What we get wrong about Pride, policy, and real progress — and what we can do instead.
Pride Month in 2025 may feel markedly different from years past, reflecting a broader evolution in how companies are approaching LGBTQIA+ inclusion. According to Gravity Research’s Pride Pulse Poll, 39% of surveyed brand executives planned to reduce Pride-related engagement this year, with 61% citing political pressure as the reason.
Yet, even as external support fluctuates, LGBTQIA+ representation and influence continue to grow. Gallup reports that 9.3% of U.S. adults identify as LGBTQIA+ — double the percentage from 2020, and over 20% among Gen Z adults.
In other words: representation is growing, expectations are evolving, and the need for authentic, year-round inclusion is more urgent than ever. In this blog, we’re breaking down seven common myths about LGBTQIA+ inclusion and highlighting the progress, policies, and people proving them wrong.
Across the U.S., many corporate sponsors have scaled back their participation in public Pride celebrations. NYC Pride alone reported a $750,000 drop in sponsorships, and only 46% of brands that adopted rainbow logos in 2023 have continued the practice in 2025. These shifts have sparked concern among community members, with some fearing a retreat from LGBTQIA+ visibility and inclusion.
Despite this corporate pullback, grassroots movements continue to gain momentum. "My town here in North Carolina is having its first Pride Fest ever this weekend,” shared Enterprise Account Executive Morgan Irizarry during Kevel’s 2025 Pride roundtable. “It's one of those iconic moments for a town that's finally moving toward inclusivity.” A perfect example of progress continuing even as corporate visibility wanes.
Although companies may be less visible in public celebrations, many are still strengthening their internal commitments. According to the Human Rights Campaign’s (HRC) 2025 Corporate Equality Index (CEI), 1,112 major businesses have now adopted gender transition guidelines to support transgender employees — a 13.2% increase over 2024.
HRC President Kelley Robinson emphasized that the numbers reflect resilience and progress, even amid a challenging political climate. This year, 765 companies — employing over 13 million workers in the U.S. — achieved a perfect score of 100% on the CEI, representing a 28% increase from last year. Additionally, 1,449 major businesses, employing more than 22 million Americans, have partnered with the HRC Foundation to create more equitable workplaces for their LGBTQIA+ employees.
“Let me be direct: we understand the complex landscape businesses are navigating. In a time of intense political polarization, companies face pressure from those seeking to undermine non-discrimination protections. Yet the data is unequivocal—inclusive workplaces drive innovation, attract top talent, and deliver better business outcomes. The companies participating in the CEI understand that workplace equality isn't just a moral imperative; it's a business necessity in an increasingly competitive global marketplace.”
- Kelley Robinson (she/her), Human Rights Campaign President
Inclusive policies are not abstract — they shape the lived experiences of LGBTQIA+ individuals and families every day. Institutional systems can either support or complicate some of life’s most meaningful moments. At Kevel’s 2025 Pride roundtable, Senior Product Marketing Manager Kate Curtis shared one such challenge:
“When we were getting pregnant, our insurance denied support, saying we hadn’t ‘proven’ we tried to conceive,” shared Kate. “On top of it, my wife had to legally adopt our daughter and carry the paperwork everywhere to ensure our family is recognized across state lines. These are things many people never have to think about.”
Kate also recounted an earlier experience that revealed how a lack of clear policy can impact same-sex families navigating parental leave:
“The confusion and conundrum that happened with [my wife’s] HR around how to classify the leave because they couldn’t put it as paternity leave, but she also was not giving birth,” Kate explained. “There was no protocol, no policy for this. She had to help this HR team build out a leave policy for supporting partners in queer relationships. And this was in 2014 at a liberal college.”
Stories like these underscore how policies, often unintentionally, exclude LGBTQIA+ families by relying on traditional, outdated assumptions. Whether it’s navigating insurance coverage, accessing family leave, or legal recognition, these systems often force queer individuals to advocate for rights that many others receive without question.
Fortunately, some companies are redefining what inclusive policy can and should look like. As Kevel’s Senior Talent Acquisition Manager, Nikki Hardee puts it: “When companies recognize all family structures in their policies, it sends a powerful message about who belongs and who matters.”
For companies serious about fostering equity, listening to lived experiences like Kate’s is essential. The reality of today’s workforce includes same-sex parents, blended families, transgender individuals, and caregivers in nontraditional roles. Thoughtfully designed policies are not fringe perks. They are foundational to building workplaces where everyone feels supported and empowered to thrive.
There’s a lot to celebrate in 2025. Forward-thinking companies are embracing inclusive hiring practices, assembling diverse interview panels, and offering benefits that reflect a broader spectrum of employee experiences.
“So many of the roles I’m recruiting for now involve hiring managers who are genuinely committed to building diverse teams,” Nikki shared. “They’re including women, people of color, different genders and identities on hiring panels — which is fantastic progress.”
But as Nikki points out, inclusion isn’t a box to check once, but an ongoing journey.
“I think there’s still a lot to work on,” Nikki said. “I think allyship training is really important, especially around bias. There’s so much unconscious bias that happens so there’s a lot of training that needs to be done around that. But I think we’re moving in the right direction.”
And sometimes, the simplest questions open the biggest opportunities for growth. “During a company event, a lot of people asked me what the word ‘ally’ meant on our Pride buttons,” Nikki recalled. “That showed me there’s still education needed — but it also showed me people want to learn. That’s encouraging.”
Pride Month plays a pivotal role in amplifying LGBTQIA+ voices, but meaningful inclusion can’t be confined to just one month a year. True equity is built through consistent, everyday actions, not just during designated celebrations.
Mike Kohn, Kevel’s Chief People Officer, puts it clearly: “Pride Month is important — but it’s just the beginning. Inclusion isn’t a campaign; it’s a commitment. We also need to make sure our initiatives uplift other underrepresented groups, including employees of color. This is about building equity across the board.”
“The work never stops.”
- Mike Kohn, (he/him), Chief People Officer at Kevel
While diversity, equity, and inclusion (DEI) work is complex and ongoing, there are practical steps that companies can take to strengthen inclusion efforts and create more equitable outcomes. The latest EY report dispels the myth that DEI is unmanageable by outlining a practical framework for progress:
Visibility is more than just being seen — it’s about being safe, supported, and celebrated for who you are. In inclusive workplaces, authenticity isn’t just allowed but encouraged and embraced.
Software engineer Callie Bensel shared how that kind of openness was on full display at Kevel’s annual in-person All Hands:
“I was so proud during Kevel Fest when so many people shared their LGBTQIA+ identity openly in front of the whole company,” Callie recalled. “That visibility meant so much — it showed how comfortable and supported people feel here.”
Moments like these don’t happen by accident. They are the result of intentional, thoughtful culture-building, where psychological safety and inclusive leadership empower people to show up fully and without fear.
Allyship also plays a crucial role in making this kind of environment possible. As Kevel’s Marketing Director Jenn Choo explained, "It’s important for allies to create spaces where people feel safe to share their identity, openly discuss who they are, and address challenges collectively."
As we look ahead, companies have an extraordinary opportunity to move beyond one-month initiatives and performative gestures. The most forward-thinking organizations are building inclusive workplaces from the inside out — rooted in equity, representation, and real belonging.
Because when people feel seen and supported, they thrive — and so do the communities and companies around them. The truest measure of LGBTQIA+ support is found in everyday policies, practices, and people-centered cultures. It’s in how we show up, every day, for one another. Progress is still in motion and the future is ours to build together.
Looking to improve LGBTQIA+ inclusion at work? Explore the Human Rights Campaign’s Corporate Equality Index for practical guidance and proven best practices here.
