While often marked with colourful, celebratory parades and festivals around the world, at its core Pride Month is rooted in activism. It was born out of a need to protest for the rights of members of the lesbian, gay, bisexual, transgender, intersex, and queer (LGBTIQ+) community, as well as promote visibility and awareness of LGBTIQ+ issues on an international level.

As part of our firm’s global Diversity, Equity & Inclusion policy, we are committed to creating an inclusive and equitable environment where LGBTIQ+ colleagues can progress and develop their careers, and thrive without fear of discrimination and/or harassment.

The world has undoubtedly come a long way since the Stonewall Uprising in 1969, a significant moment for the Pride movement, but there is still a lot more that can be done to build an inclusive and equitable society – workplaces, such as ours, can play a big part.

Throughout the month of June*, we will amplify the voices of members of our Pride network and allies around the world who have offered to openly share some of their stories and lived experiences.

However you choose to mark Pride Month, we hope it is a time of reflection, support, celebration and meaningful conversations.

Note: While most Pride celebrations in major urban areas around the world take place in June, we recognise that various cities hold them at different times of the calendar year.

Find out more about what we are doing to create LGBTIQ+ inclusion.


Our people. Their voices.

"Any institution, any business is better when people feel free to be themselves at work. People are happier, they're more engaged. They're truly connected to the people they work with, and that can only be a good thing." - Rahul Mansigani, Senior Associate, London

Colleagues from our EMEA offices come together to discuss what Pride means to them, why it remains as important as ever, and to share their stories.

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When speaking about your personal life with colleagues, I think people should be encouraged to use non-gendered language when asking questions, such as referring to a partner, rather than wife, husband, boyfriend, girlfriend etc. It feels more open minded and starts you both off on the right foot by not assuming that the person you are speaking to is straight. It also avoids placing the responsibility on the LGBTIQ+ individual to have to correct the other person. Less awkwardness and more open mindedness all round!- Lucy Heenan, Associate, London

Celebrating Pride Month

“I don't think that, as human beings, social beings, we can reach our full potential if we're not comfortable and able to be ourselves while doing our work.” - Lucy L'Hirondelle, Partner, Calgary

We invited leaders and members from our Pride networks across the firm to talk about the importance and impact of the network, as well as looking forward at what the network has planned for the coming months and years.

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Even more proud voices

Hear the thoughts of our colleagues from previous years, as part of our ongoing proud voices series.

responsible business

EMEA responsible business report

Pride and Pride Allies network

Our global Pride network engages LGBTIQ+ employees and partners across all of our offices. We currently have active chapters in the US, Australia, Canada, Hong Kong, Singapore, the UK and South Africa.

Pride contributes to our diversity and inclusion agenda by encouraging the recruitment, retention and professional development of LGBTIQ+ talent, providing guidance on LGBTIQ+ inclusive policies and identifying opportunities to participate in volunteering and pro bono initiatives which support the LGBTIQ+ community. Pride has also helped us to develop and strengthen relationships with clients through their own LGBTIQ+ networks.

We are committed to creating an inclusive environment for our lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) people. We have developed and implemented LGBTIQ+ inclusive policies and resources, including toolkits to help managers understand the challenges that an LGBTIQ+ team member may face and the support they can offer.

More about DE&I at Norton Rose Fulbright

We all have things that we need to learn more about – this isn’t a personal failure, it’s an opportunity for growth. You may unintentionally say things that upset others. Accept the learning curve, but be accountable and to make an active effort to change any hurtful behaviors in future.Rachel Rosenfeld, Senior Associate, Washington, DC


Some of our colleagues share their personal stories and experiences on our diversity and inclusion blog, Perspectives.

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