With so much controversy surrounding corporate support for the LGBTQIA2+ community over the past month, veteran Starbucks partners Xavier and Tammy are providing much-needed context about their daily realities and the issues they are processing before, during and long after Pride Month ends.&nbsp;&nbsp;

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Coming out at Starbucks &nbsp;

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Xavier (he/him) was born in Florida, but raised in Honduras after his parents were deported. Upon turning 18, he returned to U.S. soil for a fresh start – alone and harboring a secret. Growing up, he had seen the stigma associated with and violence perpetrated against people who identified as gay or transgender. &nbsp;

“Based on my experience and in my culture, I had a lot of internalized homophobia,” he says. “I moved to the United States fleeing poverty, but also fleeing an environment where I knew I couldn’t be myself.”&nbsp;

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It wasn’t until he began his job as a barista at a Starbucks in Miami Beach, Florida – a colorful mecca for many members of the LGBTQIA2+ community – that Xavier found a safe haven where he could come out and live his truth.&nbsp;&nbsp;

“I met a lot of gay people who were different than what I thought people should look and act like. And then I saw how shift supervisors and store managers were,” he recalls. “They were celebrated for their talents and their capabilities, and that’s how I became more comfortable being myself. I got the courage to excel, accept who I was – and came out of the closet.”&nbsp;&nbsp;

Sixteen years and many Starbucks roles later, Xavier is now a district manager determined to help others who may feel the same anxiety and shame he once experienced. Over time, he has seen firsthand how the company’s standard benefits have changed the lives of countless hourly retail partners. In his case, he received tuition reimbursement for his undergraduate degree in biology (before the formation of the Starbucks College Achievement Plan in its current form). On top of building retirement savings through Starbucks 401(k), he has leveraged his Bean Stock to purchase property with his partner of 16 years and to pay for the wedding of their dreams (on a catamaran in the ocean!).

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Today, Xavier sees how partners have access to resources he had never dreamed of when he first put on a green apron, including expanded mental health care support and gender-affirming care benefits.&nbsp;&nbsp;

More recently, Xavier and his husband started thinking about becoming parents and utilizing Starbucks family expansion options. But the current climate beyond store walls – amid a wave of legislation that discriminates against the LGBTQIA2+ community – is forcing them to rethink whether they should take advantage of this company benefit. &nbsp;

“In a way it feels like being pushed back into the closet,” he shared. “It just makes me scared. How will I be treated, and how will my child be treated when they’re brought into this world?”

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Building a family at Starbucks&nbsp;&nbsp;

Tammy (she/they) is a 14-year partner who began at Starbucks as a store manager. She’s since taken on roles as a district manager, a store manager trainer and a district manager trainer. She’s now a senior inclusion and diversity specialist based in British Columbia, Canada.

She came out in the 1980s, when she was 17 years old, in a small town outside of Toronto, Ontario, Canada, with a population of about 1,500. A year later, she marched in Toronto at her first Pride event.&nbsp;&nbsp;

“There were no businesses showing up in a parade with banners (back then),” Tammy says. “It was literally a whole bunch of gay people marching down the street, declaring, ‘We’re here.’ That’s how I was introduced to Pride.”&nbsp;&nbsp;

Growing up in a small town, she dealt with bullying. But her mother was supportive, even going to school to confront the principal about what was happening.&nbsp;&nbsp;

“She was not going to allow anyone else to feel like I didn’t belong,” Tammy says. “As embarrassing as it was at the time, I know for sure that’s the reason why I can stand today — as a queer woman, a nonbinary partner, a mom.”&nbsp;

Tammy used Starbucks benefits to start a family, selling Bean Stock to help pay for the procedures to have a daughter — now 5 years old — with her partner. They’re currently utilizing Starbucks family expansion benefits and exploring adoption.&nbsp;&nbsp;

She knows Starbucks, at its best, is a safe place with values that align with hers – a place where partners can lean into hard conversations, a place where she’s felt empowered to speak up, make meaningful decisions and challenge microaggressions.&nbsp;&nbsp;

One of her fondest memories with the company was managing the store in the Church-Wellesley Village in Toronto, home to the city’s LGBTQIA2+ community, during <a href="https://www.worldpridetoronto.com/" target="_blank" rel="noreferrer noopener">WorldPride 2014</a>, the first time the international celebration occurred in North America. Customers poured in from all over the world.&nbsp;

“I don’t even know if there’s words. It was a beautiful thing, the craziest thing,” Tammy recalls. “It was a party in the store. You knew it was busy, but it was so much fun. We were all doing our best.”&nbsp;&nbsp;

In her new role, she wants to ensure that senior leaders are always making decisions with retail partners in mind, that diversity among the leadership reflects the diversity in the stores, and that all partners from all backgrounds can see a future for themselves at Starbucks.&nbsp;&nbsp;

“I’ve become more myself because of this company, because of our values,” Tammy says. “It’s definitely allowed me to be more fearless, allowed me to be a better mother, a better leader along the way. As a queer partner who has a family, so much of my life exists because of my child. And our time as a family isn’t just about celebrating in June. We have milestones, our anniversary, our birthdays, that I should be able to share all year round.”

