Eight ways to get involved in meaningful activism during Pride Month and beyond

While Pride Month is often marked by parades and vibrant displays of identity, it's important to remember that its origins lie in protest. The Stonewall Riots of 1969 were a pivotal moment in LGBTQ+ history, sparking a global movement for equality and justice. The first Pride parade, held a year later, was a march for rights, recognition and respect.

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Decades on, Pride remains a powerful symbol of visibility and resistance. Despite the progress we've made since the 60s, challenges persist. In fact, nearly 40% of LGBTQ+ employees in the UK still feel the need to hide their identity at work, according to research by charity Stonewall – a stark reminder that activism remains as important as ever.

This raises the question: how can we take part in meaningful action that goes beyond symbolic gestures and genuinely supports the LGBTQ+ community? If you’re at the start of your legal career and eager to make a difference, it can be hard to know where to begin. To gain insight into the tangible actions aspiring lawyers can take, I spoke to:

• Michael Tushingham, associate at Gowling WLG (UK) LLP and co-chair of Gowling’s OpenHouse network; and
• the Pride Network at Law Business Research (LBR), LawCareers.Net’s parent company.

Read on for eight ways to get involved in meaningful activism, whether at university or during your legal career.

For the latest news and updates on the actions being taken to improve diversity and inclusion in the legal profession, check out our Diversity hub, sponsored by Gowling.

Support your LGBTQ+ society/network

Most universities have an LGBTQ+ society and, likewise, many law firms and businesses have LGBTQ+ networks. These groups organise events throughout the year to raise awareness and celebrate progress, especially during LGBTQ+ History Month and Pride Month.

The first step to being a good ally is to show up – attend events, listen actively and demonstrate a willingness to learn. Enjoy the events put on by your network but also make sure you’re engaging with their educational material. You might consider joining the Law Society’s LGBTQ+ Solicitors Network to benefit from training, educational newsletters and valuable networking opportunities.

As well as feeling the benefits of being part of a community, joining your network is an even better way to make a tangible difference. Michael highlights that Gowling’s “trainees, apprentices and paralegals usually form the core of our network's active membership” and getting involved is a “fantastic way to meet others within the business that you may not otherwise get the chance to”. LBR’s Pride Network mirrors this sentiment: “The affinity network offers space for employees to voice their opinions/concerns and find community with like-minded people throughout the organisation.”

If your university or firm doesn’t yet have an LGBTQ+ network, take the initiative to start one and build a community from the ground up.

Spark change through creative events

If you’re part of your network, consider whether there are any new events you can run to drive engagement and change, and to spread awareness. For example, LBR’s Pride Network recently held a Drag Bingo event to raise money for LGBTQ+ human rights charity Kaleidoscope – a cause the LawCareers.Net team was proud to support and thoroughly enjoyed attending!

Michael notes: “Engagement has been a more or less constant challenge these past few years, particularly following the pandemic where we've seen a general shift in people's attitudes towards attending events in the office. Sometimes I also sense a belief that LGBTQ+ rights have already been achieved in a large part, such that there seems a less pressing need for action compared to some other quarters.”

Michael explains that OpenHouse has focused on creating events that are “more interactive and outside the usual mould, such as quizzes and social events, as well as events that highlight the work that remains to be done to secure LGBTQ+ inclusion”. He also notes that collaborative events are a good way to highlight and educate on intersectionality within the community. “In the past, we’ve held joint events with our firm's ethnicity and race network (EmbRACE) and our families and carers network (Family Matters), highlighting key areas of overlap and shared experiences between those from different backgrounds.”

By bringing people together across different identities and experiences through these events, it helps to foster understanding and momentum for broader initiatives. This naturally leads into the next step…

Push for policy and cultural change

Activism within your organisation can take many forms. If you're part of a network, you’re in a strong position to advocate for meaningful change. “Employee networks can create change in several ways. This includes direct actions, such as pressing senior management to make changes within a firm or contributing to relevant workplace policies, as well as indirect actions, such as educational initiatives to help change the working environment within a business to better support LGBTQ+ people,” Michael explains.

Start by reviewing your organisation’s internal policies – are they inclusive of all gender identities and sexual orientations? If not, raise your concerns and suggest improvements. For example, Gowling’s OpenHouse network “regularly contributes to the firm's updates of its work policies in areas that concern our members, most recently in relation to our trans colleagues and the firm's policy on parental leave”. Michael adds: “We’re fortunate to have two board sponsors in OpenHouse who can make sure our network's views are being expressed at the highest levels of decision making.”

Beyond policy, embedding inclusion into the everyday culture of a firm is key to long-term change. Michael points to Gowling’s Inclusion for All strategy, which has “seen a real shift at the firm, with all teams now having annual action plans on how they are going to contribute to us achieving our ambitions”. He explains: “We've seen an increase in engagement in our network activities, with more people coming along to our events, and the contribution people make in this area is now recognised by enabling them to record time to a specific diversity, equity and inclusion (DE&I) matter code. Inclusion for All has helped the firm accelerate change and effectively measure the impact of DE&I activity.”

Check out this LCN Says, to discover more about Gowling’s Inclusion for All Strategy.

