Key takeaways:

• Allyship is daily work, not just a Pride Month gesture.
• Remote work reduces visibility, not challenges, LGBTQIA+ employees still face exclusion and isolation.
• Connect intentionally with LGBTQIA+ colleagues to ensure they feel seen and supported.
• Use inclusive language, share pronouns, avoid assumptions, and choose neutral greetings.
• Educate yourself instead of relying on others to explain LGBTQIA+ issues.
• Speak up against inappropriate comments or behavior in remote settings.
• Push for inclusive policies that protect and empower LGBTQIA+ team members.
• Own your mistakes and commit to continuous learning.

Bottom line:
True allyship in remote work is about consistent action, inclusion, and empathy, every day of the year.

Even with the growing visibility of the LGBTQIA+ community, the workplace, especially the remote one, isn’t always a safe or inclusive space. Being queer and working remotely may eliminate some challenges tied to in-office environments, but it doesn’t erase the barriers that many LGBTQIA+ individuals face every day. So what does it really mean to be an authentic ally to your LGBTQIA+ colleagues in a remote work setup? And why does it matter?

Allyship isn’t just about a rainbow logo in June. It’s about what you do consistently, especially when no one’s watching. Despite progress in legislation and representation, 47% of LGBTQIA+ employees still report experiencing discrimination or harassment at work. For transgender and nonbinary employees, that number jumps to 57%.

What’s worse? 44% have quit jobs due to unmanageable tensions from lack of inclusion.

These numbers show that allyship is not optional, it’s essential. As Gen Z becomes a growing force in the global workforce (projected to make up 30% by 2030), inclusive workplaces are not just a “nice to have”,  they’re a competitive advantage.

And in remote work? The opportunity to lead with inclusion is even greater, if we choose to take it.

Remote Work Is a Game Changer… But Only If We Make It Inclusive

For many LGBTQIA+ professionals, working remotely has removed the daily stressors of in-person bias, appearance-based judgment, and microaggressions. It’s also created room to show up more authentically, think email signatures with pronouns, virtual backgrounds that reflect identity, and more control over one’s environment.

But that doesn’t mean the work is done. Virtual inclusion still takes real effort.

Remote work can easily lead to isolation, especially for underrepresented groups. As an ally, your job is to help ensure your LGBTQIA+ colleagues don’t feel invisible behind a screen.

Build Connection Even From Afar

You don’t need a shared lunchroom to make someone feel welcome.

> Reach out intentionally. Send a quick check-in, invite a colleague to a virtual coffee, or make space for casual conversations before meetings.

> Affirm their presence. Ask about their weekend. Listen when they share. Include them in your conversations and collaborations.

When LGBTQIA+ teammates feel seen and supported, they’re more likely to feel safe, and more likely to thrive.

Normalize Inclusive Language

Words matter, even over Zoom or Slack.

1. Add your pronouns to your email signature or Slack profile.
2. Avoid gendered greetings like “Hey guys.” Try “Hi everyone” or “Hi team” instead.
3. Don’t assume someone’s partner is a particular gender, use “partner” instead of “husband” or “wife” unless specified.

These small changes signal to your colleagues that you’re aware, inclusive, and respectful of diverse identities.

Educate Yourself – Don’t Expect Others to Do It for You

Being an ally isn’t about knowing everything, it’s about being willing to learn.

1. Follow LGBTQIA+ voices online
2. Listen to podcasts or watch documentaries
3. Join internal employee resource groups or webinars

Your LGBTQIA+ colleagues may choose to share their experiences, and that’s a privilege. But it’s not their responsibility to be your educator. That’s on you.

Speak Up When It Matters

If someone makes an inappropriate comment on a call or in a chat, don’t stay silent. Even a simple “That’s not okay” or “Let’s not use that kind of language here” can make a huge difference.

When allies speak up, they shift the burden off marginalized individuals and model the culture you want to create.

Help Shape Inclusive Remote Policies

Leaders, listen up: culture doesn’t stop at the office door. In fact, it’s built just as much, if not more, in remote environments.

• Update your code of conduct to explicitly include virtual interactions
• Create safe channels for reporting harassment (and follow up with action)
• Support LGBTQIA+ employee groups and virtual events
• Encourage inclusive leadership training for managers

Trust is built through consistency. You don’t need big budgets, you need commitment.

Stay Humble and Committed

You will make mistakes. Everyone does. What matters is how you respond. If someone corrects you, thank them, apologize, and do better.

Being an ally isn’t about perfection. It’s about presence.

As one advocate put it: “An ally is someone who stands in front of you when rocks are being thrown.”

At Filta, Inclusion Knows No Borders

At Filta, we believe that everyone deserves to feel safe, respected, and empowered, no matter who they are or where they work from. As a global company supporting businesses and remote professionals across the Philippines, Colombia, and beyond, we are committed to building a culture of inclusion that travels across time zones, cultures, and identities.

We actively support and celebrate our LGBTQIA+ team members, not just during Pride Month, but every day. Our policies, communications, and culture reflect our belief that inclusion isn’t tied to gender, status, or geography, it’s embedded in how we lead, how we hire, and how we show up for each other.

Whether you’re working from a busy city or a quiet home office, you deserve to belong. And at Filta, we’re building a remote-first future where inclusion isn’t optional, it’s the standard.

If you’re a business looking to build a more inclusive workplace, remotely or otherwise, Filta can help. From global hiring strategies to creating culturally aware and safe team environments, we partner with organizations to embed inclusivity into the heart of how they work.

Being an Ally Is a Year-Round Commitment

Don’t let Pride Month be the only time you speak up, show up, or educate yourself. Being an ally, especially in a remote setting, is about consistency, compassion, and accountability. Creating a truly inclusive culture still depends on you: the colleague, the manager, the ally.

So ask yourself: “What can I do today to make my virtual workplace more inclusive?”

Then do it. And keep doing it. Your LGBTQIA+ colleagues, and the future of your workplace, are counting on you.

For more workplace insights and to learn how Filta supports diversity, inclusion, and belonging in remote teams, visit filtaglobal.com.