Learning from the past, moving forward to a more inclusive future &nbsp;

Today, what keeps Xavier hopeful is knowing that there are actions he can take locally — backed by a supportive employer — to create a welcoming environment for partners and customers.&nbsp;&nbsp;

He’s involved in the Pride and Indigenous partner networks open to all Starbucks partners. Throughout the year, his area holds space for internal and external LGBTQIA2+ focused gatherings. And he’s involved in community programs, working with the Miami Dade County LGBTQIA+ Advisory Board during its Pride Month kickoff and implementing the <a href="https://www.csmonitor.com/Business/2015/1113/Starbucks-to-become-an-LGBT-safe-place" target="_blank" rel="noreferrer noopener">Safe Place Program</a>, where any individual experiencing the threat of a hate crime can wait for a police officer.&nbsp;

“I can always count on Starbucks to be a Safe Space and a partner for all of our efforts,” says Gabriel Paez, Director of the <a href="https://www.miamidade.gov/global/government/boards/lgbtqia-plus-advisory-board.page" target="_blank" rel="noreferrer noopener">Miami Dade County LGBTQIA+ Advisory Board</a>.&nbsp;

Starbucks has also joined with the Human Rights Campaign and GLAAD’s <a href="https://www.hrc.org/resources/count-us-in-pledge" target="_blank" rel="noreferrer noopener">“Count Us In” pledge</a>, which affirms leading business’ and employers’ support for LGBTQIA2+ issues in the workplace.

“It is the actions that we take as a company to support our partners that are so powerful,” says Zulima Espinel, Starbucks vice president of global public policy and government affairs. “For example, when we think about our decision, without waiting for legislation – without waiting – decades ago, to provide industry leading health care, to include domestic partners, and our decision recently to provide reimbursement for eligible partners enrolled in Starbucks health care, who need to travel for gender affirming care.”&nbsp;&nbsp;

“It's that kind of example and those collective actions – how we use our voice and what we step up for as a company – that really makes us an example.”

Through the lens of two long-time retail partners who are also part of the LGBTQIA2+ community, we reflect on how Starbucks has learned and grown over the years to become an inclusive safe haven – with our partners consistently driving the company’s efforts.

Pride isn’t just a month – it’s core to Starbucks mission and our future - Starbucks Stories

Stories to inspire and nurture the human spirit

Starbucks Stories

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Pride isn’t just a month – it’s core to Starbucks mission and our future

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The T-shirts that Starbucks partners are wearing in honor of Pride Month say it all: “You belong here.” Across the country, partners gathered locally to celebrate Pride at parades, in their stores and at other community events – part of <a href="https://stories.starbucks.com/stories/2022/starbucks-pride-a-long-legacy-of-lgbtq-inclusion/">Starbucks long tradition</a> of supporting and celebrating the LGBTQIA2+ community year-round.&nbsp;

Below are some of the photos partners have been sharing with each other and on social media. &nbsp;

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Rhode Island coffee tasting for Pride&nbsp;

Starbucks Support Center in Seattle, raising of Progress Flag

Across the country, Starbucks partners (employees) gathered locally to celebrate Pride at parades, in their stores and at other community events.

Starbucks partners celebrate Pride at events across U.S.

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“No one can take away our legacy and our continued commitment to being a place where all belong. Our mission will continue to guide us and the decisions we make, and it’s more relevant now than ever: with every cup, with every conversation, with every community – we nurture the limitless possibilities of human connection.”

Starbucks will always protect your right to be who you are, which is why I am writing to you all today. &nbsp;

We have always believed that our stores are best placed to authentically celebrate year-round with their communities. This includes how stores decorate for heritage months, holidays and community celebrations. As you know, Starbucks has always been about creating a feeling of connection, warmth, allyship, and a sense of belonging – that will never change. For it is our own partners – who inform and inspire the actions we have continued to take. &nbsp;

Throughout our journey, we have heard from our partners that you want to be creative in how our stores are represented and that you see visual creativity in stores as part of who we are and our culture. Equally, we have also heard through our partner channels that there is a need for clarity and consistency on current guidelines around visual displays and decorations. &nbsp;

As Laks and I shared on Friday, I want to reiterate that there has been no change to any of our policies as it relates to our inclusive store environments, our company culture, and the benefits we offer our partners. To further underscore this, we intend to issue clearer centralized guidelines, and leveraging resources like the Period Planning Kit (PPK) and Siren's Eye, for in-store visual displays and decorations that will continue to represent inclusivity and our brand. Additionally, we will continue to provide the flexibility needed so that our stores reflect the communities they serve. As we reaffirm our previous commitments and standards, it will be even clearer to all who we are and what we stand for. &nbsp;

No one can take away our legacy and our continued commitment to being a place where we all belong. Our mission will continue to guide us and the decisions we make, and it’s more relevant now than ever: with every cup, with every conversation, with every community – we nurture the limitless possibilities of human connection. &nbsp;

Thank you for sharing your voice, and for your partnership. &nbsp;

Sara &nbsp;Trilling executive vice president and president of Starbucks North America&nbsp;

No one can take away our legacy and our continued commitment to being a place where all belong.

