What does LGBTQIA+ inclusion mean?
The acronym LGBTQ+ encompasses lesbian (L), gay (G), bisexual (B), transgender (T), queer (Q), and other gender identities or sexual orientations represented by a "+" sign – including intersex (I), asexual (A), pansexual, non-binary, and more. Once a negative term, the word "queer" has been reappropriated by part of the community to express a fluid or non-normative identity.
Beyond its lexical dimension, this acronym reflects the diversity of lived experiences outside the heterosexual and cisgender norm. Emerging in the late 1980s as an evolution of the acronym “LGB,” the expanded versions LGBTQ+ and later LGBTQIA+ were introduced to better reflect the diversity and inclusivity of gender and sexual identities. Today, the term more accurately represents the wide range of experiences within these communities.
In the workplace, talking about LGBTQIA+ inclusion means establishing an organizational framework in which every employee can be their authentic selves, without fear of discrimination, exclusion, or marginalization.
Why is LGBTQ+ inclusion in the workplace so important?
A human and social challenge
Promoting inclusion isn’t just the right thing to do – it’s also very important from a human perspective. It means recognizing everyone's fundamental right to be themselves and work in a safe, respectful, and equitable environment. For LGBTQIA+ people, this means working in a work environment where sexual orientation or gender identity is neither a barrier nor a risk.
A legal obligation
In many countries, laws explicitly protect LGBTQ+ employees against workplace discrimination. Failure to comply with these obligations can expose the company to legal actions, financial penalties, and even damage its reputation.
In the United States, the Supreme Court’s landmark decision in Bostock v. Clayton County (2020) established that the Civil Rights Act of 1964 protects LGBTQ+ employees from workplace discrimination.
A response to societal expectations
Society is evolving as the expectations toward employers are changing. New generations, customers, investors, and partners expect organizations to take a clear stand for workplace inclusion. Ignoring this request can lead to a gap between the company’s internal culture and the inclusive values increasingly embraced by society, ultimately damaging its credibility.
Benefits of LGBTQIA+ inclusion for employees and companies
Implementing inclusive policies isn't just an ethical stance, a way to comply with societal expectations, or simply the right thing to do. It’s also a key strategy for business success, positively impacting both team and organizational performance. Here are some of the most important benefits of truly inclusive workplaces.
Healthy, high-performing work environment
Fortune 500 companies tend to do better in sustainability performance measures, better on financial performance, and long-term risk, and some organizational outcomes. Having diverse points of view can mitigate risk and offer new solutions.
Employees who feel respected, listened to, and free to be themselves are more likely to engage in their work. Inclusion fosters psychological safety and contributes to improved mental and physical health, leading to enhanced job satisfaction and greater creativity and productivity.
Team collaboration also benefits from a culture of inclusion. A more inclusive workplace, where everyone can express themselves without fear of judgment, is conducive to strong relationships and fewer conflicts.
Increased talent retention
One-third (33%) of LGBTQ employees reported that they had left a job at some point in their lives because of how their employer treated them based on their sexual orientation or gender identity.
Many LGBTQIA+ employees feel compelled to hide their true identity to better integrate into a company. This mask can be difficult to wear every day. Between an organization where people have to hide who they’re, and one that accepts its employees as they’re, the choice is clear.
A positive, modern, and caring work environment is essential to retain talent. Feeling valued and free rather than judged and discriminated, employees will develop a sense of belonging and trust. They will demonstrate genuine commitment and loyalty toward an inclusive workplace that fully respects them.
Enhanced attractiveness on the job market
Inclusive companies attract a larger number of qualified candidates as they prove to be socially responsible, progressive, and forward-looking. This attractiveness is stronger when a company is perceived as genuinely committed – not out of opportunism, but out of conviction.
Younger generations who seek consistency between their employer's values and their own, as well as meaning in their work, are especially attracted by organizations that show an inclusive culture.
Greater capability for innovation
When coupled with diversity, inclusion enriches collective thinking. A diverse workforce brings multiple perspectives to the table leading to innovative solutions, challenges the status quo, and caters to the unique needs of individual customers. Inclusion becomes a driver of innovation and agility.
Stronger, more authentic brand image
A company with an inclusive environment shows that it’s aware of its social responsibilities and committed to equity. The consistency between the projected image and reality strengthens the brand’s credibility both internally and externally. It fosters customer loyalty and can open doors to new partnerships and investors who value ESG (Environment, Social, and Governance) criteria.
Types of LGBTQIA+ discrimination
Despite legal breakthroughs and evolving attitudes, many LGBTQ+ employees still experience discrimination in the workplace. Such behavior can be overt or more insidious, but its impact is always pernicious, both for individuals and the organization.
Discrimination in hiring
Applications are automatically rejected based on elements perceived as indicative of a particular sexual orientation or gender identity. This often translates in a lack of responsiveness after an interview, inappropriate questions, or unconscious biases of recruiters. Transgender people are especially vulnerable to such preemptive exclusion.
