and facilitates the education of that person (and others) as to how to behave in an emotionally sensitive manner.”
Ryan Fisher, Chair of Pride@Stantec VIC/SA and Ecologist and Ruby Broadway, Co-Chair of Pride@Stantec VIC/SA and Environmental Scientist, Stantec
First, “Educate yourself”! Subscribe to newsletters, read blogs, and listen to podcasts. You don’t know what you don’t know. As an ally, you often don’t experience the discrimination, the pain, the “otherness” that other underrepresented group feels. Hear the testimony of people, and that’s my second advice: “Believe what people are saying.” The testimony of one person is often the experience of dozens who do not speak up. In believing that one person, you believe all these others as well. In acknowledging this testimony, and hopefully acting on it, you are not acting for this one person but for all those who could not speak up. And since many cannot speak up, this is my third advice: “Speak up”. Use the privileges you have. We don’t all have the same privileges, and many of us are part of different groups, each with their challenges. Speak up for the others. And hopefully they will speak up for you, too.”
Emmanuelle Wintergerst, Engineering Capability Development Manager, NetApp
“Start by listening. Then use your voice, especially if you hold influence. However, there’s no need to wait for a formal invitation to care about inclusion. Change often begins in small, grassroots ways, and it grows when we show up consistently, speak out with compassion, and make space for others to be fully themselves. Change often happens in small increments over time. Every contribution in the right direction, however small, accumulates to create meaningful impact. Don’t underestimate your ability to make a difference.”
Anne Robertson, Team Leader, Information and Drawing Management Services, Powerlink
Where to find out more
WORK180’s Endorsed Employers have been leading by example, implementing policies and practices that create genuinely inclusive environments.
Their insights reveal what meaningful allyship looks like in practice, from policy development to everyday interactions that signal respect and belonging.
