Terrie Molepo, Senior Social Media Manager at VML South Africa and former co-chair of WPP Unite SA, says having a workplace that is inclusive for members of the LGBTQIA+ community goes beyond policy. But it is also easier to achieve than employers might realise.
Recently, our agency had a session open to all staff where WPP Unite South Africa (WPP’s LGBTQIA+ community) had the opportunity to speak about its endeavours and have a conversation with our CEO about these issues. It is something I do not take lightly. I know there are many other parts of the world, and certainly Africa, where employees cannot have such conversations with other colleagues, let alone their CEO.
In 2026 it has become imperative for the workplace to be inclusive. And to have workplaces be inclusive beyond policies has becomes even more important. We have seen an increase in regressive thinking and anti-LGBTQIA+ rhetoric. However, members of the LGBTQIA+ community are members of the workforce and, therefore, solidarity and support of these colleagues is important in fostering a workplace environment that promotes belonging and wellbeing.
So, what does an inclusive workplace actually mean in 2026? The modern inclusive workplace must walk its talk. It starts with policy, but that must be backed up with an intentional demonstration of inclusivity at all levels of the company, and a culture where employees are empowered to co-create an inclusive environment.
Inclusive policies: Inclusive HR policies are a good start to support employees and attract talent. This begins even before an employee joins the company. The wording and messaging of job posts and descriptions of the workplace culture are what determine if a member of the LGBTQIA+ community wants to join the company or not.
Pride Month activities: Pride Month activities make a difference. Even though companies may receive backlash for only showing up for the LGBTQIA+ community during Pride Month, this should not deter them from continuing to do so. Doing something is better than doing nothing at all. However, what agencies and companies should consider is having at least one Pride-themed occasion at least once a quarter.
Including employees: Ensuring employees have a voice and a say in what these activities look like is important. This empowers employees to feel that they have a say in making the work environment more inclusive. Being allocated time to be part of an Employee Resource Group (ERG) and organise events and discussions, both in person and online, fosters an environment for psychological safety.
EXCO support: EXCO supporting Pride initiatives and participating in them sends a message to the LGBTQIA+ employees that they are seen, heard and appreciated just as they are and they should continue to show up as their true selves at work. I know that having our CEO take an hour out of his day to not only attend our recent session but also actively participate in it meant a lot to our people.
Mental Health support: Members of the LGBTQIA+ community have been documented to experience high levels of mental health issues, often triggered by family situations and the environments they live in. Making employees aware of resources to support them during difficult times is a remarkable way employers can show up. Many companies have these services; it’s as simple as sending a reminder to employees about their availability.
Online discussions: Sometimes planning an in-person session can seem daunting; booking a boardroom, organising refreshments, keeping track of the RSVP list. As WPP Unite, we have discovered that setting up an online session for people to join from wherever they are has proved more effective. It is simpler to organise, we can have them more frequently, and more people are able to attend.
Starting or supporting an ERG: Encouraging employees to start an ERG takes pressure off the employer and People teams to run with initiatives. Employees can plan and organise what they want to do, knowing the employer supports their efforts.
Being truly inclusive for all: It is also very important not to exclude heterosexual employees from such initiatives. When our heterosexual colleagues are included and invited, they are eager to attend and walk away having learnt new things about what life is like for their LGBTQIA+ colleagues.
Workplace inclusivity may sound big and daunting and even expensive, but, in reality, it does not have to be complicated and does not have to be rocket science. It could take the form of simple initiatives that make employees feel seen and valued.
Ultimately, the workplace is where everyone should bring their whole selves to work without the fear of judgement or intimidation. A healthy workplace is where everyone feels they are contributing meaningfully to their own wellbeing and the wellbeing of others.
VML SOUTH AFRICA
https://www.vml.com/south-africa
