How employers can support LGBTQ+ employees
Tuesday 27th May 2025
As Pride Month approaches, employers have an opportunity to reflect on their practices and seek ways to further promote a positive and inclusive working environment. This allows employers the chance to demonstrate their genuine commitment to LGBTQ+ inclusion beyond performative gestures, which is crucial for fostering a positive culture and retaining staff.
Current challenges faced by LGBTQ+ employees
In recent years, there has been an emphasis on promoting supportive and inclusive working environments, celebrating workforce diversity, and challenging traditional workplace cultures. However, LGBTQ+ employees still face various challenges. This indicates a gap between policy intentions and the actual experiences of LGBTQ+ employees.
A Stonewall survey published in 2025 revealed that LGBTQ+ members still experience discrimination at work, with research showing two in five (39%) of LGBTQ+ employees feel the need to hide the fact they are LGBTQ+ at work and 31% do not agree that they could be themselves at work. These statistics suggest there is more work required to ensure all LGBTQ+ employees can express their true selves and feel more supported at work.
Research indicates that fostering an inclusive environment leads to higher employee engagement, increased innovation, improved productivity and higher levels of employee retention. From a recruitment perspective, it is also significant, as Deloitte UK research found that 80% of job seekers consider inclusivity when applying for jobs.
What should employers do?
Employers can support LGBTQ+ employees in several ways, including:
- Reviewing their polices to ensure the use of gender-neutral language and the possible implementation of non-discrimination policies that explicitly include sexual orientation and gender identity;
- Ensuring that clear reporting mechanisms are established for complaints of discrimination and harassment, and that a robust and thorough investigation process is implemented;
- Providing education and training for all employees on LGBTQ+ inclusion and allyship, including specific guidance on using inclusive language and respecting pronouns;
- Encouraging and facilitating conversations, for example, by establishing an LGBTQ+ network;
- Promoting awareness – while June is Pride Month, there are other significant dates employers can recognise and celebrate, such as Trans Day of Visibility (31 March) or Bi Awareness Week (16-23 September).
If you need any assistance with implementing any of the above measures, including preparing or updating your Equal Opportunities Policy or any other relevant policies, please get in touch with the team.