Message to partners: Starbucks will always protect your right to be who you are

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Here at Starbucks, we are dedicated to creating experiences where everyone is welcome and respected, with the belief that we are at our best when we create safe, inclusive environments for people to connect over coffee.&nbsp;&nbsp;

Recognizing Pride Month every June is a longstanding tradition Starbucks is proud to be a part of. There has been no change to any guidance related to how our stores across the United States celebrate this moment. And throughout the year – every single day – our support for the LGBTQIA2+ community is unwavering.&nbsp;&nbsp;

Our partners inform and inspire the commitments and actions of the company about issues affecting the LGBTQIA2+ community. We will continue to encourage&nbsp;our retail leaders to work with store teams to find ways to&nbsp;authentically celebrate year-round with their communities.&nbsp;

From the merchandise we display in our inclusive store environments to our company culture and partner benefits, Starbucks has a <a href="https://stories.starbucks.com/stories/2022/starbucks-pride-a-long-legacy-of-lgbtq-inclusion/" target="_blank" rel="noreferrer noopener">storied history</a> that includes more than four decades of listening to, hiring members of, recognizing and celebrating the LGBTQIA2+ community.&nbsp;&nbsp;

We are proud of our legacy. We are proud of each one of our partners who continues to foster Starbucks as a place where everyone is <a href="https://stories.starbucks.com/press/2022/starbucks-commitment-to-lgbtqia2-a-safe-third-place-where-you-are-seen-heard-and-valued/" target="_blank" rel="noreferrer noopener">seen, heard and valued</a>.&nbsp;

Starbucks has a long history of supporting the rights of our LGBTQIA2+ community.

Celebrating our LGBTQIA2+ partners and the community

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From Milan to Toronto, São Paulo to Tokyo, Starbucks is proud to support the LGBTQIA2+ community and reinforce our commitment to building a culture where everyone feels welcome.

In Milan, Starbucks will proudly display the Pride flag at the <a href="https://www.starbucksreserve.com/en-us/locations/milano">Starbucks Reserve® Roastery</a> from June 16 to July 3. The company will also support the Milano Pride initiative, the city’s annual parade and festival held at the end of June to celebrate the LGBTQIA2+ community.

For the fourth year in a row, Starbucks Canada kicked off Pride month in a bright and bold way, unveiling this year’s winning <a href="https://stories.starbucks.ca/en-ca/stories/2022/18358/">Craft Your Pride</a> t-shirt design, created by a Vancouver-based barista, Rex. The annual Craft Your Pride contest, which is open to all Canadian partners, is coordinated through the Starbucks Canada Pride Network. Each year, the winning design is produced and available for Canadian partners to purchase and proudly wear in stores throughout Pride month. Partners across the country are also engaging locally to support the LGBTQIA2+ community, including participating in the Toronto Pride and Remembrance Run, a community clothing drive, and more.

Starbucks celebrates Pride Month in Brazil with the expansion of its "I Am" initiative via a <a href="https://historias.starbucks.com/en-es/press/2022/starbucks-brazil-celebrates-pride-month-expands-support-for-transgender-community/">new program focused on hiring and training transgender partners</a> (employees). The program kicks off a month of Pride events, including partner participation in the June 19 São Paulo Pride Parade and the launch of the Pride Frappuccino® Blended Beverage (available from June 16 to 19) where Starbucks Brazil will donate the net profit from product sales to local LGBTQIA2+ advocacy groups.

To celebrate Pride Week in Japan, Starbucks Japan introduced the <a href="https://stories.starbucks.co.jp/ja/press/2022/pr2022-4634/">‘No Filter’ merchandise collection</a> in vibrant rainbow colors, a nod to freedom of self-expression. Ten percent of proceeds from the rainbow offerings were donated to non-profit <a href="https://rebitlgbt.org/">ReBit</a>, a Japanese initiative that promotes diversity education in high schools through classes on inclusion and LGBTQIA2+ issues.

Celebrating Pride around the world

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Celebrating Pride around the World

As a people-focused company, Starbucks strives to recognize and celebrate all communities – including the LGBTQIA2+ community – year-round. With more than 400,000 partners and&nbsp;36,000&nbsp;stores around the globe, we know a person’s lived experience is unique to them and our moment to support and celebrate will also be unique to the communities we serve around the globe.&nbsp;&nbsp;

From inclusive healthcare in the United States and ongoing non-profit partnerships in Japan, to the “I AM” project in Starbucks Brazil that provides transgender partners and community members legal and emotional support to amend the name on their birth certificates, Starbucks is committed to building a culture where everyone is welcome.

