How workplaces can actively support LGBTQ+ parents

Patrick Strawbridge, Human Resources Director at Quadient, spoke to myGwork about why it's important for the workplace to be actively inclusive of LGBTQ+ parents.

In my role, I focus on aligning people strategy with business strategy—especially in support of our Global Mail Solutions. I partner with leaders to ensure we’re not just hiring talent, but growing it, engaging it, and retaining it in ways that drive innovation and operational excellence.

My work centers on building a culture where employees feel valued, supported, and empowered to thrive. That means developing career paths that match the pace of our evolving business, fostering inclusion across all levels, and ensuring our teams have the tools and environment they need to deliver exceptional customer experiences.

In what ways can HR actively engage and seek feedback from LGBTQ+ parents to improve the workplace and make it more inclusive?

First things first—let’s not assume we know what LGBTQ+ parents need. HR’s job isn’t to be a mind reader; it’s to be a great listener with a solid calendar invite game.

Here’s how we can do that:

• Ask, don’t guess. Create safe spaces for LGBTQ+ parents to share their experiences—through anonymous surveys, focus groups, or even casual coffee chats (bonus points if there’s actual coffee).
• Make it easy and meaningful. Feedback shouldn’t feel like homework. Keep it short, relevant, and make sure people know their input leads to action—not just a spreadsheet.
• Celebrate the diversity within the diversity. LGBTQ+ parents aren’t a monolith. Some are navigating adoption policies, others are juggling pronouns and PTA meetings. The key is to listen with empathy and respond with flexibility.
• Follow up like a pro. If someone takes the time to share feedback, follow up with updates. Even a “Hey, we heard you—and here’s what we’re working on” goes a long way.
• Include them in the solution. Invite LGBTQ+ parents to co-create policies, benefits, and programs. Nothing says “we value your voice” like actually using it to shape the workplace.

Because at the end of the day, inclusion isn’t just about checking boxes—it’s about building a workplace where everyone (and their families) can thrive. And yes, that includes rainbow-themed family leave policies and pronoun-friendly daycare forms.

Why is it important that the workplace is inclusive for LGBTQ+ parents?

Because for LGBTQ+ parents, simply showing up for their kids—at the doctor’s office, at school, even at daycare—often means having to “come out” again and again. Every form, every conversation, every assumption is a reminder that their family isn’t always seen as the default. That’s a lot of emotional labor just to be a parent.

An inclusive workplace helps lift that burden. It says, “We see your family. We respect it. And we support it.” It means policies that reflect real life, benefits that actually fit, and a culture where LGBTQ+ parents don’t have to explain or justify who they are.

As an HR professional, I believe inclusion isn’t just about checking boxes—it’s about creating a space where people can focus on doing great work without hiding parts of themselves. When we support LGBTQ+ parents, we’re not just doing the right thing—we’re building a workplace where everyone can thrive.

In what ways can HR actively engage and seek feedback from LGBTQ+ parents to improve the workplace and make it more inclusive?

It starts with listening—and not just once, but consistently and intentionally. HR can actively engage LGBTQ+ parents by partnering with Employee Resource Groups (ERGs) to create safe, open spaces for dialogue. These groups are a powerful platform for surfacing real experiences, identifying gaps, and co-creating solutions that reflect the needs of diverse families.

We can also host roundtables and listening sessions specifically for LGBTQ+ parents, where feedback isn’t just collected—it’s acted on. These conversations help us understand the everyday challenges, like having to “come out” repeatedly at schools or medical appointments, and how the workplace can better support that emotional labor.

And we don’t have to do it alone. External partnerships with LGBTQ+ advocacy organizations and family-focused networks can bring in fresh perspectives, best practices, and resources to help us evolve our policies, benefits, and culture.

Are there any specific resources or support groups that an organization can provide to LGBTQ+ parents to help them navigate any unique challenges they may face?

These organizations offer everything from legal help and mental health support to community-building and educational resources. Partnering with them or sharing their resources internally can help HR teams create a more inclusive and supportive environment for LGBTQ+ parents.

Family Equality

A leading organization offering legal resources, community networks, and advocacy for LGBTQ+ families. Their Path2Parenthood program and State Family Law Guides are especially helpful for navigating parenthood across regions 1.

COLAGE

Focused on supporting children of LGBTQ+ parents, COLAGE builds community through youth leadership programs and social events, amplifying the voices of families often overlooked 1.

Rainbow Families

Originally founded in Washington, D.C., this group now supports LGBTQ+ families nationwide with education, advocacy, and resources for parenting, schools, and healthcare 1.

Men Having Babies

An international nonprofit offering workshops, financial assistance, and ethical surrogacy guidance for gay men pursuing parenthood. Active in cities across the U.S., Europe, and Asia2.

Gay Moms Club

A lifestyle and support community for LGBTQIA+ moms and allies, offering forums, meetups, and brand partnerships that support queer families2.

Our Family Coalition

Based in California, this group provides training, advocacy, and school resources to support LGBTQ+ families and promote inclusive education1.

PFLAG

One of the largest and oldest organizations supporting LGBTQ+ individuals and their families. Offers chapters worldwide, resources for coming out, and allyship training 1.

Return to Zero: HOPE

Provides grief support and resources for LGBTQ+ families experiencing pregnancy or infant loss, with a focus on validating unique challenges 1.

TransHub (Australia)

Offers comprehensive guidance for transgender individuals navigating family building, including pregnancy, chestfeeding, and hormone-related health info 2.

Postpartum Support International – Queer & Trans Parent Support Group

A peer-led virtual support group for queer and trans parents navigating postpartum challenges and parenting 2.