Erasure or denial of identity
Not recognizing trans people's chosen first names, ignoring appropriate pronouns, avoiding same-sex couples in conversations or HR policies, etc. are all examples of microaggressions that undermine the sense of legitimacy and belonging of LGBTQ+ employees. Erasure is a silent, yet extremely destructive form of violence.
Inappropriate comments and hostile behavior
Homophobic jokes, transphobic remarks, intrusive or hypersexualized questions: these attitudes, sometimes trivialized as "humor" or ignorance, contribute to a toxic work environment. They can be expressed by colleagues, superiors, or clients.
Injustice in career progression opportunities
Studies have shown that LGBTQ+ employees are more likely to be excluded from promotions, receive poor performance reviews, or be denied access to leadership positions. These systemic inequalities are often rooted in implicit biases, which are reinforced by a lack of awareness in talent management processes.
About one in five LGBTQ employees reported being fired (21%), not hired (23%), and/or not promoted (22%) because of their sexual orientation or gender identity at some point in their lives.
Moral or sexual harassment
Some LGBTQIA+ people experience repeated acts aimed at humiliating them, isolating them, or forcing them to resign. Harassment can be direct or manifest in the form of exclusion, overcontrol, psychological pressure, or verbal or physical aggression.
The lack of clear procedures, insufficient training, or reporting that is not taken seriously create a climate where victims are reluctant to speak out and feel abandoned. This contributes to impunity and the recurrence of these types of discrimination.
12 Strategies to foster LGBTQIA+ inclusion in your organization
Shaping an inclusive workplace is a daily engagement driven by concrete actions and strong leadership. Managers play a crucial role: they must lead by example, create a safe and welcoming environment, pave the way for change, and embed respectful and equitable behaviors within their teams.
Here are 12 effective strategies to provide more support and strengthen LGBTQIA+ inclusion in your work environment.
1. Develop inclusive policies
Inclusion cannot be solely based on unarticulated values. It’s essential to implement strong and clear policies that define expected behaviors and the principles of equality, respect, and non-discrimination. These policies must be integrated into key HR policies – including recruitment, benefits, training, career progression paths, etc. – and include specific provisions to protect LGBTQ+ employees.
Rather than developing inclusion policies “for” LGBTQIA+ individuals, actively involve them in defining priorities and actions. This will strengthen the relevance of the measures and give legitimacy to your inclusion efforts.
Example: An effective policy could include explicit commitment to respecting the pronouns and chosen names of transgender employees, or guarantee equal access to parental leave for all types of family.
It can also stipulate specific sanctions in the event of homophobic or transphobic comments or actions, with the goal of creating a safe space where everyone can thrive.
2. Adopt inclusive recruitment practices
Inclusion starts with the job posting. Remove exclusionary or gendered language, use multiple distribution channels, and train recruiters to combat biases.
Collaborating with LGBTQIA+ organizations can also help expand your talent pool and send a clear message of openness.
Example: Instead of posting a job only on LinkedIn, why not also post it on platforms like myGwork or LGBTQIA+ community networks?
In interviews, rather than asking about the person’s personal life, ask neutral questions like: “Would you like to tell us about a project or engagement that is important to you, including in a nonprofit setting?” This allows candidates to express themselves freely, without trying to hide any part of their identity.
3. Use inclusive language
Encourage the use of respectful and gender-neutral language. This includes the choice of words in internal and external communications, HR documents, and digital tools.
Give the opportunity to include preferred pronouns in employees’ email signatures and on professional social media profiles. This will not only avoid misconceptions about gender, but also help transgender, non-binary, and queer employees feel comfortable.
Example: Replace expressions like “husband/wife” with inclusive language such as “partner” or “spouse,” in HR documents. Avoid gendered language like “Hi ladies and gentlemen” in group emails.
4. Provide training on LGBTQIA+ inclusivity
Unconscious bias and clumsiness often stem from a lack of understanding. Teams must be properly trained on LGBTQIA+ challenges, respectful language, and systemic biases to prevent exclusionary behaviors and foster an inclusive work environment. This applies to all levels of the company, including the shop floor.
A quarter of LGBT+ managers have experienced discrimination based on their gender or sexual orientation, compared to 31% of workers. Managers often work in head offices, where awareness-raising and training sessions on these topics are more widespread than in factories. Not all workers have access to a screen to follow awareness programs. Employers can launch poster campaigns with QR codes to scan, but this is not as effective.
Julien Hamy, co-spokesperson for L’Autre Cercle and head of the Baromètre project, Cadremploi
Example: Offer role-playing games to recognize and defuse microaggressions, a glossary of terms related to gender identity, or even testimonial videos from LGBTQ+ employees.
5. Create and support an Employee Resource Group (ERG) or ally program
An Employee Resource Group (ERG) is a voluntary committee that brings together individuals with a shared identity (in this case, the LGBTQIA+ identity) and their allies. It aims to create a safe space for dialogue and support, suggest awareness-raising initiatives, and make recommendations to organizational leaders.
Example: An LGBTQIA+ Employee Resource Group can organize peer meetings, contribute to an internal inclusion guide, or help develop more equitable HR policies.
Allies can wear a badge, include their pronouns in their email signatures, or participate in training sessions to learn how to intervene in the event of inappropriate behaviors.
