🏳️‍🌈 Navigating Pride Month at Work in 2025

Inside: ATS Pricing Report by SSR

Author

Sophia Bennett
June 01, 2025

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Happy Sunday and Happy Pride Month!

As Pride Month begins, this edition highlights some evolving challenges and opportunities int the HR landscape. From addressing workplace ethical dilemmas to navigating the transformative power (and risks) of AI in recruitment, HR leaders are at the forefront of balancing innovation, transparency, and fairness.

At the same time, Pride Month offers a powerful reminder: building workplaces where every employee feels respected, valued, and included is year-round work.

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📰 Latest in HR News

🏳️‍🌈 Navigating Pride Month at Work in 2025

With shifting political winds and recent executive orders scrutinizing diversity initiatives, companies now face heightened legal and reputational risks when planning Pride celebrations.

Attorneys advise that preparation is key: employers need to carefully assess whether federal funds touch these activities, ensure everything is voluntary, and watch the optics within their broader culture and risk profile.

Is your organization planning any activities, events, or acknowledgments for Pride Month this June?

With recent regulatory scrutiny and political pushback challenging DEI initiatives, many organizations are rethinking how they approach cultural celebrations

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Key Insights

  • ⚖️ Executive orders create legal uncertainty — Undefined terms like “unlawful DEI” make it unclear whether Pride events could be targeted, leaving employers cautious.

  • 📝 Voluntary participation is critical — Attorneys urge companies to ensure Pride activities are opt-in only, avoiding any hint of exclusion or coercion.

  • 💥 Risk of backlash cuts both ways — Anger from any side can spark discrimination lawsuits or unionization drives, making communication and de-escalation essential.

  • 🌍 Pride can reinforce universal inclusion — Framing Pride Month as about fairness for all employees, not special treatment, strengthens workplace unity and values.

💻 How Remote Work Opened the Doors for Older Disabled Employees

For older workers with disabilities, telework has cracked open doors that were long shut. A 2024 study from the Center for Retirement Research at Boston College reveals that employment rates for disabled workers aged 51–64 have surged past pre-pandemic levels, thanks largely to remote-capable jobs.

Yet, looming return-to-office mandates threaten to roll back these gains, making it crucial for both employers and policymakers to champion remote options.

Key Insights

  • 📈 Remote work fueled a 51–64 disability employment surge — Older disabled workers outpaced non-disabled peers in post-pandemic job recovery, especially in telework roles.

  • 💰 Economic ripple effects benefit everyone — Continued employment reduces Social Security Disability Insurance reliance and keeps older workers contributing to family and community wealth.

  • 📊 Experience gap limits access to gains — Only those with prior remote work or recent job history benefited; others were left behind without targeted support.

  • 🏛 Policy decisions now shape the future — Sustaining remote work as a “reasonable accommodation” under disability laws can lock in long-term inclusion and DEI progress.

😄 Comic Relief (HR Edition)

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🛡 How HR Can Equip Employees to Push Back on Unethical Requests

For HR professionals, equipping employees to navigate these moments is crucial for building a culture of integrity and trust.

This article explores practical steps employees can take to resist unethical asks without sacrificing their careers, starting with a mindset shift. By creating space for clarifying conversations and offering alternatives, HR can help employees act with both courage and wisdom, even when the stakes are high.

Key Insights

  • 💬 Clarify before objecting — Many “unethical” requests stem from poor communication; thoughtful questioning can often shift leadership’s approach.

  • ⚖️ Know the ethical vs. illegal line — Illegal requests require documentation and HR intervention; unethical ones demand careful personal judgment.

  • 🛡 Regret minimization matters — Using Bezos’ regret framework helps employees choose actions they can stand by years down the line.

  • 🏗 HR’s role is culture-building — Empowering staff to handle ethical dilemmas shapes a resilient, values-driven organization ready for long-term success.

🤖 AI Recruitment Today: What HR Needs to Know Now

In the next six months, companies will need to balance AI’s remarkable efficiency with human judgment, ensuring they don’t sacrifice authenticity or diversity.

From AI disclosure expectations to ethical audits, HR will play a central role in steering how these tools are used, keeping hiring both competitive and equitable.

Key Insights

  • 🤝 Transparency becomes non-negotiable — Employers must disclose AI use in hiring; candidates may soon declare AI-assisted resumes to ensure mutual accountability.

  • ⚡ AI screens faster, but fairness is critical — Advanced tools sort resumes in seconds, but systems must prioritize inclusivity to avoid amplifying hidden biases.

  • 🛠 On-site interviews balance AI reliance — As AI-polished applications rise, companies turn to in-person tests to verify authentic skills and judgment.

  • 💬 AI personalizes candidate experience — Chatbots now answer queries and give real-time feedback, making hiring more engaging for digital-native applicants.

PS – If you are stuck finding the right HRIS or ATS, our sponsor, SSR, offers a free HR software matching service that thousands of HR leaders trust. It’s fast, vendor-neutral, and helps you find the right tools without the usual hassle.

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Sophia Bennett | Editor-in-Chief | HR Insights Today