Starbucks History of LGBTQIA2+ Inclusion

In June, Starbucks joined the Human Rights Campaign’s (HRC) <a href="https://www.hrc.org/resources/count-us-in-pledge" target="_blank" rel="noreferrer noopener">Count Us In</a> pledge to continue to sand in solidarity with the LGBTQIA2+ community. HRC is the nation’s largest LGBTQIA2+ civil rights advocacy organization.

Advocating for Federal Recognition of Marriage Equality

In December 2022, the U.S. reached an important milestone when the&nbsp;Respect for Marriage Act&nbsp;was signed into law, reflecting broad support for same-sex and interracial marriages. Starbucks chief global public policy counsel Zulima Espinel shared Starbucks ongoing commitment to advance inclusion and equity for all in a&nbsp;<a href="https://stories.starbucks.com/press/2022/message-from-zulima-advancing-protections-for-marriage-equality/" target="_blank" rel="noreferrer noopener">letter to partners</a>.

In July, Starbucks joined more than 170 organizations and the <a href="https://www.hrc.org/press-releases/human-rights-campaign-mobilizes-more-than-170-businesses-over-20-000-supporters-in-support-of-respect-for-marriage-act-senate-vote" target="_blank" rel="noreferrer noopener">Human Rights Campaign</a> in urging the U.S. Senate to pass the Respect for Marriage Act. As we continue to stand up for our partners and their families, this statement reaffirms our support for marriage equality and our long history of advancing inclusion and equity for all.

Awarding grants for nonprofits

During our 2022 fiscal year, The Starbucks Foundation has provided more than 400 grants to non-profit organizations supporting LGBTQIA2+ communities, totaling more than $700,000. Many of these organizations, including Brave Trails —&nbsp;a nonprofit organization that is on a mission to build the next generation of LGBTQIA2+ leaders — were nominated by partners based on neighborhood&nbsp;partnerships they have developed in service of their local communities.

Supporting causes important to partners

Starbucks makes $50,000 donation to the <a href="https://transequality.org/" target="_blank" rel="noreferrer noopener">National Center for Transgender Equality</a>, which advocates for policies that increase understanding and acceptance of transgender people.

Protecting the Rights of LGBTQIA2+ partners and communities&nbsp;&nbsp;

Starbucks joined over 170 companies and the Human Rights Campaign in an <a href="https://www.hrc.org/resources/business-statement-on-anti-lgbtq-state-legislation" target="_blank" rel="noreferrer noopener">advocacy</a> statement to address and oppose policy actions or legislation that discriminate against the LGBTQIA2+ community. The statement reiterates our position that every person deserves consistent protection against discrimination based on sexual orientation and gender identity. &nbsp;

Supporting vulnerable members of the LGBTQ+ community

Starbucks donates $50,000 to the <a href="https://www.lavenderrightsproject.org/" target="_blank" rel="noreferrer noopener">Lavender Rights Project</a> to support providing low-cost legal services for transgender and queer low-income people and other marginalized communities in Washington state and $50,000 to the <a href="https://transequality.org/" target="_blank" rel="noreferrer noopener">National Center for Transgender Equality</a> to increase understanding and acceptance of trans people across the United States.&nbsp;

Dennis Brockman named chief inclusion &amp; diversity officer

Starbucks appoints the Dennis Brockman as chief inclusion and diversity officer, now reporting directly to the company’s chief executive officer. Brockman, a 13-year partner, is dedicated to ensuring inclusive perspectives are represented at the company’s highest levels.

Recognition for workplace equality

Starbucks receives a 100 percent score on the Human Rights Campaign Corporate Equality Index based on corporate policies and practices for LGBTQ equality for the 11th year.

Awarding grants for local LGBTQ+ nonprofits

The Starbucks Foundation awards 88 grants during the calendar year to nonprofit organizations supporting LGBTQ+ communities, totaling more than $150,000. Many of these organizations were nominated by partners based on neighborhood partnerships they have developed in service of their local communities.

Donates a combined $100,000 to the Human Rights Campaign and the National Center for Transgender Equality in honor of Pride Month to aid in their support for vulnerable members of the LGBTQ+ community due to the impacts of COVID-19. Awarding grants for local LGBTQ+ nonprofits

The Starbucks Foundation announces it has awarded 100 grants to nonprofit organizations supporting LGBTQ+ communities, totaling more than $300,000. Many of these organizations were nominated by partners based on neighborhood partnerships they have developed in service of their local communities.

