Because rainbows aren’t just for June.
Supporting your LGBTQ+ community at work doesn’t always have to be loud.
Sometimes, sure, rainbow merch and glitter are fun and bring a lot of joy to the cause - but it shouldn’t only be that.
True LGBTQ+ inclusion is about the everyday behaviours, habits, and workplace culture that help people feel comfortable enough to be themselves at work.
Because, sadly, for many LGBTQ+ employees, this still isn’t the case.
According to research from Stonewall, 35% of LGBTQ+ staff have hidden their identity at work for fear of discrimination, and almost one in five have experienced negative comments or conduct from colleagues.
Creating an inclusive workplace is something that has to be consistently worked on, adapted, and kept at the forefront of your workplace culture to make sure everyone feels respected enough to thrive at work.
Which may feel a little daunting at first, but not so daunting as figuring out your sexuality - that’s definitely a lot harder.
Here are 10 ways you can support your LGBTQ+ community in the workplace easily, practically, and above all else, wholeheartedly.
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In short…
This guide explores why LGBTQ+ inclusion in the workplace matters, alongside practical ways businesses can create more supportive and respectful working environments. From inclusive policies and language to allyship, training, and workplace culture, it covers actionable steps organisations can take to better support their LGBTQ+ community year-round.
Why you need to support your LGBTQ+ community in the workplace
1. It’s the right thing to do
Every employee deserves to feel respected and accepted at work.
Research shows that 68% of LGBTQ+ employees report hearing negative slurs, jokes, or comments about their identity in the workplace.
2. Prevent loss of talent
Over 40% of LGBTQ+ candidates say they would avoid a company that demonstrates a lack of diversity or inclusion.
That’s a lot of talent you’re missing out on.
3. Creates a more desirable working environment
Inclusive workplaces foster a sense of belonging, helping employees feel more connected to their organisation while reducing turnover - making a workplace more desirable.
4. Boosting employee engagement
When employees feel valued for who they are, this naturally improves confidence, engagement, collaboration, and productivity across teams.
Plus, inclusive environments create a healthier workplace culture for everyone, not just LGBTQ+ employees.
5. Increases productivity
An Oxford University study found that employees who are happy at work are 13% more productive, showing that employee happiness has a direct impact on performance. By supporting a positive workplace culture, you’ll not only improve employee morale but also productivity.
“Inclusive workplaces ensure employees are safe, respected and able to fully contribute.”
Jackie Ferguson, Head of Content & Programming at The Diversity Movement
How to support your LGBTQ+ community in the workplace
From the language you use, the policies you enact, and the educational resources you provide, here are 10 ways you can support your LGBTQ+ community in the workplace.
In-office support
1. Create a psychologically safe working environment
This means creating a workplace where employees feel safe expressing themselves without fear of embarrassment, judgement, or backlash.
This could look like:
- Encouraging open-door conversations
- Taking concerns seriously
- Creating spaces where employees feel heard
2. Normalise pronouns in email signatures
It’s important to remember that not all employees will feel comfortable sharing their pronouns. But for those who are comfortable, allowing them to voluntarily add pronouns to email signatures or workplace profiles helps normalise conversations around gender identity and demonstrates respect for colleagues.
Policy changes
3. Review your LGBTQ+ inclusion policies
Clear and inclusive policies help create a workplace where every employee feels respected and supported.
You may want to make sure your -
- Equality, diversity, and inclusion policies
- Dignity at work, anti-bullying, and anti-harassment policies
- Whistleblowing and grievance procedures
- Family-friendly and leave policies
- still align with the requirements of the Equality Act 2010.
4. Champion inclusive language
Language plays a major role in shaping workplace culture, and by using gender-neutral terminology in company communications, policies, and contracts, you can help create environments where employees feel respected rather than scrutinised.
Examples include:
- Using “they” instead of “he/she”
- Avoiding unnecessary gendered language
- Creating an internal inclusive language guide
5. Update your dress code
Dress codes should be inclusive, flexible, and non-discriminatory.
Consider:
- Offering unisex uniform options
- Allowing employees to choose the uniform they feel most comfortable in
- Applying grooming rules equally to all genders
- Providing inclusive sizing options
Creating a positive LGBTQ+ workplace environment
6. Provide inclusivity training for all employees
Every employee should have access to inclusivity training; it shouldn’t just be for leadership teams. Workshops and webinars can be particularly engaging ways to encourage open discussion and education.