Another key area is diversity training. While every firm will be at a different stage, networks can help to promote participation in existing training or advocate for new, more inclusive programmes. Even as an individual, you can encourage your team to engage with these resources and foster a more inclusive culture.

Get involved in a mentorship programme

Mentorship is another powerful way to create lasting change. You could join a mentorship programme – whether at your university, firm or through an external organisation. If you're part of a network, you might even consider launching a new programme to support others.

Mentorship takes many forms. For example, reverse mentoring – a model that sees junior staff mentor senior leaders to share lived experiences – is gaining popularity, and helps to foster empathy, improve education and encourage change from the ground up.

The more traditional mentoring structure also remains a useful tool, with programmes pairing LGBTQ+ individuals with senior allies or community members. For example, Travers Smith LLP has supported charity Just Like Us since 2016, helping LGBTQ+ graduates to build confidence and skills as they transition from university to full-time employment. Many firm representatives serve as mentors, and the firm also provides pro bono legal support to the charity on governance, data protection, intellectual property and other legal matters.

The firm’s head of pensions and partner Daniel Gerring co-runs the programme and sits on the board of trustees at Just Like Us. Speaking about his experience, he says: “Over the years I have seen, at firsthand, the transformational power that effective mentoring can have. Providing young LGBT+ people with the tools to be themselves and reach their full potential as they enter the working world is of more importance now than for many years. And being a mentor is a privilege and education too.”

Raise funds, raise awareness

Alongside internal initiatives like mentoring, supporting external causes is another powerful way to show solidarity and drive impact. For example, LBR’s Pride Network highlights Mermaids and Switchboard LGBT+ Helpline as great causes to support. Plus, as an individual or as part of a network, Pride is a great time to host fundraising events such as bake sales, charity runs or panel discussions, to raise both money and awareness. LBR’s Pride Network explains that fundraising “can help LGBTQ+ people on a global scale and create an educational space for those that might not be in the community themselves”.

On a similar note, Michael from Gowling says: “One of the most enjoyable parts of the OpenHouse experience, in my view, is getting involved with local LGBTQ+ charities and organisations. Not only is it often really rewarding to be able to support these groups, but it's also constantly fascinating to meet and get to know the people involved.

“OpenHouse has a long history of supporting various LGBTQ+ organisations, such as Birmingham LGBT. The firm is also an active member of Stonewall and, in the past, we've lent our support to the Pride House at the Birmingham Commonwealth Games. In addition, we try to involve other LGBT+ employee networks at local organisations and businesses in our events where possible.”

Volunteering and pro bono

While financial support is important, donating your time can be just as impactful. Volunteering is another meaningful way to contribute.

If you’re a student, volunteering in the holidays is a good option. Many law firms also offer volunteer days, which you can use to support causes you care about. Alternatively, a few hours at a weekend can make a real difference.

If you’re a law student or qualified lawyer, you might be able to volunteer in a more specialised way by getting involved in pro bono. Many universities have pro bono clinics, some of which include LGBTQ+ subsections. For example, Queen Mary University London formed Pink Law in 2008 in collaboration with Mishcon de Reya LLP. This legal advice clinic offers free, impartial advice on family and immigration law issues affecting the LGBTQ+ community.

Practising lawyers can also explore pro bono programmes through their firm or external organisations. One example is the Legal Aid Fund GiveOut, which partners with law firms (eg, A&O Shearman, Jones Day, Latham & Watkins and Travers Smith) to support organisations using the law to advance equality. This includes both funding and pro bono services, including support in regions where same-sex relationships and transgender identities are criminalised.

Stand in solidarity

While large-scale policy change is essential, activism also lives in the everyday. Standing in solidarity with the LGBTQ+ community means making small, consistent choices that foster inclusion – not just in June, but all year round.

Simple actions can have a big impact. For example, sharing your pronouns in your email signature or social media bio helps to normalise inclusive practices and creates a safer space for others to do the same. LBR’s Pride Network says: “Even small acts such as raising awareness for Pride Month, using a person’s correct pronouns, or listening to colleagues discussing their experience without judgement are all steppingstones to supporting and encouraging LGBTQ+ activism and a safe space in the workplace. You don’t have to be a member of the LGBTQ+ community to show support for queer causes, and this open, accepting and positive attitude will embolden queer employees to get involved. Community action evokes change in the workplace and creating a safe space in which community can grow is essential!”

Read this Oracle to discover more about being an authentic ally to the LGBTQ+ community.

Michael reflects on how companies can encourage LGBTQ+ activism. “Fostering a sense of inclusivity among your employees – whether in relation to LGBTQ+ issues or anything else – is a really important part of making those at all levels of a business feel a real sense of community and investment in the organisation. Teamwork plays such a crucial role in so many of our professional lives, and making sure that everyone feels that their voice and perspective matters can only be helpful in encouraging teamwork.”

True allyship and activism means showing up consistently, not just during Pride. Whether you're attending a Pride event, mentoring a peer or advocating for policy change, every action counts. So, start small, think big and commit to showing up all year round.

Ellie Nicholl (she/her) is a senior content and engagement coordinator at LawCareers.Net.