Starbucks receives a 100 percent score on the <a href="https://assets2.hrc.org/files/assets/resources/CEI-2020.pdf" target="_blank" rel="noreferrer noopener">Human Rights Campaign Corporate Equality Index</a> based on corporate policies and practices for LGBTQ+ equality for the tenth year.

#whatsyourname campaign

Starbucks UK launches <a href="https://stories.starbucks.com/emea/stories/2020/whatsyourname/" target="_blank" rel="noreferrer noopener">#whatsyourname campaign</a> to celebrate the significant act for some transgender and gender diverse people as they use their new name in public. As part of this campaign, £100,000 was raised for the charity&nbsp;<a href="https://mermaidsuk.org.uk/" target="_blank" rel="noreferrer noopener">Mermaids</a>&nbsp;to support a helpline for young trans people and their families. <a href="https://stories.starbucks.com/emea/stories/2020/whatsyourname/"> </a>

Amending names on transgender partners’ birth certificates&nbsp;

In support of Brazil’s National Trans Day of Visibility on January 29, Starbucks in Brazil, launched the <a href="https://historias.starbucks.com/en-es/press/2022/starbucks-launches-3rd-edition-of-i-am-project-on-brazils-national-trans-day-of-visibility/" target="_blank" rel="noreferrer noopener">“I Am” (“Eu Sou”) annual project</a> to offer free legal support for transgender partners seeking to amend their names and genders on their birth certificates. With permission from participants, the emotional journey was <a href="https://nam12.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.youtube.com%2Fwatch%3Fv%3DPw-WAnAgPQI&amp;data=04%7C01%7CRafael.Franco%40edelman.com%7C3714460c79754ef9f21908d9e76169ef%7Cb824bfb3918e43c2bb1cdcc1ba40a82b%7C0%7C0%7C637795227840437731%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000&amp;sdata=mqLd2es5xg2hJQ%2FXEjSEObrjPAknrKkIZjClBNYHkv0%3D&amp;reserved=0" target="_blank" rel="noreferrer noopener">documented</a> and the video won the Grand Prix at the 2021 Cannes Lions Festival and an Effie Award.&nbsp;

Building a culture of inclusion and diversity

Starbucks appoints the company’s first chief inclusion and diversity officer, responsible for the company’s global inclusion and diversity strategy.

Helping partners expand their families

Expands <a href="https://www.starbucks.com/careers/working-at-starbucks/benefits-and-perks">fertility benefits beyond adoption expenses</a> in an effort to assist partners whose needs may not be met by their health care insurance company, such as same-gender couples looking to become parents or individuals seeking fertility services. The Family Expansion Reimbursement Program covers up to $10,000 for adoption, surrogacy or intrauterine insemination, up to a lifetime maximum of $30,000. The company also increases lifetime maximums for fertility benefits under all Starbucks medical plans to $25,000 for fertility services and $10,000 for prescription drugs.

In collaboration with Arizona State University, Starbucks releases its <a href="https://tobewelcoming.com/" target="_blank" rel="noreferrer noopener">To Be Welcoming</a> curriculum with 15 free courses available to the public online designed to address bias through understanding the human experience, including the intersectional courses <a href="https://courses-sga.starbucksglobalacademy.com/courses/course-v1:ASU+TBW800+2019/about" target="_blank" rel="noreferrer noopener">Welcoming Dialogue on Sexuality Bias</a> and <a href="https://courses-sga.starbucksglobalacademy.com/courses/course-v1:ASU+TBW600+2019/about" target="_blank" rel="noreferrer noopener">Welcoming Dialogue on Gender Bias</a>.

Teaming up with Born This Way Foundation

Starbucks and Lady Gaga’s Born This Way Foundation come together to help make the world a more compassionate and welcoming place for the LGBTQ community. During Pride Month (June 1-30), The Starbucks Foundation is matching <a href="http://bornthisway.foundation/starbucks" target="_blank" rel="noreferrer noopener">donations to Born This Way</a>, up to $250,000, to make a kinder, braver world.

New and current partners can now choose to self-identify with the company as LGBTQ – similar to other identifications, such as disability, refugee, veteran and military spouse. The option was the result of efforts by the Pride Alliance partner network to create another way to build upon the company’s commitment to the inclusion and diversity of all partners. 

Advocating for Civil Rights Protection

Starbucks joined over 200 companies to file a joint <a href="https://assets2.hrc.org/files/assets/resources/Title-seven-business-amicus-brief.pdf" target="_blank" rel="noreferrer noopener">amicus brief</a> to the Supreme Court in support of LGBTQ rights. The landmark briefing argues that existing federal civil rights law should protect LGTBQ people from discrimination in contexts ranging from employment to housing, healthcare and education. To file the brief the company worked with prominent civil rights groups the Human Rights Campaign, Lambda Legal, Out &amp; Equal, Out Leadership, and Freedom for All Americans.

