Pride Month is a powerful moment of visibility and celebration. But inclusion is not a once-a-year initiative. For leaders in the insurance sector, it’s a long-term responsibility. Building a workplace where LGBTQ+ employees feel safe, seen and supported takes ongoing effort, intention and action.

At a time when expectations around inclusion are higher than ever, insurance leaders have a critical role to play in shaping culture from the top down.

Why LGBTQ+ Inclusion Needs to Be a Leadership Priority

More and more, employees and clients are paying attention to how companies show up for the LGBTQ+ community. This includes the policies they implement, the language they use, and the way they respond to moments of injustice.

Research shows that inclusive workplaces are not only more innovative, but also better at attracting and retaining top talent. A report by McKinsey found that companies in the top quartile for ethnic and cultural diversity were 39% more likely to outperform on profitability. While that stat doesn’t focus on LGBTQ+ inclusion specifically, the principle stands: diverse teams drive better outcomes.

For the insurance sector, where talent competition is high and culture is under the spotlight, committing to LGBTQ+ inclusion is a strategic, reputational and ethical imperative.

Leadership Behaviours That Make a Difference

Inclusion starts with leadership. The tone set at the top filters through the entire organisation.

So, what does inclusive leadership look like in practice?

• Listening and learning: Leaders who stay curious, seek out LGBTQ+ voices, and make space for honest dialogue are more likely to understand the challenges their employees face.
• Speaking up: Silence can be just as damaging as overt discrimination. Leaders should be vocal in their support, particularly when external events impact LGBTQ+ colleagues.
• Challenging bias: From hiring decisions to casual language, bias shows up in many ways. Inclusive leaders are the ones who notice it and address it.
• Creating structure: Inclusion isn’t just cultural, it’s operational. Embedding inclusive policies, training and accountability mechanisms is key.

Internal Initiatives That Leaders Can Support

Good intentions are a starting point, but inclusion needs infrastructure. Leaders can champion internal initiatives that make a real difference in daily workplace life.

• Employee resource groups (ERGs) for LGBTQ+ staff provide community, support and a platform for change.
• Inclusive benefits ensure that all employees, regardless of sexual orientation or gender identity, can access equitable healthcare and parental leave.
• Mentorship programs that actively support LGBTQ+ professionals can help close leadership gaps.
• Year-round commitment: It’s easy to show up in June with rainbow logos. What matters more is what happens the other eleven months of the year. Leaders should ensure that LGBTQ+ inclusion is baked into long-term strategies, not just seasonal campaigns.

The Power of Visibility

Representation matters. When LGBTQ+ employees see leaders who reflect their identities, it sends a powerful signal about what’s possible.

Insurance leaders can support visibility by:

• Encouraging LGBTQ+ staff to step into leadership roles
• Sharing stories from within the organisation
• Recognising and rewarding inclusive leadership behaviours at all levels

At the same time, it's important to recognise intersectionality. People don’t experience their identities in isolation. Leaders should be aware of how race, gender, disability, and other factors intersect with sexual orientation and gender identity.

Leading Industry-Wide Change

Leadership isn’t confined to internal teams. Insurance leaders also have the power to influence the wider industry.

Whether it’s through public statements, partnerships with LGBTQ+ charities, or sponsoring events that promote equity, leaders can use their platform to drive progress across the sector.

This is particularly important in a traditionally conservative industry. Change may not happen overnight, but consistent advocacy can shift norms and expectations over time.

Measuring Progress and Staying Accountable

Like any business goal, inclusion should be measurable. Leaders should work with their HR and DEI teams to define what success looks like and track progress over time.

Metrics might include:

• LGBTQ+ representation at different levels of the organisation
• Employee engagement and wellbeing scores
• Participation in training or ERG programs
• Feedback from LGBTQ+ employees through anonymous surveys

Importantly, leaders need to be transparent about where they are on the journey. No organisation gets everything right immediately, but openness builds trust.

Final Thoughts

As Pride Month shines a spotlight on LGBTQ+ inclusion, it’s a good moment to pause and reflect. But it should also be a catalyst for action, not a checkbox.

Insurance leaders have a unique opportunity to shape inclusive cultures that benefit everyone. By showing up consistently, listening with empathy, and embedding equity into the heart of their strategies, they can help create a future where all employees feel valued, supported, and safe to be themselves.

At Eliot Partnership, we believe inclusion is a leadership issue. And we’re committed to supporting our clients on that journey — not just during Pride Month, but every day of the year.