Creating a Culture of Belonging: Supporting LGBTQIA+ Employees in the Workplace
Inclusion is more than a buzzword—it’s a commitment to ensuring everyone feels seen, safe, and supported. For LGBTQIA+ employees, that sense of belonging can be the difference between thriving and simply surviving at work.
Despite progress, challenges persist. A 2023 report from McKinsey found that 43% of LGBTQ+ employees in the U.S. are not fully out at work. Even more concerning, one in three reported experiencing microaggressions based on their identity.
So how can organizations turn intent into impact?
Use Inclusive Communication Practices
Language matters. From job descriptions to everyday conversations, inclusive communication signals that all identities are welcome.
Tips:
Normalize sharing pronouns during intros or in email signatures
Avoid gendered language (e.g., use “partner” instead of “husband/wife”)
Listen first, and ask respectful questions when unsure
“When people refer to me with the correct pronouns, it’s not just about words—it tells me I belong.” — Alex, Software Engineer
Review and Update DEI Policies
An inclusive policy framework doesn’t just support—it protects.
What to include:
Clear non-discrimination language that explicitly covers sexual orientation, gender identity, and expression
Inclusive benefits (e.g., gender-affirming healthcare, fertility support, inclusive family leave)
Anti-harassment procedures that are specific and enforceable
According to the Human Rights Campaign Foundation, only 93% of Fortune 500 companies explicitly prohibit discrimination based on sexual orientation—and fewer cover gender identity. That gap must close.
Invest in Allyship Training
Inclusion is a team sport. Allyship training equips everyone—not just LGBTQIA+ employees—with the tools to advocate and support.
What good training looks like:
Covers bias awareness, inclusive language, and how to interrupt microaggressions
Encourages active allyship—not just belief, but action
Includes LGBTQIA+ voices and lived experiences
“The best allies aren’t perfect—they’re present. They speak up, even when it’s uncomfortable.” — DEI Consultant, ERG Panel
Measure What Matters
You can’t improve what you don’t measure. Regularly gather anonymous feedback and disaggregate engagement data to ensure LGBTQIA+ employees aren’t being left behind.
Metrics to track:
Engagement and retention rates across identity groups
Feedback from pulse surveys or listening sessions
Participation in ERGs or inclusion programs
In closing…
Supporting LGBTQIA+ employees goes beyond rainbow logos in June. It’s about building systems of trust, safety, and celebration that last year-round.
Inclusion is an ongoing journey—but it starts with listening, learning, and acting.
“When you create space for someone to be fully themselves, they’ll bring their full potential to the work.” — Amy Gurske, CEO of Sayhii