Starbucks also joined the Human Rights Campaign’s <a href="https://www.hrc.org/resources/business-coalition-for-equality" target="_blank" rel="noreferrer noopener">Business Coalition</a> in support of the Equality Act, a bill that would protect LGBTQ people from discrimination in housing, the workplace, public accommodations, and other settings under federal law. The Equality Act has since passed in the U.S. House of Representatives.

Two decades after Starbucks partners marched in its first Pride Parade in Seattle, hundreds of Starbucks Pride Alliance partners, friends and family join Pride events in <a href="https://stories.starbucks.com/emea/stories/2018/hundreds-of-starbucks-partners-friends-and-family-join-the-pride-in-london/" target="_blank" rel="noreferrer noopener">London</a> (above) and around the world.

Expanded benefits for transgender partners

Starbucks <a href="https://stories.starbucks.com/stories/2018/they-are-lifesaving-starbucks-offers-expanded-benefits-for-trans-people/">broadens its health insurance options for transgender partners</a> to not only include gender reassignment surgery (which had been covered since 2013), but also a host of procedures that were previously considered cosmetic, such as breast reduction or augmentation surgery, facial feminization, hair transplants and more. “Starbucks is taking a stand and standing up for trans people and saying that our procedures aren’t just cosmetic – they are lifesaving. They’re affirming,” said Ron Crawford, vice president of benefits at Starbucks.

Supporting local LGBTQ+ communities in Brazil&nbsp;

Starting in 2018, Starbucks in Brazil has worked with local advocacy groups, such as Casa 1 (Sao Paulo) and Grupo Arco-Iris (Rio de Janeiro), among others, to support LGBTQ+ inclusion efforts through the donation of Starbucks product sales such as the Pride Frappuccino® and t-shirts, to help those in vulnerable situations due to their sexual orientation.&nbsp;

The&nbsp;Starbucks Foundation&nbsp;contributes <a href="https://news.starbucks.com/news/a-message-from-starbucks-regarding-the-tragedy-in-orlando">$50,000 to the&nbsp;OneOrlando Fund</a> to help people and families impacted by the Pulse Nightclub shooting in Orlando, Fla.

Calling for equal treatment

Starbucks joins with more than 200 other business leaders to urge equal treatment for the LGBTQ community. Lucy Helm, then general counsel and now chief partner officer, shares a letter to partners underscoring&nbsp;<a href="https://news.starbucks.com/views/starbucks-commitment-to-inclusion">Starbucks commitment to inclusion</a>. “From our very earliest days, we have strived to create a company and culture that treats everyone – partners and customers alike – with respect and dignity,” Helm wrote. “We will continue to champion these values and to stand for our partners, our customers and our communities.”

Starbucks earns 100 out of 100 for the first time on the 2015 Corporate Equality Index (CEI), an initiative administered by the Human Rights Campaign Foundation on corporate policies and practices as <a href="https://stories.starbucks.com/press/2017/human-rights-campaign-recognizes-starbucks-as-top-employer/">a top employer for LGBTQ workplace equality</a>.

In order to help partners in self-identification, Starbucks updates its technology systems to ensure that documentation in stores reflect a partner’s “known as” name or nickname that is consistent with their gender identity or expression. This is an especially meaningful move for transgender partners, who now see their preferred name each time they log in for a shift. 

Seattle Police Department<a href="https://news.starbucks.com/news/safe-place-program-at-starbucks">&nbsp;Safe Place program</a>&nbsp;rolls out to Starbucks stores in Seattle, with special designation as secure places for victims of anti-LGBTQ-related crimes and harassment. More than 2,000 store partners receive SPD Safe Place training and window clings identify the 100 participating company-owned stores in the greater Seattle area.

Marriage equality becomes the law of the land in the United States thanks to the <a href="https://news.starbucks.com/news/starbucks-applauds-supreme-courts-ruling-on-marriage-equality">U.S. Supreme Court’s ruling</a>. Earlier in the year, Starbucks had signed on to The People’s Brief in favor of the decision.

Starbucks&nbsp;<a href="https://news.starbucks.com/news/for-the-first-time-starbucks-raises-the-pride-flag-atop-its-headquarters">flies the Pride flag atop its Seattle headquarters</a>&nbsp;for the first time. “Given our public stance on diversity and inclusion of all people, particularly on this issue, it makes sense to raise the flag in celebration,” said Lucy Helm, then-general counsel who is now chief partner officer for Starbucks. “Being open, inclusive and forward-thinking is at the core of what Starbucks is about.”

Starbucks chairman and chief executive officer Howard Schultz makes a vocal statement on diversity and equality during a spontaneous exchange at the 2013 Starbucks Annual Meeting of Shareholders. In response to a stockholder who voiced his view that the company had lost customers because of its support for marriage equality, Schultz said. “Not every decision is an economic decision. The lens in which we are making that decision is through the lens of our people.”

