2025 may be amongst the most important years to celebrate Pride as an employer. ould Amongst DEI backlash, employees celebrating Pride being accused of rainbow washing, and the UK dropping 6 places in the ILGA-Europe’s Rainbow Map, it could be an easy choice to ignore the importance of highlighting this month. However, now more than ever may be the time to signal to your employees that you want LGBTQIA+ people to feel welcome, respected and safe.

The Rainbow map came out in May 2025 as it ranks 49 European countries on their respective legal and policy practices for LGBTQIA+ people. Malta has sat on top of the rankings for the last 10 years. The UK moved from Green (53.40%) in 2023, to 51.88% in 2024, and dipped into Orange with 45.65% in 2025. This shift is primarily due to recent legislative changes, most significantly, the Supreme Court ruling that the legal definition of a woman is based on biological sex. Other interesting statistics include:

• 6 countries provide no protection against LGBTQIA+ discrimination
• Only half of the countries have marriage equality 
• Trans parenthood is fully recognised in only 8 countries

“Moves in the UK, Hungary, Georgia and beyond, signal not just isolated regressions, but a coordinated global backlash aimed at erasing LGBTI rights, cynically framed as the defence of tradition or public stability, but in reality designed to entrench discrimination and suppress dissent.”

Katrin Hugendubel, Advocacy Director, ILGA-Europe

The annual publication of the Rainbow Map is a stark reminder that progress is neither guaranteed nor linear. While it's tempting to focus on how far we've come, the map highlights how far we still have to go—especially as we witness setbacks and the erosion of hard-won rights in some places.

What can you do an employer to show your employees that they matter, during Pride and beyond? Stanton House has always aimed to create authentic change when it comes to inclusion, and celebrating Pride isn’t about politics or PR, it’s about people.

1. Start from the inside – ensure your policies protect and support LGBTQIA+ employees. Last year Rakeb Getnet, our HR Advisor published a blog with some helpful tips if you want to ensure you’re doing the right things form a policy point of view:
2. Educate – share resources and create a space for learning. As part of our Empathy series we had a session where employees who identify as LGBTQIA+ could share their experiences if they wished to do so. We also shared a number of shocking stats during last years Pride to create awareness for the journey ahead towards more equal rights.
3. Larger companies could form Employee Resource Groups – make sure they are supported by budget and proper recognition and their impact is measured.
4. Avoid performative gestures in Pride month, but create a platform for sustained support throughout the year

While this year may feel heavier, it is important not to forget about the joy, queer culture and expression is also about celebration and indeed Pride! Pride in London in the 5th of July 2025 and the parade brings together 500 groups, including LGBTQ+ community organizations, businesses, and partners, with 35,000 participants marching in solidarity. The event is free for everyone, but relies on donations, fundraising and partnerships with organizations. If you’re looking for a great cause to donate to (there is no minimum amount, and each donation counts) you can do so here.