Pride doesn’t end in June

As June draws to a close, rainbow logos begin to fade from company profiles, and social media feeds move on from Pride-themed celebrations. But for LGBTQIA+ people, the realities of being queer or trans in Australia (or wherever you are in the world) don’t change on July 1.

At Out for Australia, we encourage celebrating Pride with purpose, and that means recognising that Pride Month is not the finish line. It’s a moment of visibility and energy that must spark action across the next eleven months.

Because for many LGBTQIA+ people, especially young people beginning their careers, the barriers we face don’t stop when the month ends.

🌈 Let’s drive real impact with action

Pride Month can be a time of joy, reflection and solidarity. It’s also become a powerful platform for brands, businesses and institutions to show support for the LGBTQIA+ community (which we love to see!). 

But visibility without accountability can fall flat.

The real impact comes from what happens behind the scenes and beyond June. Are queer people supported in leadership roles? Are workplaces safe and inclusive every day of the year? Are LGBTQIA+ young professionals getting equitable opportunities to succeed?

While progress has been made, the statistics show that systemic inequality is far from over:

• Over 60% of LGBTQIA+ employees in Australia are not fully out at work, fearing discrimination or career limitations (Pride in Diversity, 2021).

• Young LGBTQIA+ people are more than twice as likely to experience mental ill-health and workplace exclusion (LGBTIQ+ Health Australia, 2021).

• Trans and gender-diverse people face higher unemployment and barriers to accessing safe workplaces.

For our community, the challenges compound. And even more so for those at the intersections of identity, such as people of colour, First Nations folks, or people living with disability.

That’s why we believe Pride must evolve from celebration to real impact. 

Here are 5 practical ways individuals and organisations can continue the work beyond June:

1. Embed inclusion into the everyday

Real inclusion happens in the everyday decisions that shape culture and policy. To make impactful change, organisations need to imbed LGBTQIA+ inclusion into their operations. That means developing and regularly updating policies that reflect the realities of LGBTQIA+ employees, from inclusive language in job descriptions to robust anti-discrimination procedures with clear reporting channels.

It’s also about normalising inclusion at every level. Are your internal systems using correct names and pronouns? Are team leaders trained in inclusive management practices? Embedding inclusion means making sure that safety, equity and respect are a standard expectation every single day of the year.

2. Support LGBTQIA+ talent development

LGBTQIA+ young people entering the workforce often do so without role models, mentors or even the confidence that they belong. This lack of visibility and representation can create a self-perpetuating cycle of exclusion, particularly for those at the intersections of multiple marginalised identities. That’s why creating clear, supported pathways for LGBTQIA+ leadership is vital for long-term change.

Supporting LGBTQIA+ talent can mean offering access to career development that immerses individuals in the community and allows them to learn from like-minded professionals (like Out for Australia’s Career Academy). 

It can also mean tailored leadership workshops, opportunities for professional visibility, or even actively sponsoring LGBTQIA+ professionals within your workplace by recommending them for advancement, nominating them for development programs, or simply encouraging their growth in spaces where they may otherwise feel invisible. True support helps people rise, not just fit in.

3. Fund grassroots organisations year-round

Grassroots LGBTQIA+ organisations like Out for Australia often run on lean resources while doing vital work to support community wellbeing, mental health, career progression and advocacy. 

While many organisations see a spike in donations or sponsorships during Pride Month, sustainable change requires sustainable funding. Year-round contributions enable us to plan ahead, scale up our services, and respond to emerging needs in real time.

Becoming a supporter or partner shows that your commitment isn’t seasonal. For companies, that might look like longer-term sponsorships, giving programs, or partnerships that include both financial support and thought leadership collaboration. For individuals, even modest regular donations can be incredibly impactful. It’s about the consistency of the commitment and is a great way to make a difference.

4. Lead with lived experience

If your Pride campaign didn’t involve input from LGBTQIA+ people with lived experience, it’s time to rethink your approach. Make space for queer and trans voices not just to be included, but to lead. Invite feedback, co-design programs with the community in mind, and ensure representation at decision-making levels.

This also includes recognising that the LGBTQIA+ community is not monolithic. Experiences differ vastly across lines of race, disability, class, age, and geography. Consulting with diverse LGBTQIA+ voices helps avoid tokenism and builds solutions that are more thoughtful, effective, and authentic. 

5. Challenge discomfort with action

Don’t shy away from conversations that are complex or uncomfortable. Whether it’s about unconscious bias, systemic discrimination, or accountability, lean in and learn. 

Many people and organisations hesitate to act outside of Pride Month because they’re afraid of getting it wrong. But fear is just a signal that we’re stepping outside our comfort zones, to where change lives. 

Year-round allyship requires the willingness to have honest conversations about privilege, unconscious bias, and the ways our systems can exclude people even without malicious intent.

It’s not enough to mean well. We must commit to learning, listening, and most importantly, changing. That might look like reviewing internal practices with an inclusion lens, educating yourself and your team on LGBTQIA+ issues, or advocating for change in your sector or industry. 

Mistakes might happen. But staying silent or inactive ensures the status quo continues. Real allies show up, especially when it’s uncomfortable.

Our commitment, and yours

At Out for Australia, we continue our mission all year round: to support and empower LGBTQIA+ young people to thrive professionally and personally. Through mentoring, training, community connection and advocacy, we’re building a future that’s safer, fairer, and full of possibility.

We’re asking you to join us. Not just in June, but always.

Become a supporter. Champion inclusion in your workplace. Keep listening, learning and showing up. 

💬 Let’s Keep the Conversation Going

What does post-Pride action look like for you or your organisation? We’d love to hear from you.

📩 Reach out to us via our social media, sign up to our newsletter to stay connected, or learn more at outforaustralia.org