Be an Ally in Chambers: Supporting LGBTQIA+ Colleagues Year-Round and During Pride Month

Barrister’s Chambers are built on collaboration, trust and mutual respect. To uphold these values and create an environment where everyone can thrive, it’s essential that we foster a culture of inclusion – one where LGBTQIA+ members, colleagues and staff feel seen, supported and safe.

Allyship is not a label but an ongoing commitment. Whether you’re a member, clerk, or staff member, here’s how you can be a proactive and respectful ally in chambers – throughout the year and during Pride Month.

1. Understand What Allyship Really Means

Being an ally involves more than expressing support – it requires listening, learning and using your position to challenge bias and uplift others. It’s about:

• Educating yourself on LGBTQIA+ identities and experiences.
• Speaking up when you witness discrimination or inappropriate behaviour.
• Creating space for others to be themselves without fear of judgement.

True allyship is rooted in empathy and action.

2. Make Inclusion Part of Everyday Practice

Small actions can have a big impact in the workplace:

• Use inclusive language. Avoid assumptions about people’s partners, pronouns or identities. When in doubt, ask respectfully.
• Add your pronouns to your email signature and LinkedIn profile to signal awareness and encourage others to do the same.
• Check in with LGBTQIA+ colleagues and staff – not just when a story is in the news, but regularly. Foster genuine connections.
• Challenge stereotypes or microaggressions when you hear them – even if it feels uncomfortable.

3. Support Inclusive Policies and Culture

Chambers can also demonstrate allyship by:

• Reviewing policies to ensure they are inclusive of LGBTQIA+ individuals (e.g., parental leave, anti-bullying and harassment, dress codes).
• Ensuring recruitment and promotion processes are fair and actively seek to remove unconscious bias.
• Providing training or awareness sessions that create space for learning and respectful discussion.

4. Amplify Voices Without Speaking Over Them

If you’re not a member of the LGBTQIA+ community, Pride Month is not a time to speak for others, but to uplift their voices:

• Share articles, resources, or posts written by LGBTQIA+ professionals.
• Promote the achievements of LGBTQIA+ members and staff in your chambers.
• Attend Pride-related events and listen – really listen – to what’s being shared.

5. Pride Month: Celebration, Solidarity and Showing Up

Pride Month is a time to celebrate visibility, equality, and community – but it’s also a reminder that many LGBTQIA+ people still face discrimination, marginalisation, and unequal treatment. In today’s climate, where trans rights and queer representation are increasingly under threat, showing public and visible support is more important than ever.

By participating in Pride – whether that’s raising a flag, joining a parade, sharing resources, or simply making space for celebration in chambers – you’re sending a clear message: everyone is welcome here.

And yes, Pride is also meant to be joyful! It’s about coming together, celebrating identity, and embracing individuality. Get involved by supporting LGBTQIA+ legal organisations, attending events, donating to relevant charities, or simply engaging in conversations that promote understanding and inclusion.

6. Diversity Drives Innovation – and Innovation Drives Success

Beyond being the right thing to do, championing diversity in chambers also makes business sense. Studies consistently show that diverse teams outperform more homogenous ones – they are more creative, solve problems faster, and better reflect the clients they serve. A workplace that values different lived experiences fosters innovation, and innovation is essential in a competitive legal market.

Encouraging diversity means creating space for new perspectives, approaches, and ideas – all of which contribute to better decision-making and stronger outcomes. Chambers that invest in inclusion position themselves as forward-thinking, resilient, and commercially agile. Inclusion isn’t a tick-box exercise – it’s a strategic advantage.

Supporting LGBTQIA+ individuals is just one part of this. A truly inclusive environment benefits everyone and attracts talent that wants to work in a place where they can belong and succeed.

7. Pride Isn’t Just a Celebration – It’s a Call to Action

Pride Month is rooted in protest, progress, and the ongoing fight for equality. It’s a reminder that while inclusion has improved, challenges still exist – particularly for trans and non-binary people, or those from intersectional backgrounds.

Being an ally means not just showing up during June, but showing up every day – quietly, consistently and with purpose.

Conclusion

Creating a truly inclusive chambers is a shared responsibility. Through everyday actions, listening without judgement, and standing up for what’s right, we can all play a part in ensuring that LGBTQIA+ colleagues, members and staff feel respected, valued, and empowered to be themselves.

Let’s make allyship more than a message – let’s make it a mindset.