Reasons to Support LGBTQ Rights in the Workplace

If you think sexuality has no place at work, this post is for you. It’s Pride Month, and I’ll be speaking with teams about LGBTQ inclusion. At almost every session, someone will ask some version of: “Why do we have to talk about this at work?” The simple answer is we already do. But let’s start with a few things that might’ve happened at work just yesterday: You’re waiting for a meeting to start. Someone asks, “How was your weekend?” You spent it with your partner’s family but not everyone on this call knows you’re gay, so you stay quiet. Your team is reviewing new benefits. The language only refers to heterosexual families, so you’re left unsure if fertility, bereavement, or parental leave policies even apply to you. Your team is heading to a conference. You’re the only one delayed at security because your legal ID doesn’t match your name or gender. These aren’t rare or extreme situations. They’re everyday experiences for LGBTQ people. And they’re exhausting. The constant calculation of what's safe to say, what's too much, what will be thought of as "unprofessional" takes up valuable energy. It limits our ability to connect and trust our teams. It impacts our well-being and our ability to perform. So, why do we have to talk about sexuality at work? Because we already are. Every time we talk about families, benefits, weekends, travel, we’re talking about it. During Pride Month, we’re not introducing something new. We’re just making visible the experiences of LGBTQ team members and the extra burdens we may carry. We’re highlighting the assumptions we make and who we leave out when we make them. This isn't about special treatment. This isn't about "politics." This is about how we care for our people. This is about building strong, innovative, high-performing teams where everyone, including LGBTQ people, can thrive. Caring about your people is caring about your business. We want to bring our best to work but we can't do that if we're asked to leave the best parts of ourselves behind. Use this pride month to have these conversations. Review your policies. Host the trainings. Reinforce that everyone on your team will be treated with dignity and respect. Make it explicit. This doesn't have to be complicated but it is intentional. Your teams will thank you. And if you need support, DM me. I've got just a few open slots for pride this month.

"I don’t care what you do in your personal life", they say, "but why do we have to talk about it at work?" The idea that LGBTQ identities are inherently shameful and inappropriate for a work environment plays a huge part in explicit homophobia and transphobia, but also more nuanced and unintentional discrimination. We talk about our identities at work all the time. We talk about our family, what we did with our partners at the weekend, our weddings and our hobbies. No matter how much we try to create one, there is not a sealed barrier between work life and personal life; If you’ve ever tried to work whilst going through something difficult at home, like divorce, bereavement or even something fairly untraumatic but stressful like moving house, you’ll know how difficult it is to separate that from how you show up with your colleagues and clients. LGBTQ+ inclusion at work, Pride celebrations at work, and open conversations at work aren’t about explicit topics, they’re about comfort and safety. They’re about making sure that someone can focus on their job rather than about making sure no one finds out that they aren’t straight. They’re about making sure that anyone who is becoming a parent gets adequate time out with their child, regardless of their identity and how they become parents. They’re about making sure that the people you speak to 5 days out of 7 feel safe, secure and relaxed. Workplaces have a unique and powerful opportunity to make a huge difference in LGBTQ+ people’s lives with even small acts of recognition and inclusion. Why wouldn’t they take that opportunity? #Pride2024 #LGBTQ #DEI #PrideMonth

Last week was heavy. My heart goes out to the families of Nex Benedict, Luke Davies and Jesse Baird. Please check out the meaningful posts LGBTIQA+ leaders have made about these events and these lives lost. As a workplace inclusion specialist my contribution to the conversation is this: 1. All employees, students, customers, community members need access to safe bathrooms without exception. People need to be able to select the bathroom where they feel the safest, and all gender bathrooms should exist in all work/study environments. If this is not the case at your workplace, please start advocating hard now. AND bathrooms should not be a battleground for transrights. Don't consult, don't debate - just give everybody the bathrooms they need. Yes, transwomen belong in women's bathrooms. 2. Family violence is a national tragedy that workplaces play a significant role in combatting and preventing. Do your family violence policies also specifically call in LGBTIQA+ folks? Do your managers know how to create safe spaces for any (and all) employees experiencing family violence so they may access support? 3. Are you proactively tackling gender equity, our number one tool to prevent family violence? Gendered stereotypes and expectations do sit at the bottom of discrimination, harassment and assault in this country for women, trans and gender diverse folks and the LGBTIQA+ community more broadly. This needs to be actively challenged from all angles, workplaces are brilliant places for this work. 4. If you do not have access to experts in these areas to help develop truly inclusive practices and policies then find them. I can help with gender equity work, LGBTIQA+ inclusion and specifically trans and gender diverse inclusion. But there are many else on this platform that have their own specialist areas that might suit your needs including the amazing Budi Sudarto and Gemma Saunders 🌈 GAICD. #lgbtqRights #transgender #workplaceinclusion

