Beyond Pride: How to Build a 12-Month Pride Engagement Plan

Dear ally nonprofits,

Last month, I had the joy of wrapping the first-ever Berkeley Pride street fair, which I organized with my client, Pacific Center for Human Growth. Thousands of people came together in downtown Berkeley to celebrate Queer Joy, culture, and resilience.

And here’s the thing: as incredible as the day was, Pride can’t just be one parade, one festival, or one campaign. If you’re a straight ally nonprofit that really wants to engage the LGBTQIA+ community, you need a 12-month plan – not a one-day performance.

Why Pride Needs to Go Beyond June

Queer people don’t exist only in June, or whenever your community’s Pride is. We’re donors, volunteers, clients, board members, and staff members every month of the year. If your Pride work only shows up in rainbow logos or a single parade float, it’s performative, not powerful.

A 12-month Pride engagement plan means weaving LGBTQIA+ inclusion into your culture, fundraising, and community relationships all year long. Here’s how:

1. Start With Reflection

After your Pride event or campaign wraps, don’t move on and forget it.

• Hold a debrief with staff and community partners. What worked? What felt tokenizing?

• Survey Queer staff, volunteers, and donors. What did they experience?

• Capture stories and data to inform next year.

Pride isn’t just about showing up – it’s about learning how to show up better.

2. Commit to Education

Invest in building internal capacity long before the Pride rolls around again.

• Host trainings on LGBTQIA+ cultural competency, pronouns, and inclusive practices.

• Audit your policies – benefits, forms, HR practices – to make sure they affirm Queer and Trans people.

• Start board conversations about equity in fundraising and donor stewardship.

3. Build Partnerships

Don’t wait until the month before to reach out to Queer-led groups about “collaborating.” By then, they’re swamped.

• Identify local LGBTQIA+ organizations now.

• Ask how you can support them year-round – through sponsorships, shared events, or mutual referrals.

• Share your resources (space, staff, communications) instead of just asking for theirs.

4. Plan with Intention

Map out your Pride season with clear goals and timelines.

• Budget for Pride in your annual planning – not as an afterthought.

• Include Queer staff and advisors in decision-making.

• Make sure your Pride messaging reflects the full spectrum of LGBTQIA+ identities, not just gay men.

5. Activate Pride Season

When June, or Pride, arrives, you’re ready, not scrambling.

• Launch campaigns that celebrate Queer joy and visibility, but tie them to year-round commitments.

• Recognize Queer donors and partners authentically – not as props.

• Host events or actions that build momentum beyond Pride, not stop when the glitter is swept away.

The Bottom Line

If you’re a straight ally nonprofit, your job isn’t to “do Pride” once a year – it’s to practice Pride as a value.

A parade is powerful, but it isn’t enough. When you commit to a 12-month Pride engagement plan, you build stronger relationships, grow Queer donor pipelines, and most importantly, create a culture where LGBTQIA+ people feel seen, safe, and celebrated every day.

Because Pride isn’t a season. Pride is a practice.

Sincerely,

Queers

Queer For Hire provides fundraising support to Queer nonprofits, LGBTQIA+ cultural competency to straight-led organizations and corporations, and individual coaching for Queer professionals.

Learn about our Fundraising Services <here> – we’ll lead or support your fundraising efforts, whether you need general support or want to focus on raising money from and for the LGBTQIA+ community.

Learn about our Fundraising Trainings <here> – we can coach your board, staff, and fundraising team on how to fundraise and how to engage LGBTQIA+ donors.

Learn about our other services <here> or our resources <here>.