Expanding transgender partner support

Starbucks&nbsp;<a href="https://news.starbucks.com/news/transgender-partners-share-stories-of-unconditional-acceptance-at-starbucks">supports transgender partners</a>&nbsp;by adding coverage of gender reassignment surgery to the company’s health benefits.

Promoting marriage equality

Starbucks files an amicus brief in the U.S. Supreme Court case challenging the Defense of Marriage Act. The year before, the company had joined with other Pacific Northwest employers in supporting marriage equality legislation in Washington state.

Starbucks <a href="https://stories.starbucks.com/stories/2008/starbucks-joins-redtm-to-help-save-lives-in-africa/">joins (RED)™</a> to help invest in AIDS programs in Africa through the Global Fund.

Starbucks Pride partner affinity group officially becomes the Starbucks Pride Alliance Network.

Starbucks issues Workplace Gender Transition Guidelines to support partners who are transgender or considering transitioning to promote understanding of fair and equitable treatment of transgender and gender-diverse partners.

Starbucks includes a quote from author Armistead Maupin on its cups as part of its “The Way I See It” series, a collection of thoughts and expressions printed on the back of Starbucks cups to inspire conversation. 

Timeline: Starbucks history of LGBTQIA2+ inclusion - Starbucks Stories

Timeline: Starbucks history of LGBTQIA2+ inclusion

For more than three decades, Starbucks has been committed to building a culture where all are welcome, standing as an ally stood as an ally to the LGBTQ+ community.

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Timeline: Starbucks history of LGBTQ inclusion

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Story by Michael Ko

About 12 years ago, Angel was beginning her gender transition process. A Starbucks barista at the time, she felt ready to come out in the workplace and scheduled a meeting with her store manager. She was nervous. Declaring herself an openly trans person was not going to be easy.&nbsp;

“Of course, it was one of the most difficult experiences, but I knew I couldn’t transition without having agency for myself,” Angel recalls. “I told my store manager, ‘I’m going to transition, my preferred name is Angel and my pronouns are she/her.’ (The store manager) shared that with the rest of the team and said, ‘We will honor that, we will respect that and this isn’t an issue up for debate.’

“She embraced me with love. I felt seen by somebody that I admired. She had a liking for my work ethic and saw so many great things in me. Just because I told her I was trans, that didn’t erase those things. It didn’t change those things about me.”

Angel thinks back to that moment of positive allyship as pivotal in her development, both personally and professionally. At a vulnerable time, she felt like she belonged. Encouraged by other leaders who pushed and encouraged her, Angel is now a Starbucks store manager herself in Washington, D.C. – and a good one at that.

Several times, she’s been recognized as a top store manager in her area. She helped organize a Starbucks volunteer tent at a recent trans visibility march in D.C. and also led a table talk for the Starbucks Black Partner Network, a partner (employee) resource group, around her experience as a Black trans woman. She’s also led barista training workshops, promoted civic engagement in her community and organized local toy and literacy drives. Her store’s customer connection score is the highest in her district.&nbsp;

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Here, in her own words, she shares some of her perspectives and experiences, and talks about how to be an ally to the trans community, why pronouns are all about respect and what it means to try and be yourself during a time of increasing anti-trans legislation across the country.

On her experiences with gender as a child, and societal norms around gender…

“At a young age, I started wearing girl clothes. I was 11, 12 (years old), putting on my mom’s shoes. People would say, ‘You know you’re not supposed to play with that. You’re not supposed to do that.’ Little kids experience that all the time. It’s a form of trauma.

“We have to rethink what normal looks like, rethink what a boy or girl is supposed to do. If you have a child who is different or doesn’t identify as either, or isn’t your typical kid for whatever reason, why do we have the associations we have – colors, job expectations, their toys. We have to try not to limit them. Had I not been gender policed when I was a kid, who knows what talents I would have developed if I had the safety to do so?

“Don’t force your kids to be anyone other than who they say they are.”

On her journey of becoming more comfortable in her own skin…

“At the beginning of my transition, people were calling me out, taking pictures, (referring to me as) ‘that thing.’ The first time that happened, it was crushing. I cried. The things that people would say were outrageous. &nbsp;

“I got to a point where I didn’t have to deal with that all the time, and I knew I had more to offer than my trans-ness… I wanted to make myself the best shift supervisor. I was always on time. My store was the cleanest. I’d check every little box at work. But it was very stressful. I built this armor of wanting to make everything perfect, to the point of anxiety… Because I was trans, I felt I had to do more to earn my keep.

“I’m in a place, probably the last two years, I feel a little more liberated… I’m in a place now where I’m a mother to many, and I can give that advice to trans partners or gender non-conforming partners. The more that I’m living out loud and expressing that I’m trans, I’m starting to become more comfortable at work, and certainly more comfortable about not letting my trans-ness feel like a burden in any way.”

