LGTBQ+ inclusion in the workplace continues to be a hot topic. Over the last few years, over 83% of organizations have taken some form of DEI action. And over $8 billion is spent each year on diversity training in the U.S. alone. 

We’re talking about workplace diversity, equity and inclusion (DEI) more than ever before.

But at the same time, we’re surrounded by headlines like “Companies are failing trans employees” or “The discrimination pushing LGBTQ workers to quit.”

Despite the rise in DEI and LGBTQ+ inclusion, many organizations are still missing the mark.

The biggest culprit? Companies are continuing to treat DEI as an add-on project rather than a long-term cultural shift within the organization This makes it all too easy for DEI to fall to the wayside when faced with competing priorities or economic uncertainty.

But here’s the truth: true LGBTQ+ inclusion can only happen when it’s an integral part of the beliefs and values that are shared within an organization. 

The current state of DEI for LGBTQ+ employees

Let’s start with the good.

We’ve made significant strides toward inclusion for LGBTQ+ folks around the world. A UCLA study spanning the last few decades found that global acceptance levels have grown significantly, particularly in the Western world. LGBTQ+ acceptance has steadily increased in media, schools and the workplace.

But here’s the not-so-good. When it comes to the overall state of LGBTQ DEI in the workplace, we still have some gaps to close, including:

• Lack of inclusion and safety at work: A majority of LGBTQ+ employees still aren’t out to their employers and managers. And 1-in-3 have left a job because they didn’t feel welcome.
• Barriers to career development: One-third of LGBTQ+ Americans reported that discrimination has moderately or significantly affected their ability to be hired, as well as earn salary increases or promotions. 
• Workplace discrimination and harassment: A far-too-large group of LGBTQ+ employees has reported facing discrimination or microaggressions in the workplace–whether intentional or as a result of unconscious bias.
• Pay equity and representation: LGBTQ+ workers, particularly transgender women and people of color, experience wage disparities compared to their cisgender and heterosexual counterparts. The Human Rights Campaign Foundation’s Corporate Equity Index also found that LGBTQ+ individuals are still underrepresented in executive leadership roles.
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While everyone experiences different barriers in the workplace, one thing is clear–we can all do better for LGBTQ+ employees. 

The organization’s responsibility for fostering DEI

Accountability is often the missing link in workplace DEI. But when it comes to diversity, equity and inclusion, we tend to see a lot of finger-pointing. 

A survey from Workable found that entry-level employees tend to look to executives and HR for guidance. While executives and managers often try to pass the buck to dedicated DEI managers.

The reality is most individuals understand the value and importance of DEI, but tackling it is easier said than done–so it often feels easier to make it someone else’s responsibility. 

Of course, you can’t keep playing a never-ending game of DEI hot potato. So who’s really responsible for LGBTQ+ DEI? 

Well, everyone.

Instead, organizations tried to solve DEI issues by bringing on executives to manage DEI. Between 2019 and 2022, hiring for Chief Diversity and Inclusion Officers grew by a staggering 169% percent.

But fostering a true culture of DEI requires tackling deep-seated structural and systemic inequity. So when something as lofty as organizational DEI falls on the shoulders of one (or a small group of individuals), we’re setting everyone up to fail.

DEI experts have a place in the workplace. But it’s only when LGBTQ+ inclusion turns into a team effort that it becomes sustainable and ingrained in company culture–and everyone has a role to play.

The role of senior leadership in LGBTQ+ DEI

The days of strictly top-down organizational decisions are behind us. But executives and senior leaders are still responsible for setting overall strategic direction–same goes for DEI.

LGBTQ+ inclusion needs to feel like a priority at the leadership level. Otherwise, it’s easy for it to get lost in the shuffle.

When it comes to LGBTQ+ DEI, leaders need to:

• Actively voice their commitment to LGBTQ+ inclusion: Leadership is responsible for setting the tone and direction of company culture, policies, and practices, including DEI. 
• Set an example and show authentic buy-in: A study found that 71% of respondents say their executives are involved in decisions about endorsing and advancing DEI. However, only 13% of respondents claim their executives are proactive and visible in those activities.
• Ensure company-wide accountability: Senior leadership are responsible for ensuring that all employees, middle managers, and even they themselves are accountable for advancing DEI. This includes putting the necessary feedback loops and systems in place to ensure company-wide accountability–the same way you’d expect leaders to track performance or revenue.