Standing with trans* employees: more than words, it’s action. Recent rhetoric and policies have undermined the rights of transgender and non-binary individuals, but let me be clear: trans rights are human rights. As workplaces, and as individuals, we have a responsibility to stand in solidarity with our trans colleagues. The workplace should be a space where everyone feels valued and safe to thrive—not an environment where identity becomes a barrier. Here’s how we can take action, together: 💼 In the Workplace Update Policies: Ensure anti-discrimination policies explicitly protect gender identity and expression. Inclusive Facilities: Provide gender-neutral restrooms and inclusive healthcare benefits. Education: Train staff on trans awareness and allyship to foster a culture of respect. Celebrate Voices: Amplify and centre trans and non-binary employees in decision-making and leadership. 🤝 As Individuals Use Correct Pronouns: Take the time to ask and use them consistently. Speak Up: Call out transphobic behaviour or rhetoric, even when it’s uncomfortable. Listen and Learn: Seek out stories, resources, and perspectives to better understand trans experiences. Normalise Support: Share and support trans inclusion initiatives in your networks. 📢 Now Available: A Good Practice Guide to Trans Inclusion I’m proud to share this guide, co-developed with over 20 trans and non-binary engineers with InterEngineering, National Grid and Stonewall back in 2017. It’s packed with actionable steps to create workplaces where everyone can thrive. 💡 Download the guide, share it widely, and start a meaningful conversation in your organisation. Together, we can create workplaces that embrace inclusion, not just as a policy, but as a practice. When we act as allies and advocates, we make inclusion possible—not just as a buzzword, but as a standard. Let’s build a future where everyone belongs. 🌈 #TransRightsAreHumanRights #WorkplaceInclusion #TransInclusionGuide

Your company's LGBTQ+ employees are planning exit strategies. Here's what people leaders need to know. I just had a chat with a trans friend who works at a large employer. They're updating their resume, quietly networking, and preparing to leave a job they love. Not because of performance issues or career growth, but because they no longer feel safe living in their state. I have another friend who recently left a truly thrilling job working on cutting edge tech, because she felt she needed to leave the United States to keep her family safe. These aren’t unique stories. Across my network, LGBTQ+ professionals are having hushed conversations about backup plans, safe states or countries, and which companies still have their backs. As someone who's spent 5+ years building healthcare for our community - first scaling Plume Clinic to become the world's largest transgender healthcare provider, now at FOLX Health - I've watched trust erode in real-time. Here's what's actually happening in your workplace right now. Your LGBTQ+ employees are: - Calculating whether their health insurance will cover their care next year - Wondering if that exec's pointed tweets signal danger - Anxiously refreshing news sites and trying to breathe - Checking which states their company operates in (yes, this matters now) - Building emergency funds specifically for discrimination scenarios Meanwhile, companies are sending mixed signals. Pride parties in June, silence in January. DEI commitments in recruiting, but "let's table that initiative" in conference rooms. The data backs what I'm seeing: 2 in 3 transgender employees and 1 in 3 cisgender LGBQ employees have left a job due to how they were treated for being LGBTQ. That is already so many and that number is about to skyrocket. Smart companies are taking action: - Explicitly reaffirming healthcare coverage - Training managers on supporting employees through this moment   - Creating clear reporting structures for discrimination - Actually listening when LGBTQ+ employees share concerns - Partnering with orgs like FOLX to provide comprehensive support The data backs these strategies, too. Inclusive companies drive performance and innovation and save their companies money via retention and engagement. Your LGBTQ+ employees aren't looking for special treatment. They're wondering if they'll still have healthcare, if their IDs will out them during business travel, if their kids are safe in their schools. They can’t focus on promotions when they’re focused on survival. LGBTQ+ people make up a significant part of your workforce (25%+ of Gen Z!). They may be some of your most resilient, creative, and loyal team members. (We've often had to be.) If you're in HR or leadership, now's the time to act. Your LGBTQ+ employees are already making tough decisions about their futures. Make sure those decisions include staying with you.