On seeing trans people as people, and respecting their chosen identity and pronouns…

“I think we have to create that culture of not making assumptions, and creating that level of professionalism that is required to work with people of all walks of life, just like we do with different religious beliefs. Ask before you say anything that could be damaging. For trans and gender non-conforming people, misgendering them is one of the most obvious forms of verbal violence that you can commit. It is truly one of the most hurtful things you can say to someone who is struggling with identity or transitioning through gender. Respecting me is using my pronouns and my name and how I choose to identify.

“Sometimes I don’t want to lead with being trans. That’s not the only thing I want to be seen as. I’m also Black, I’m also a creative… I am a house mother for the Legendary House of Comme Des Garcon (an organization committed to supporting and uplifting the LGBTQ+ community). &nbsp;If you’ve seen ‘Pose’ (a television drama about New York’s drag scene), you’ll kind of understand my leadership role. My work as a house mother encompasses me being a resource of love, advice and sometimes feedback to help my members/kids grow. I pour into them all.”

On what it means to be an ally to someone who identifies as trans…

“(About six years ago) I transferred to another store with a manager, Meskerem, who poured into my development. Every day was class. She was able to teach me about business acumen, ordering, managing waste, running a store that was busier than my old store. She didn’t see my trans-ness, she just saw my work.

“Being an ally means creating a sense of belonging, making sure that we are creating a space where that trans person or trans youth doesn’t feel like they’ll be penalized for being vulnerable and transparent about their identity or experience. And within that, words of affirmation, affirming that this is a safe space…

“And when things happen, making sure we’re not bystanders, that we are present and we are advocates for trans and gender non-conforming people when they are and when they are not in the room. It means so much more to me if you’re an advocate when I’m not there.”

On the power of living life more visibly…

“For many years, I didn’t talk about my trans-ness. I just wanted to be the best person for the job. The beauty of my experience has been that once you do free yourself, the possibilities are endless. A lot of those achievements (recognition for being a top store manager) happened after I was visible. After I was more forthcoming and more comfortable and honest, I was able to live up to my potential and things fell into place. I was able to work harder and be free around my identity and not have to be secretive.”

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A Starbucks store manager reflects on her experience as a Black trans woman and explains how to be an ally to the trans community.

Meet Angel, who knows the power of ‘living out loud’

Celebrating PRIDE: Meet Angel (she/her), who knows the power of ‘living out loud’

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A Starbucks store manager reflects on her experience as a Black trans woman and explains how to be an ally to the trans community, why pronouns are important and what it means to be yourself.

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Growing up, Danny always felt out of place, both because he was an Asian in a predominantly white community and because his immigrant family had very strict perceptions of masculinity and what it meant to be the man of the house.

One place he’s been able to find a sense of belonging is the Starbucks Pride Network, a partner (employee) resource group celebrating its 25th year, with a mission to inspire and nurture the LGBTQ+ community.

Danny moved to Washington state as a young child and as a teenager, became a Starbucks barista. When he was 17, he befriended a co-worker, a Starbucks Pride Network member, who helped him feel safe and respected around his identity. The support gave him the courage to tell the rest of his store team he was gay, which in turn helped him come out to his family.

“I saw so many leaders (in the Starbucks Pride Network) who were not like the people I grew up with – people of color, trans people, people with disabilities,” says Danny, now a Starbucks social media strategist in Seattle. “I was seeing that and seeing the supporters of those people, and other people who understood the struggles of not knowing yourself, who could speak to being an outsider.”

Lately, friends within the Pride network have been helping him unpack and talk about his Asian identity, a process that intensified with the recent increase in hate crimes against the Asian community.

He remembers vividly a conversation he had with someone when he was working as a Starbucks shift supervisor, after moving to Philadelphia to attend college, who said that Asian Americans didn’t really understand prejudice and racism. It made Danny think about the model minority myth, which stereotypes Asian Americans as successful and privileged and diminishes their struggles.

“While it might not be intentional, I find that when I’m talking to some of my friends, peers, the struggles of Asian Americans are somewhat dismissed,” he says. “How can I and others better educate the people around us while also working through being told these things?”

Pride

Pride isn’t just a month – it’s core to Starbucks mission and our future

Starbucks partners celebrate Pride at events across U.S.

Message to partners: Starbucks will always protect your right to be who you are

Celebrating our LGBTQIA2+ partners and the community

Celebrating Pride around the World

Timeline: Starbucks history of LGBTQIA2+ inclusion

Celebrating PRIDE: Meet Angel (she/her), who knows the power of ‘living out loud’

Celebrating PRIDE: Meet Danny (he/him), whose Pride family is helping him lean into all his identities

Celebrating PRIDE: Meet Andi (she/her) and Karen (she/her), for whom finding each other also meant finding themselves

Pride in solidarity: Starbucks LGBTQ+ partners stand against racism

Raising a symbol of allyship: Philly Pride flag celebrates unity, intersecting movements

Cloudy with a chance of rainbows: Pride Flag hoisted at Starbucks HQ