10 Steps to Real LGBTQIA+ Inclusion at Every Event

June is Pride Month—a time to ensure meetings and events actively foster inclusion, where all attendees feel valued and respected, not just accommodated.

Planners must avoid “rainbow washing”—surface-level gestures that fail to create meaningful inclusivity, cautions Gary Murakami, the current board chair for the LGBT Meeting Professionals Association, and the vice president of global sales and industry relations for Teneo Hospitality Group. “When LGBTQ+ inclusion is architected into every part of our event experience, we move beyond performative gestures and create events that are not only more welcoming and inclusive but ensure more meaningful, memorable and impactful experiences,” says Murakami.

Advocacy is more important in today’s political climate 

“The US is facing an increasingly complex geopolitical landscape that threatens LGBTQ+ rights and visibility,” Murakami notes. “Event organizers and industry partners have an urgent responsibility to take action.”

Diversity conversations may be politicized, but inclusivity itself isn’t a debate—it’s a cornerstone of thoughtful event planning that enhances connection and reflects the full spectrum of humanity. True LGBTQ+ inclusivity must extend beyond Pride Month—genuine support should be embedded into every event planed, fostering spaces where all attendees feel welcome and valued.

Below, find 10 actionable strategies to help create events that support LGBTQIA+ attendees beyond performative gestures, ensuring meaningful change.  

Laying the Foundation for Inclusion  

 1. Vet your venue’s inclusivity efforts.   

• Review diversity policies and inquire about staff training on inclusivity.  
• Ensure that gender-neutral restrooms are available and clearly labeled for ease of access.
• Confirm that security personnel are trained in handling situations involving harassment or discrimination.  

2. Use thoughtful wording on registration forms.

• If asking about gender, provide a write-in field rather than options to avoid limiting identities. If multiple choices are necessary, include “male,” “female,” “non-binary,” “other” and “prefer not to say.” 
• Provide an optional field for preferred names and pronouns, with a checkbox to indicate whether an attendee would like these displayed on their badge.  
• Include optional fields for accessibility needs, including seating preferences for gender-diverse attendees and accommodations for neurodivergent individuals.  

3. Make all language gender neutral.

• Remove gendered expectations for dress codes such as “dresses for women, suits for men.” Offer general terms such as “evening wear” or “business casual,” and encourage attendees to express themselves authentically while adhering to these guidelines.
• All written material related to the event should be gender inclusive. For more information, The LGBT Great Inclusive Language Guide provides guiding principles and detailed recommendations for business environments. 

4.  Educate staff, vendors and speakers on inclusive language and behaviors.

• Host pre-event briefing sessions that explain inclusive language, discourage assumptions and ensure everyone understands how to respectfully engage with all attendees.  
• Ask speakers to avoid gendered terms like “ladies and gentlemen” and instead use “folks,” “team” or “everyone.”  

5. Build a diverse speaker lineup.

• Be sure to include LGBTQIA+ voices in your programming to ensure representation reflects a range of experiences, perspectives and communities.  
• Make sure LGBTQIA+ speakers are included in ways that feel intentional, rather than tokenistic.  

6. Be sure all content related to the event is gender inclusive.

• Ensure marketing and PR teams as well as speakers are instructed to prepare inclusive visuals in any prepared materials (e.g., imagery representing diverse genders, relationships and families).  
• Review speaker decks, signage and promotional materials for gender-neutral phrasing and imagery that reflects diverse identities.  

7. Establish a response plan for handling disrespectful behavior. 

• Ensure a clear protocol is in place for addressing vendors, staff or speakers who violate inclusivity standards.  
• Train event staff to intervene professionally in cases of repeated misgendering or other offenses.  
• Equip moderators with strategies to prevent microaggressions in audience Q&A sessions.  

8. Offer multiple options for pronoun visibility. 

• At registration, provide optional stickers, lanyards or badge covers that indicate preferred introductions.  

After the Event: Follow-Up & Continuous Improvement  

9. Ask for meaningful feedback.

• In attendee satisfaction surveys, ask for comments on inclusivity efforts and suggestions for improvement.  
• Be sure surveys provide only aggregate results so attendees can express their concerns anonymously.  
• Offer respondents the option to include their contact information if they feel comfortable doing so.

10. Report on inclusivity efforts and outcomes.

• Share key takeaways and planned improvements with stakeholders and participants to reinforce an ongoing commitment to inclusion.  
• Publicly share a summary of key takeaways on your website, LinkedIn or via media coverage. Transparency helps inspire industry-wide improvements.

Helpful Resources for Planning LGBTQIA+ Inclusive Events

LGBT Meeting Professionals Association: A nonprofit membership organization devoted to advocacy, education, research, idea exchange and networking among event professionals.

Planning Inclusive Events | LGBTQIA Resource Center: A comprehensive guide on fostering inclusivity at events, covering language, interactions and allyship strategies.

LGBTQ-friendly Event Planning | PC/Nametag: A blog post offering practical steps for making conferences more welcoming, including venue selection and diversity-focused programming.

Creating Inclusive Events for the LGBTQ+ Community | Five To Nine: A blog exploring strategies for ensuring LGBTQ+ representation and engagement in event planning.