How can your company show up during Pride Month?

Nearly 1 in 10 U.S. adults identify as LGBTQ+, and the share is higher among Gen Z. LGBTQ+ buying power is estimated at about $1.4 trillion in the U.S. in 2021 and $3.9 trillion worldwide, indicating growing market presence. LGBTQ+ people remain a lasting part of society, so support should be treated as a long-term investment aligned with audiences, investors, and employees. Pride Month is also a chance for employers to review internal policies and practices. Benefits should meet LGBTQ+ needs, including adoption and family planning support and health insurance coverage for gender-affirming care for transgender and nonbinary employees.

"Nearly 1 in 10 adults in the U.S. identify as part of the LGBTQ+ community. For Gen Z adults, that number climbs to more than one in five. As societal progress allows more and more people to openly identify as LGBTQ+, the average company's consumer base, audiences, investors, and employees reflect that growth, too. It's estimated that the LGBTQ+ community in the U.S. had roughly $1.4 trillion in buying power in 2021 (a figure that has surely gone up since then)-and that estimate grows to $3.9 trillion worldwide."

"While the news cycle and current climate around LGBTQ+ policies may change from moment to moment, one thing remains constant: LGBTQ+ people are here to stay. Supporting the LGBTQ+ community is a long-term investment that signals how in tune you are with your audience. Whether you have been a decades-long supporter, or are considering showing up for the first time this Pride Month, your options for being a meaningful ally are limitless."

"Pride Month is a great opportunity for business leaders to consider how they're supporting their LGBTQ+ employees through their policies and practices. Employers should consider whether the benefits offered are inclusive of LGBTQ+ staff needs. For example, do you offer adoption and family planning support benefits? Do employer-sponsored health insurance plans cover gender-affirming care for transgender and nonb"

Read at Fast Company