7. Support employee resource groups
Employee Resource Groups (ERGs) provide valuable support networks for LGBTQ+ employees and allies. They can also provide useful feedback to leadership teams on workplace culture and employee wellbeing.
8. Highlight allies
Highlighting supportive employees and leaders helps demonstrate that inclusion is a shared responsibility across the organisation.
Plus, for employees who aren’t comfortable being open about their identity, visible allies can help them feel reassured that they belong.
9. Recognise that identities are complex
No two LGBTQ+ employees will have the same experiences, identities, or comfort levels. By recognising this, you can help create space for future open and honest conversations.
Challenging negative behaviour
10. Take discrimination seriously
Don’t let discrimination go unpunished. By having clear anti-discrimination and harassment policies, employees will know what behaviour is unacceptable, how they can report concerns, as well as what action will be taken. This can help prevent toxic workplace cultures from developing.
Read more: The powerful history behind Pride merch
What not to do when trying to be inclusive
1. Don’t assume someone’s identity
Not all LGBTQ+ identities are immediately visible, with many people choosing not to disclose aspects of their identity at work. This can lead to you incorrectly assuming identities based on appearance, relationships, or stereotypes.
2. Remember: It’s not just about Pride month
Supporting LGBTQ+ employees should be built into your internal comms and infrastructure all year round, not just in June. True inclusivity is about actionable consistency 24/7.
Using correct terminology
One of the biggest barriers to inclusive behaviour is often the fear of getting something wrong.
In reality, most LGBTQ+ colleagues understand mistakes happen, and they’ll appreciate the effort. Genuine effort and willingness to learn matter far more than perfection.
Pronouns
When it comes to pronouns, for many trans and non-binary employees, getting their pronouns correct is an important sign of respect and safety.
You can do this by having open discussions around pronouns, including pronouns during introductions where appropriate, and avoiding assumptions based on names or appearance.
Further reading: A list of LGBTQ+ terms from Stonewall -1.png?width=700&height=369&name=Blog%20%20(2)-1.png)
What if you make a mistake?
It’s okay! Don’t worry. Take a breath. The majority of the LGBTQ+ community understands that inclusivity isn’t perfection; rather, it’s all about continuous learning.
If you accidentally use the wrong terminology or pronouns:
- Correct yourself briefly
- Apologise if appropriate
- Move forward respectfully
Further LGBTQ+ support and resources
UK resources
Mental health support
- Mind LGBTQ+ mental health support
- Community Integrated Care LGBTQ+
- LSE LGBTQIA+ Support for students
Government, housing, and finance advice
US resources
- Stonewall
- The Trevor Project
- National Council on Family Relations LGBTQ+
- UC San Diego LGBTQ+ National Resources
FAQs on LGBTQ+ inclusivity in the workplace
1. Why is LGBTQ+ inclusion important in the workplace?
LGBTQ+ inclusion helps employees feel respected, valued, and safe at work. Inclusive workplaces also improve employee wellbeing, engagement, retention, and overall workplace culture.
2. How can employers support LGBTQ+ employees?
Employers can support LGBTQ+ employees by implementing inclusive policies, providing inclusivity training, using respectful language, supporting employee resource groups, and challenging discrimination quickly and fairly.
3. What is inclusive language in the workplace?
Inclusive language avoids assumptions around gender, identity, or relationships. This can include using gender-neutral terminology, respecting pronouns, and ensuring company communications are welcoming to everyone.
4. Should pronouns be included in email signatures?
Including pronouns in email signatures can help normalise conversations around gender identity and create a more inclusive environment. However, sharing pronouns should always remain optional.
5. How can businesses create a more inclusive workplace culture?
Creating an inclusive culture requires consistent action year-round. Open communication, inclusive policies, visible allyship, and taking discrimination seriously all help employees feel they belong.
Inclusivity isn’t a choice
The most important way to create a workplace culture of inclusivity? Building on genuine respect, openness, and willingness to improve.
The workplaces people love aren’t the ones with the loudest Pride campaigns - they’re the ones where nobody feels they have to hide.
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