LGBT+ in FM at WorkPride 2026

This June, for Pride Month, myGwork’s WorkPride was back for its seventh year, and LGBT+ in FM was honoured to take part in its industry-leading conversations. WorkPride is the largest global conference dedicated to workplace inclusion, covering five consecutive days in June.

We were involved in multiple sessions – co-chair Colin Kimber hosted a session on employee resource groups; we sponsored the allyship in belonging session with committee member Louise Lowes on the panel; and committee member Rowena Wilding spoke on bisexual inclusion.

As a network, we're proud to have contributed FM perspectives to a global conversation about best practice when it comes to equity, diversity and inclusion. Here's what three of our speakers took away from their sessions:

Colin Kimber, co-chair, employee resource groups

"It was a real pleasure to host the Employee Resource Groups panel at WorkPride during Pride Month. What made the conversation so valuable was the breadth of perspectives our panellists brought, drawing on different experiences, organisations and communities. We explored what helps employee resource groups (ERGs) thrive, from having a clear purpose and meaningful leadership support through to collaboration, measurement and ensuring that ERGs are recognised as contributors to organisational success rather than simply social networks.

“My biggest takeaway was a reminder that, whilst frameworks and governance matter, inclusion is ultimately about people. The most successful ERGs create connections, give people a voice and help build workplaces where individuals feel they belong and can do their best work. Each panellist brought a unique perspective to the discussion, but there was a common theme throughout: when organisations listen to and invest in their communities, everyone benefits. As LGBT+ in FM celebrates its tenth anniversary, it felt like a timely reminder of why networks like ours continue to matter and the positive impact they can have across our industry."

Rowena Wilding, committee member, bisexual inclusion panel

"I recently spoke on a panel about bisexuality in the workplace for the myGwork WorkPride. While we explored some challenging realities, including bi-erasure, biphobia, difficult coming out experiences, and the impact of being ridiculed, dismissed, or misunderstood, the conversation quickly became something far more hopeful. We talked about the power of diverse voices, the importance of visibility, and the profound difference it makes when people feel seen and represented.

“What felt particularly important was that we didn't stop at discussing the challenges. We ended by sharing practical actions organisations can take to create genuinely inclusive workplaces for bi+ people. One of the strongest themes to emerge was the importance of meaningful data collection: understanding who makes up your workforce, listening to their experiences, and using that insight to advocate for and support them effectively. After all, it's difficult to create belonging for people you haven't taken the time to understand."

Louise Lowes, committee member, allyship in belonging panel

“It was brilliant meeting people from such a wide range of countries, cultures and companies, from booking.com to Virgin Media, all bringing their own experiences of allyship to the table. We talked about how allyship really means creating a safe space at work: being someone that colleagues know they can approach, trust and be their authentic self with, without judgement.

“That means supporting people on their terms. Speaking or advocating for someone when they haven't asked you to can do more harm than good, so the role of an ally is to be a constant presence, ready to step in or simply listen when that is what a colleague wants.

“We also discussed how visible allyship, like getting involved with ERGs or Pride events, and having senior sponsors behind them, sends a signal about how seriously a business takes inclusion. There is a lot of concern at the minute about changing attitudes, with many people feeling less able to be themselves at work, which is why ally support is so important right now.

“My biggest takeaway was ‘show up’. You don't need to be part of a community to advocate for it, and getting involved helps build a workplace culture that welcomes everyone, and that in turn attracts the broadest range of talent.”

Keeping up the conversation

These sessions are a reminder of how much value FM perspectives can offer in wider workplace conversations, helping us better understand one another and the experiences of LGBTQ colleagues.

Pride Month may be over, but FM, along with all other industries, needs to keep listening. The learnings from WorkPride are applicable every day of the year, not just in June.

Interested in developing your own employee resource group? Read our latest guidance, designing ERGs that matter, which provides a framework, governance and structure advice, and insight into LGBTQ networks.

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