But let’s be clear. Senior leadership can’t and shouldn’t do it alone. It requires buy-in from the rest of the organization.

The role of middle managers in LGBTQ+ DEI

Executives and senior leaders might steer the direction of your organization’s DEI strategy. But middle managers need to move the boat forward.

Middle managers are often the first line of defense–they’re most often the ones counted on to answer day-to-day questions, from employee policies and development opportunities to dress codes and even bathroom use.

Yet, Great Places To Work Canada found that only 14% of organizations consider LGBTQ+  -inclusive diversity and inclusion as required knowledge for management roles. 

The role of middle management in LGBTQ+ DEI is to:

• Put organizational policies and resources into practice: Middle management has the responsibility of ensuring that LGBTQ+ DEI strategy is actioned and modeled in daily operations and processes–whether it’s hiring or even just the way meetings are run. They should promote awareness with their teams and encourage inclusive behavior.
• Create a safe space: Managers need to foster an inclusive and safe space within their teams. This can look like actively voicing their allyship, promoting LGBTQ+ DEI initiatives, and even offering mentorship.
• Act as advocates: Middle managers have a responsibility to ladder up any feedback to senior management so the voices of LGBTQ+ employees can be heard. They should be aware of resources to direct employees if further support is needed.

With that in mind, we won’t beat around the bush, middle managers often face a tough juggling act. They have to balance being a conduit between their team and senior management while considering their own role as an employee in fostering an inclusive work environment.

The role of individual employees in LGBTQ+ DEI

Individual employees don’t always guide DEI strategy in the workplace. (Although the most inclusive companies value their feedback and opinions.)

But the biggest driver in fostering LGTBQ+ inclusion and diversity in the workplace is getting every employee on board.

The role of every individual employee is to:

• Be an active (and explicit) ally: Allyship can’t be performative and it can’t be reactive–especially in the context of LGBTQ+ inclusion. Not all employees are out at work and barriers aren’t always visible, making it more important than ever to voice support proactively and loudly.
• Challenge bias and barriers: Individual employees have the responsibility to look for bias and barriers in the work, both visible and invisible. Then push for it to change. 
• Educate themselves: We don’t know what we don’t know–and that’s okay. But part of fostering a culture of LGTBQ+ DEI is that every employee takes the time to be better. Whether it’s recognizing unconscious bias or strategies for being a better ally, even small improvements across every individual employee can make a major difference.

The role of LGBTQ+ employees in LGBTQ+ workplace inclusion

It’s impossible to put systems in place that actually support LGTBQ+ employees if they’re not included in the process. Education can point organizations in the right direction, but LGBTQ+ employees often face invisible barriers–both subtle and obvious–that others may never see.

On the other hand, we can’t and shouldn’t burden LGTBQ+ employees with the responsibility of workplace inclusion. The burden of DEI work already tends to disproportionately fall on women and minorities. Singling LGBTQ+ employees out is, at best, uncomfortable and at worst, unfair–even when it’s well-intentioned.

The role of LGBTQ+ employees is simple.

When they have concerns, needs and feedback to share, you need to listen. Then use those learnings to guide your LGBTQ+ DEI strategy.

6 actionable strategies for supporting LGBTQ+ employees

Let’s face it: It’s easy for DEI initiatives to fall flat. But when you invest in solutions that actively support LGBTQ+ development and foster a culture of inclusion, you’re more likely to have diversity, equity and inclusion that lasts.

Here are some ways to foster inclusive work environments that make an impact on your organization and LGBTQ+-identifying employees.

1. Build an inclusive community of sponsors, mentors, and allies

Inclusion needs community–which is why organizations should foster a network of LGBTQ+ allies who can support their goals and allow them to be themselves. Sometimes, building that community is easier said than done. 

One way to intentionally create a sense of belonging and community is through mentorship and sponsorship relationships. Not only do these relationships build a support network, but they actively advance LGTBQ+ employees in their careers.

Organizations can also foster LGBTQ+ inclusivity by sponsoring employee resource groups (ERGs). ERGs create safe spaces for employees to support one another and provide an opportunity for them to amplify their opinions and feedback.

2. Create a safe space for LGBTQ+ talent

We all spend a huge chunk of our lives at work–whether it’s remotely or in the office. All employees, including those in the LGBTQ+ community, deserve to feel safe and welcome while at work.