🔥 NEW: SHRM lost its way on inclusion. HR professionals can’t afford to follow: "SHRM has chosen to appease backlash rather than stand firm in its values, writes RaShawn Hawkins, SHRM-CP, a member of the organization," and Senior Director, Workplace Equality Program at the Human Rights Campaign. "To be clear, that retreat is out of step with both the workforce and the marketplace. Data from Human Rights Campaign Foundation and Whistle Stop Capital show that companies with strong LGBTQ+-inclusive policies — those scoring highest on HRC’s Corporate Equality Index — consistently outperform their peers with higher revenue, stronger profits and steadier long-term performance. "Shareholders agree. This past [year], investors at dozens of Fortune 500s like Apple, Costco, Microsoft, Coca-Cola, and Mastercard overwhelmingly voted down anti-inclusion proposals, including those explicitly targeting LGBTQ+ workplace inclusion. "Employees know it, too: 77% of Gen Z workers say diversity and inclusion policies are a deciding factor in where they work — a cohort that likely now makes up more than a quarter of the U.S. workforce. If companies walk back inclusive policies and practices, nearly 20% of LGBTQ+ employees say they’d look for another job, and a third say their productivity would suffer. Inclusion isn’t a “trend” or a talking point — it’s the future of work. "And it’s not just about talent — it’s about trust. The U.S. LGBTQ+ community represents $1.4 trillion in buying power, and 80% of LGBTQ+ consumers say they will boycott companies that roll back inclusion efforts, with more than half saying they’d urge others to do the same. Companies that turn away from or try to keep secret inclusion initiatives risk alienating both their employees and their customers." #CapitalMarkets #HumanResources #HR #LGBTQ Read at HR Dive: https://lnkd.in/g5uYcqgD

A recent groundbreaking and insight-rich study by the Human Rights Campaign (HRC) Foundation compared revenue growth, net income, and stock volatility to companies’ LGBTQ+ inclusion scores—offering one of the clearest pictures yet of how equality affects the bottom line. The analysis was based on 15 years of data (2008–2023) from 600+ publicly traded U.S. companies tracked in HRC’s Corporate Equality Index (CEI). This study is timely as businesses navigate resistance to LGBTQ+ inclusion creating risks to reputation, talent pipelines, and market success. By providing fresh data and actionable insights, it equips leaders to strengthen and adapt workplace inclusion strategies so they can navigate today’s pressures and sustain growth with confidence. And the results speak volumes: - Revenue Growth: Companies in the highest CEI score quartile saw average revenue growth of 12% over 15 years, as compared to their peers in the lowest CEI score quartile who saw revenue growth of 5% - Profitability: High scorers delivered 8× greater net income over the same period. - Market Stability: Their stocks experienced significantly less volatility, even during market downturns. The message to business leaders is unmistakable: companies that embed robust LGBTQ+ protections, equitable benefits, and inclusive cultures don’t just uphold values—they outperform. Inclusion fuels innovation, talent retention, and customer loyalty, creating sustainable competitive advantage. Click below to read the full report!

Hopefully this isn't brand new information to you, but trans people are under attack. If you're celebrating Pride, you need to be doing something to actually care for and protect your trans employees. Many trans employees and employees with trans family members are navigating fear, legal uncertainty, and real safety concerns, on top of doing their jobs. You don’t need a perfect and thorough plan to help. But you do need to act. 〰 Check in, and mean it. Train managers on how to check in with care. Don’t assume. Don’t stay silent. Acknowledge what’s happening and let people know what support is available. 〰 Provide real resources. Give LGBTQIA+ ERGs access to legal and safety planning tools. Share guides from orgs like Trans Lifeline and Transgender Law Center. Consider offering legal consults or stipends. 〰 Support mental health. Highlight providers with LGBTQIA+ expertise. I love Therify for connecting employees with mental health providers who reflect their identities. Make sure people know how to access EAPs, reimbursement, or stipends, and normalize using them. 〰 Offer flexible time off. People may need time for legal processes, safety planning, relocation, or medical care. Make sure policies are flexible and clearly communicated. 〰 Audit your policies. Update or create a gender transition and affirmation policy. Make sure systems respect people’s names and pronouns. Let employees opt out of travel to states with anti-trans laws. List explicit protections on the basis of gender identity, gender expression, and sexual orientation in your nondiscrimination policies. 〰 Review your healthcare coverage. Be sure you are actually covering gender-affirming care. Offer stipends or travel reimbursement for those in states where care is restricted. Cover queer family structures fully for fertility benefits, parental leave, and other family benefits. 〰 Don’t wait for someone to ask. Take initiative. The burden shouldn’t fall on trans employees to explain what they need just to feel safe at work. You don’t have to do everything. But you have to do something.