6. Promote active listening and open dialogue
Start a dialogue on diversity, inclusion, and respect for individual differences. Create a culture of active listening to address unspoken issues, better understand the needs of LGBTQ+ employees, and drive change in current practices. Everyone should feel comfortable expressing themselves without fear of judgment or discrimination.
Open conversation and sharing are also excellent ways to get the perspectives of those affected by existing practices and strategies.
Example: Set up an anonymous suggestion box or organize a quarterly talking circle (moderated by an external professional or a member of the ERG) to address topics such as pronoun compliance, gender transition policies, or expectations regarding behaviors.
7. Act against microaggressions
Microaggressions against LGBTQ+ employees often go unnoticed in the workplace. These can include incorrect assumptions about gender, inappropriate humor, insults, or refusal to use the correct pronouns.
Although often subtle or unintentional, these forms of violence undermine the psychological safety of the people they target. To prevent them, it’s crucial to raise awareness among teams, provide open spaces for dialogue, and reinforce policies regarding respect and inclusion.
Example: A manager who systematically introduces their pronouns during team meetings (e.g. “My name is Claire, my pronouns are she/her”) normalizes this practice and sends a clear message of inclusivity.
A poster in common areas reminding employees that “A first name or a pronoun is personal. Respect them.” can also play a subtil but impactful educational role.
8. Establish safe reporting mechanisms
A confidential and accessible channel for reporting discriminatory behavior or harassment is a must for an effective inclusion program. LGBTQ+ employees must know that they can speak up without fear of reprisal and that any incident report will be taken seriously and followed up on with transparency.
Example: To build trust, offer an anonymous reporting platform – independent of HR – or assign a reference person trained to address LGBTQIA+ issues. You can also transparently explain the steps involved in handling a report.
9. Provide equitable benefits
Equity also requires concrete recognition of the needs of LGBTQ+ employees, like mental and physical health coverage for same-sex partners, parental leave for all families, and access to gender-affirming care. These inclusive benefits demonstrate that inclusion is more than a word – it’s amplified through acknowledgement of fundamental rights.
Example: Join a group insurance plan that demonstrates commitment toward inclusion by reimbursing consultations for hormone therapy or gender transition procedures.
Also, allowing all parents – biological, adoptive, or co-parents – to enjoy the same family leave rights is a fair and inclusive measure.
10. Promote LGBTQIA+ visibility in leadership
Directors who are openly vocal about their LGBTQ+ identity hold less than 1% of board seats, and, in Fortune 1000 firms, LGBTQ+ individuals held only 74 of more than 7,700 available board seats at the end of 2024.
The visibility of LGBTQIA+ individuals in leadership positions sends a strong message both internally and externally. It demonstrates that inclusion is a priority for the company and that, regardless of an individual's gender identity or sexual orientation, it offers equitable job opportunities.
It’s equally important to support LGBTQ+ leaders through mentoring or leadership development.
Example: Include LGBTQIA+ individuals on internal speaker panels or invite them to mentor other colleagues. This will increase their visibility while enriching the workplace culture.
11. Celebrate LGBTQIA+ events and milestones
It's essential to publicly acknowledge and celebrate significant pride events, such as Pride Month or International Transgender Day of Visibility. This helps strengthen a sense of recognition and belonging.
These events also provide educational opportunities by drawing attention of cisgender employees to the realities of their LGBTQIA+ colleagues.
Example: Organize an internal roundtable, use the rainbow logo, or participate in pride parades during Pride Month. You can also plan workplace activities such as highlighting the experiences of LGBTQ+ employees on the intranet, or launching a collaborative quiz on the history of LGBTQIA+ rights.
12. Regularly assess and improve your inclusive practices
Inclusion programs should evolve to stay relevant to changing needs and realities of LGBTQ+ employees. It’s crucial to regularly survey and measure perceptions through internal questionnaires and HR indicators.
The collected data serves as a barometer to guide adjustments and trigger actions where they’re most needed.
Example: You can gather employee feedback through anonymous surveys asking how they feel about inclusion, to identify areas for improvement without exposing anyone personally.
Remember that the goal of these actions is to create a work environment in which LGBTQIA+ individuals feel safe, respected, and included. The idea is not to force people to adhere to a particular way of thinking or way of life, but to respect each person’s individuality.
Toward a culture of genuine inclusion, driven by high-performing teams
LGBTQIA+ inclusion should not be reduced to an annual campaign or a few one-off actions. Inclusion efforts driven by concrete actions, open and respectful dialogue, and a sincere commitment, take time but instill profound, positive transformation at all levels of the organization.
As a manager, you’re in a position to initiate this change. Exercise your leadership to build an inclusive environment where differences are unconditionally welcomed, where respect is a global standard, and where inclusion is a natural part of every decision, every relationship, and every policy.
Building an inclusive workplace is creating a stronger culture of diversity, innovation, and high-performance supported by the combination of each employee’s unique strengths. Because when a work environment stops treating people as exceptions, it becomes a place where equality, collaboration, and productivity thrives, leading to boosted team performance and organizational growth.
