Steps to ensure LGBTQ+ inclusion is embedded at every level in the workplace

Almost half (42 per cent) of LGBTQ+ employees feel unsupported by management and HR when facing LGBTQ+ issues, according to research from ‘Pride in Leadership’. Issues include a lack of policies that ensure a positive working environment for LGBTQ+ employees, concerns about recruitment processes and discriminatory behaviour passed off as banter. What steps can workplace leaders take to ensure that LGBTQ+ inclusion is embedded at every level?

THE DIVERSITY AND INCLUSION DIRECTOR’S VIEW
REGI TAYLOR,
NON-EXEC DIRECTOR AT IWFM

Let’s be clear: LGBTQ+ employees are being failed by the very systems that claim to support them. This is about safety, trust, and culture. It’s about the lived experience of people being left to navigate discrimination, bias, and silence alone. Inclusion isn’t a campaign. It’s the daily reality of how people are treated – and right now, too many are being left behind.

Exclusion rarely shouts. It whispers: the hesitation before mentioning a partner, the unacceptable jokes, microaggressions, lack of psychological safety. Inclusion policies that aren’t enforced. Silence when someone needs backing. That silence erodes trust, belonging, and morale and contributes to a toxic environment.

Inclusive workplaces aren’t just “nice to have,” they’re business critical. Psychological safety fuels innovation, engagement, and performance. Without it, your people can’t thrive – and your culture won’t either. Neglecting inclusion puts your reputation, retention, and legal standing at risk. Today’s workforce demands more. In a world where talent is more discerning than ever, you can’t afford to lag behind.

Workplace leaders are perfectly placed to lead change. FM already drives innovation, adaptability, and operational excellence. Why not apply the same ambition to LGBTQ+ inclusion?

Real inclusion starts at the top, beginning with ensuring culture changes over performative action. Set and enforce explicit, actionable policies where “zero tolerance” means something. Have clear anti-discrimination policies that are visible, accessible, and backed by real consequences, train your managers and live your values.

Representation matters, which is why leaders should visibly and vocally support LGBTQ+ inclusion – 365 days a year. That means speaking out, showing up at Pride, backing ERGs, and spotlighting queer voices in leadership.

Build bias out of hiring and progression, which begins by looking at your recruitment process. Use gender-neutral language in job ads, field diverse panels, and remove bias from every touchpoint. In this way you invest in the growth of LGBTQ+ talent.

Prioritise ongoing, gutsy education as one-and-done training doesn’t cut it. Bring in lived experiences, host real conversations, create space for discomfort and growth. Make education part of your cultural fabric.

You can’t change what you don’t measure. Track inclusion metrics, run anonymous pulse checks and act on what you hear. Transparency builds trust and feedback fuels change.

Creating a culture where LGBTQ+ people thrive is a test of your organisation’s integrity. We need to stop outsourcing inclusion to ERGs and comms teams and start making it the responsibility of every leader.

So, here’s the challenge: Don’t just say your organisation is inclusive. Prove it. Because the future of work will belong to the companies brave enough to make every employee feels seen, heard, and valued – not just in policy, but in practice.