Pride Month always gets me thinking about inclusion, and this year I keep coming back to something we don’t talk about enough: how welcoming our homes really are for the people who work in them. If you employ a nanny, housekeeper, or family assistant, June is a perfect time to honestly assess whether your household feels like a safe space for everyone, regardless of who they love.
Why This Actually Matters
Here’s the thing about household staff: they’re not just working in your home, they’re practically living there during work hours. Your nanny might spend more time in your kitchen than you do. Your housekeeper knows where you hide the good chocolate. These aren’t distant employee relationships; they’re deeply personal connections.
When someone has to hide a fundamental part of who they are at work, it’s exhausting. Imagine constantly monitoring your conversations, never mentioning weekend plans with your partner, or feeling anxious every time your phone rings. That’s the reality for LGBTQ+ household staff in homes where they don’t feel safe being themselves.
And honestly? You’re missing out too. Some of the most talented, caring, dedicated people in childcare and household management happen to be LGBTQ+. When your home environment isn’t welcoming, you’re limiting your access to amazing potential team members.
Plus, your kids are watching everything. They notice how you treat the people who work in your home. If you want to raise children who value kindness and acceptance, it starts with how you model those behaviors every single day.
Making Hiring More Welcoming
Job postings are your first chance to signal inclusivity, and it doesn’t require any grand gestures. Adding something simple like “we welcome all qualified candidates” tells LGBTQ+ professionals that you’re not going to make assumptions about who belongs in your household.
During interviews, focus on what really matters: can they handle the chaos of morning routines? Do they stay calm when your toddler has a meltdown in Target? Are they someone you’d actually want around your family every day? Their dating life isn’t your business anyway.
I’ve heard families say things like “we want someone who shares our values,” which is totally fair. But be specific about what that means. If your values include treating everyone with respect and kindness, say that. Don’t leave people guessing whether “family values” is code for something exclusive.
Background checks and references should be the same for everyone. You’re looking for reliability, trustworthiness, and good judgment: qualities that have nothing to do with sexual orientation.
Daily Life That Actually Feels Inclusive
The little things matter more than you might think. If your family assistant mentions their partner, don’t assume anything about gender. Let people share what they want to share without fishing for details or making awkward comments.
Use the names people ask you to use, and if someone corrects you on pronouns, just say thanks and move on. It’s not complicated, and making a big deal about it is more awkward than just adjusting naturally.
Include everyone in household celebrations when appropriate. If you’re having a holiday party for staff, don’t assume who might want to bring a guest or what their family situation looks like. Just extend the same courtesy to everyone.
And please, shut down inappropriate comments immediately. Whether it’s a relative making jokes or a contractor saying something offensive, make it clear that kind of talk isn’t welcome in your home. Your staff are watching how you respond.
Pride Month Specifically
You don’t need to throw a rainbow party or anything, but acknowledging Pride Month shows you’re aware and supportive. Maybe it’s just mentioning that you know it’s an important time for many people, or being flexible if someone wants to attend local events.
If you’ve got LGBTQ+ staff members, June might be meaningful to them. Don’t assume, but be open to conversations if they arise naturally. And definitely don’t put pressure on anyone to educate you or represent their entire community.
Some families use Pride Month as a chance to have age-appropriate conversations with their kids about different kinds of families and relationships. If that’s something you want to do, involve your staff in planning those conversations – they might have great insights.
When Things Get Complicated
Not everyone in your household might be on board with inclusive practices right away. Maybe your mother-in-law makes comments, or your teenager rolls their eyes at diversity conversations. Address these situations directly but kindly.
Set clear expectations about respectful behavior in your home. You don’t have to change anyone’s personal beliefs, but you can absolutely require that everyone treat your staff with basic human decency.
If conflicts come up, deal with them quickly. Don’t let small problems fester into bigger issues. Sometimes it’s a private conversation, sometimes it’s setting clearer boundaries, and occasionally it means making tough decisions about who can and can’t be in your home.
Create ways for staff to bring up concerns without fear. Regular check-ins, an open-door policy, or even just paying attention to how people seem to be feeling can prevent small issues from becoming major problems.
The Legal Stuff
Employment law applies to household staff too, even though it might feel different from traditional workplace situations. You can’t discriminate in hiring, and you need to provide a harassment-free work environment.
This doesn’t mean you need to become an HR expert overnight, but understanding basic employment protections helps everyone. When in doubt, consult with someone who knows employment law.
Document your inclusive practices. Not because you’re expecting problems, but because having clear policies and consistent approaches protects everyone involved.
Supporting Growth and Development
Invest in your staff’s professional development regardless of their personal identity. Good training, networking opportunities, and career support benefit everyone and show you value your team members as whole people.
Connect people with professional organizations in their field. Many industries have LGBTQ+ professional groups that offer great resources and networking, but don’t assume anyone wants those connections: let people pursue what interests them.
Recognize good work consistently. Celebrate achievements, acknowledge hard work, and create positive workplace culture that makes people want to stay and grow with your family.
Building Better Communities
Seaside Staffing Company gets that successful placements aren’t just about skills and experience: values alignment matters too. They work with families who want inclusive households and connect them with diverse, talented candidates who appreciate working somewhere they can be themselves.
The best household staff often gravitate toward families where they feel genuinely welcomed and valued. Creating an inclusive environment isn’t just the right thing to do; it’s also smart business that helps you attract and keep amazing people.
Getting involved in your community during Pride Month and throughout the year shows ongoing commitment rather than just June lip service. Whether that’s supporting local organizations, attending family friendly events, or simply being visible allies, actions speak louder than good intentions.
Building relationships with LGBTQ+ friendly service providers: pediatricians, tutors, contractors, creates a network that supports everyone in your household while reinforcing your commitment to inclusion.
Pride Month reminds us that creating truly welcoming homes isn’t a one time decision: it’s an ongoing commitment that requires attention, genuine care, and willingness to keep learning. When you get it right, everyone benefits: your staff feel valued, your family grows more compassionate, and your household becomes a place where people can do their best work while being their authentic selves.
