Endorsed Employers: Accenture | CityFibre | Ericsson | NetApp | Powerlink | Stantec
The workplace significance of allyship has never been more critical. Research consistently shows that when employees feel safe to be themselves, they experience improved well-being, higher engagement, and that organisations achieve better outcomes.
Yet many LGBTQIA+ workers still face discrimination, microaggressions, and the exhausting burden of hiding fundamental aspects of who they are. For transgender employees especially, workplace challenges have been amplified by recent legal uncertainties, including court rulings in the UK that have created additional barriers and concerns around employment protections.
This complex landscape makes it clear that allyship cannot be performative or seasonal. It requires sustained commitment, education, and action from individuals and organisations alike.
How to find a workplace with a true culture of allyship
Individual allyship is powerful, but systemic change happens when organisations embed inclusive practices into their culture and operations. Knowing what to look out for when applying for roles can help you find the right place for you.
WORK180 Endorsed Employers share how they’ve built environments where allyship isn’t just encouraged, it’s expected and supported at every level:
“Every October, Ericsson celebrates Diversity and Inclusion Awareness Month, and we have a week dedicated to Pride. Last year, we hosted a mini walk-through exhibit to connect our workplace with LGBTQIA+ culture and history. The interactive elements of the event included a Pride playlist, an interactive timeline of historic moments, pop culture trivia, celebrity heads and a spotlight on significant scientific and technological contributions made by LGBTQIA+ persons. Opening the conversation of LGBTQIA+ in the workplace helps to celebrate and embed acceptance in our organisations’ culture.”
Lewis Fricker, Head of Commercial Management, Ericsson
“Education is what I do! I have conducted, initiated, and procured training on inclusive language for the broader group. I’ve also created communication channels. I often act as an advisor and mentor to people seeking to be better allies; people who are afraid to ask questions the wrong way or to the wrong person, or are afraid to offend someone if they ask questions. I believe education is key to understanding and to creating an inclusive environment. As a result, I am often asked to advise others with a particular challenge they have, and I am also part of several groups within NetApp that influence NetApp’s global strategy and am often called to implement initiatives, such as delivering training, reviewing content, promoting content, and organising events locally.”
Emmanuelle Wintergerst, Engineering Capability Development Manager, NetApp
“I’m a proud co-founder of Pride in Power, our grassroots LGBTQIA+ advocacy group at Powerlink. A few passionate individuals started the group because we saw a gap in representation and support that couldn’t wait. Over time, Pride in Power has become a key driver of awareness, policy input, and community at Powerlink. It’s been incredible to witness the shift from a time when inclusion was quiet to now, where it’s proudly on the agenda.”
Anne Robertson, Team Leader, Information and Drawing Management Services, Powerlink
“During Pride month last year, the CityFibre LGBT+ network organised “Ride for Pride.” We visited several office locations across the country with an exercise bike to raise money for the charity AKT. We provided lunch and raised awareness of the great work they do, as well as for the LGBT+ network itself. Participation was incredible, turning into a competition for which office could cycle the furthest! We raised a significant amount for AKT, and some members of the LGBT+ network, along with one of our allies, joined them on the London Pride parade.”
Tony Stamper, Head of IT Governance & Assurance, CityFibre UK
“At Accenture, we are committed to fostering a culture and a workplace in which all our people feel a sense of belonging and are respected and empowered to do their best work. Through our ‘Allies in Action’ program, approximately 143,000 people are on a journey to learn about allyship. This global initiative teaches people to cultivate awareness, practice presence, and inspire inclusion. Together, we embrace, recognise and celebrate the diverse cultures and identities of all our people and create an environment where everyone is welcomed and valued for who they are.”
Stewart Baxter, ANZ Pride Network Executive Sponsor, Accenture
Workplace case study: Pride@Stantec Victoria Chapter
Ryan Fisher, Chair of Pride@Stantec VIC/SA and Ecologist at Stantec, and Ruby Broadway, Co-Chair of Pride@Stantec VIC/SA and Environmental Scientist at Stantec, share the difference the group is already making:
“At Stantec, we have an IDE team that coordinates many events and information sessions and connects many people, implementing our IDE Strategy across our region.
With encouragement, our colleagues formed the Australian business’s first Pride@Stantec employee resource group (ERG). This ERG allows us to continually drive and promote LGBTQIA+ visibility and representation within the workplace. We have hosted several events, focusing on connecting the LGBTQIA+ community and its allies through information sessions and other gatherings.
Recently, we presented to our senior leaders at Stantec how much this ERG has helped us within the workplace and our journey to forming the ERG. We’ve also hosted events with our teams in Australia, like Wear It Purple Day, developed articles for National Coming Out Day that have been published with our teams, and collaborated with the team in New Zealand—a big perk of working for a global company.”
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.
