As businesses and public institutions are stepping back from their DEI commitments, it’s more important than ever for HR leaders to voice their ongoing support for LGBTQ+ employees.
By Chris Bird
Across the UK, Pride flags are being quietly folded away. Not because June has passed, but because some businesses and public institutions are stepping back from their diversity, equity and inclusion (DE&I) commitments.
In recent months, political headwinds and culture-war backlash have put pressure on organisations, causing some to question or retreat from visible support for LGBTQ+ communities. What was once broadly seen as a necessary and welcome step towards equality is now, in some cases, being reframed as “controversial.” But this is exactly the moment to double down on support and allyship for the LGBTQ+ community and broader DE&I policies, not dial back.
That’s why Ricoh UK takes inclusion seriously. It’s embedded in the company’s culture, championed at every level of the business, and made tangible through initiatives that support meaningful change. One such initiative is the organisation’s LGBTQ+ affinity group, launched in 2022. It’s employee-led and executive-supported, designed to foster community, connection, and advocacy. More than a support network, it’s a platform for mentorship, education, and allyship. It’s a space where people feel safe to be themselves, to ask questions, and to speak up and it’s already making a powerful impact across the organisation.
This Pride Month, Ricoh UK is celebrating its LGBTQ+ colleagues and allies with a full programme of events from educational sessions to community celebrations. It’s an opportunity to spotlight stories, challenge assumptions, and deepen awareness. But the company is also very clear: Allyship isn’t just for June.
Real inclusion shows up in the day-to-day at Ricoh UK. It shows up in many ways, including:
- how leaders listen;
- how teams treat each other;
- how policies are written;
- how decisions are made; and
- how values are upheld when tested.
Ricoh UK is seeing a concerning trend. Some companies are choosing silence, retreating into risk-averse positions for fear of negative headlines or online backlash. Others are diluting their DE&I efforts under the guise of “neutrality.” But let’s be honest: Silence is a message. And when businesses step back, the message received particularly by those in underrepresented groups is that their identities are too complex, too political, or too inconvenient to support. The organisation rejects that message, standing firm in its belief that diversity makes teams stronger, that people perform better when they don’t have to hide parts of themselves, and that inclusion is essential for innovation, engagement, and long-term success.
Creating psychologically safe environments isn’t just the right thing to do; it’s the smart thing to do. When people feel safe, they contribute more. They take risks. They collaborate more effectively. They stay longer. And they bring others with them.
Ricoh UK also recognises that the journey toward inclusion is ongoing. It takes courage to keep going when it would be easier to play it safe. It takes humility to keep listening, learning, and evolving. And it takes leadership to stand up and speak out—especially when the wind is blowing the other way. Now is not the time to go quiet. Now is the time to lead.
Because in leadership, silence is never neutral. When businesses choose to stay visible and vocal, they send a powerful message not just to their employees, but to the wider community: that they are seen, valued, and supported.
Voices matter. Presence matters. And an organisation’s values must remain non-negotiable. As Ricoh UK moves forward, the company will continue to champion inclusion not as a trend, but as a principle—loudly, proudly, and with purpose.
Chris Bird is the LGBTQ+ and allies executive sponsor at Ricoh UK.