Every June, companies fill their feeds with rainbows. #PrideMonth is a celebration of identity, resilience, and progress, but it’s also a call to action. Because while LGBTQ+ visibility has grown, meaningful support still lags behind. LGBTQ+ employees continue to face higher rates of anxiety, depression, and burnout. These disparities reflect the impact of exclusion, discrimination, and policies that overlook real needs. At Journey, we’ve learned that supporting mental health means going deeper than statements and stickers. It means building systems of care that affirm identity, meet people where they are, and support them proactively, not just in crisis. To make workplaces truly inclusive, organizations must: - Empower ERGs and peer communities with resources and leadership backing - Offer health plans that include affirming, accessible care - Implement proactive EAPs with LGBTQ+ providers and targeted support - Train managers to lead with cultural competence and compassion - Center inclusion at the executive level, through action, not lip service - Celebrate authentically, and sustain that support all year long When LGBTQ+ employees are supported every day — not just in June — they thrive. And when they thrive, everyone benefits. This Pride Month, let’s go beyond performative allyship. Let’s invest in cultures where every employee feels safe, valued, and empowered to show up fully.

The first Pride was an absolute riot. No like ... literally. In June 1969, patrons of the Stonewall Inn rioted against harassment and police brutality. Black and brown, trans, queer, sex workers, and allies used their collective voice to protest the voice to protest the nightly raids, discriminatory arrests, and systemic violence that targeted their very existence. That spontaneous uprising ignited a movement. And here we are, 56 years later, with much of the same work ahead of us. As a CMO, talking about our brand's “values” without action is hollow. We are stewards of the brand. And what is brand but your values in action? CMOs are responsible for making sure our insides match our outsides; our internal policies must be in alignment with our external messaging. Without those two in harmony, you're building a brand that's pandering and performative. If you're a CMO or an executive looking for a roadmap to support your LGBTQIA+ employees, here are a few places to start: 1. Review Benefits & Policies: Make sure your health plan covers gender-affirming care—hormone therapy, surgeries, and mental‐health support. Offer parental leave and family-building benefits that recognize adoption, surrogacy, and chosen family structures. 2. Advocate Externally: Publicly back legislation that protects LGBTQIA+ rights—anti‐discrimination laws, marriage equality, and transgender healthcare access. Partner with established LGBTQIA+ organizations to amplify their advocacy and fundraising efforts. 3. Elevate LGBTQIA+ Voices Internally: Fund and empower your LGBTQIA+ Employee Resource Group—give them budget, executive sponsorship, and a seat at planning tables. Host educational sessions on pronoun usage, unconscious bias, and the history of Stonewall so every employee understands what Pride stands for. 4. Audit Your Hiring & Advancement Practices: Scan job descriptions for biased language; explicitly encourage LGBTQIA+ candidates to apply. Develop mentorship or sponsorship programs aimed at retaining and promoting LGBTQIA+ talent. Explore the diversity of your executive team. Does your team represent the demographics of the employee and customer populations you serve? 5. Sustain Support Beyond June Celebrate other important dates—Transgender Day of Visibility (March 31), BIPOC Pride (July), Bi+ Awareness Week (September), World AIDS Day (December 1)—to show ongoing commitment. Regularly survey your LGBTQIA+ employees about belonging, psychological safety, and workplace improvements. Pride began as a riot because people refused to be erased. And here we are, holding positions of power and privledge, out here still refusing to be erased. How is your company putting Pride into practice—beyond June? I’d love to hear real actions (and hold each other accountable) to build truly inclusive, courageous organizations.