Some ways to foster inclusive safe spaces in the workplace include:

• Making sharing pronouns the norm, reducing burden on LGBTQ+ employees to clarify their gender identity.
• Offering LGBTQ+-inclusive benefits, such as healthcare, that can be applied equitably across the board, regardless of sexual orientation, gender identity or marital status
• Creating a pool of resources specifically geared toward supporting LGBTQ+ and other diverse employees.
• Supporting safe spaces for open and honest dialogue around LGBTQ+ issues, concerns and experiences, both individually and as a group.

But belonging and psychological safety is just one side of the coin. It’s equally important to prioritize creating work environments that feel physically safe.

Many LGTBQ+ employees have been vocal about the benefits of remote and hybrid working arrangements, citing that they feel safer and more inclusive.

Of course, remote work isn’t always possible, so organizations should also zero in on ways to make physical offices more inclusive. For example, offer gender-neutral bathrooms, inclusive signage, and explicit policies around workplace harassment and discrimination.

3. Intentionally foster a more diverse internal talent pool

Diverse organizations are much more likely to financially outperform competitors. It’s one of the reasons why diversity hiring initiatives have taken off by storm.

But hiring diverse employees is only one way to improve LGBTQ+ representation across your organization. You need internal talent pipeline strategies, including sponsorship and mentorship, that focus on elevating diverse internal employees.

We can’t assume that all employees are out in the workplace. In fact, it’s almost certain that your organization has employees who identify as LGBTQ+ but haven’t shared it with their peers. 

So it’s important to have guardrails in place that allow all diverse and underrepresented talent to take advantage of opportunities–without forcing employees to disclose their gender identity or sexuality.

4. Offer tailored support to help LGBTQ+ talent achieve their professional goals 

We know that LGBTQ+ employees continue to be underrepresented in the workplace. This means you need to actively provide opportunities to level the playing field and elevate LGBTQ+ talent.

Some of the best ways to support LGTBQ+ talent in their careers include:

• Career pathing to help employees navigate their long-term professional development.
• Diversity sponsorship programs that create better visibility and access to opportunity. 
• Mentorship programs that provide employees with the networks and support that help them thrive in their careers.
• Learning and development opportunities to close skill gaps and help diverse talent unlock the next stage of their professional journey.

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5. Invest in actionable LGBTQ+ education

Diversity training often gets a bad rap, but there are ways to ensure that they’re effective. 

You have to go beyond generic digital learning modules. LGBTQ+ DEI training and educational programs should offer actionable insights and be tailored to your organizational needs. 

Common topics that can help foster LGBTQ+ inclusion include, but aren’t limited to:

• Inclusive language: What is common LGBTQ+ terminology? How can employees use gender-neutral language in the workplace?
• Harassment and discrimination: What are microaggressions? How can employees recognize and report harassment in your organization?
• Understanding and addressing unconscious bias: How can individuals be better, more conscious decision-makers?
• Effective allyship: How can employees proactively support their fellow LGBTQ+ employees?

DEI training should also be personalized to everyone’s roles–whether they’re an executive, people manager or individual contributor. It helps individuals understand their specific role in the organization and empowers them to prioritize LGBTQ+ inclusivity in their daily tasks. 

6. Measure your progress

They say if you can’t measure it, you can’t improve it. DEI is no exception.

There are both qualitative and quantitative signs that can help you audit how your organization is faring for LGTBQ+ DEI. 

Depending on your goals, some metrics you may want to measure include:

• Representation rates: Are you seeing more representation across the organization? Particularly in management and leadership roles?
• Employee engagement and satisfaction: Are you seeing positive trends in how employees perceive your organization? Both as a whole and in the context of DEI?
• Participation rates: Are employees participating in LGBTQ+ DEI initiatives, including mentorship programs and ERGs?
• Employee retention rates: Are DEI initiatives contributing to better employee retention?
• Internal mobility: Are you seeing more movement in your internal talent pool–both vertically and laterally?
• Employee well-being: Are you seeing signs that point to a better overall well being? For example, lower rates of burnout and absenteeism.

LGBTQ+ inclusion that works

It’s no longer feasible for companies to treat LGBTQ+ DEI like a side-hustle. As the LGBTQ+ community continues to grow, it becomes increasingly important for organizations to create environments where all employees feel welcome in the workplace. 

Of course, no one can do it alone. But by investing in strategies and tactics that turn DEI from projects into company-wide culture, you’ll be one step closer to true LGBTQ+ diversity, equity and inclusion in no time.

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