As hostility toward LGBTQ+ community intensifies, workplaces must act now to become safe havens—not battlegrounds.
Despite decades of increasing visibility and hard-won legal protections, the LGBTQ+ community is facing a troubling surge in discrimination and declining public support. In 2023, hate crimes against LGBTQ+ individuals rose nearly 9 percent, even as overall violent crime fell. That same year, the FBI reported the highest number of anti-LGBTQ+ hate crimes to date—now making up nearly a quarter (23 percent) of all reported hate crimes in the United States.
This rise in targeted violence is mirrored by shifting social attitudes. According to a 2024 survey by GLAAD, support for LGBTQ+ equal rights dropped from a record high of 84 percent to 80 percent in just a single year. Meanwhile, over half of Americans now say they believe that changing one’s gender is morally wrong—a reflection of how misinformation and moral panic are shaping public opinion.
After years of progress, these reversals underscore a painful reality: public support can be fragile, and visibility alone is not enough to ensure safety or inclusion. While many people now understand that LGBTQ+ identities are not a “lifestyle choice,” increasing polarization and targeted campaigns of misinformation have reignited harmful myths, sowed doubt, and fueled division.
In this climate, the role of the workplace has never been more important. Employers are uniquely positioned to model values of dignity, respect, and inclusion—helping to ensure that LGBTQ+ individuals feel seen, supported, and safe not only in their jobs but in their everyday lives.
Employers’ Role in Driving Support for the LGBTQ+ Community
As one of the few guaranteed sources of community for many—and the place where most adults will spend at least a third of their lives—the workplace plays a vital role in shaping attitudes toward LGBTQ+ individuals. It is at work where people are most often exposed to new ideas, perspectives, people, and identities. It is at work where they most often learn the prevailing social norms—how to think, act, and behave.
When people work for an organization that champions tolerance, open-mindedness, kindness, and compassion, they are more likely to carry those values with them into their personal, everyday lives. Conversely, when individuals work in environments where bias and exclusion go unchallenged, harmful views and behaviors are more likely to persist.
With more than half of LGBTQ+ professionals experiencing some form of discrimination at work—from insults and crude remarks to physical threats and acts of violence—it’s clear that employers must do more to protect and uplift their LGBTQ+ employees.
Fortunately, there are several concrete steps employers can take to foster a more inclusive, welcoming, and supportive environment for LGBTQ+ individuals. These include:
1. Providing adequate diversity, equity, and inclusion (DEI) training:
One of the chief concerns preventing LGBTQ+ employees from coming out at work is the fear of rumors or judgment. But rumors—like all falsehoods—can be dispelled with facts. Comprehensive DEI training that educates employees on LGBTQ+ identities, allyship, and inclusion can help build a workplace culture rooted in understanding and respect.
2. Nurturing exemplary leadership:
While 84 percent of LGBTQ+ employees are out to at least one colleague, more than half continue to conceal their identity at work—particularly around managers. Fears of retaliation or career repercussions remain the most commonly cited reasons for this decision. By cultivating leaders who consistently model empathy, respect, and acceptance, employers can foster the trust need for individuals to be their authentic selves and set the tone for a culture where dignity is upheld, and everyone feels safe to show up fully.
3. Enacting—and enforcing—explicit anti-discrimination policies:
Prejudiced mindsets and behaviors—like all human behaviors—are learned over time through recognition or rejection. Everyone wants to be accepted, not just LGBTQ+ individuals. As such, people often shape their attitudes and behaviors based on what they perceive to be acceptable within their community. By drafting explicit policies about what constitutes discriminatory conduct and taking swift disciplinary action against those who demonstrate such behaviors, employers send a clear message that bias and hate have no place in the workplace.
4. Exercising mindful language:
Language is the fundamental tool by which all perceptions are shaped. As such, the language we see, hear, and use every day is crucial to our understanding of the world around us. That’s why it’s essential to be thoughtful about how gender and sexual orientation are discussed at work. By incorporating inclusive or neutral language wherever possible—whether in benefits policies, bathroom signage, email signatures, job titles, or training materials—employers can help staff develop a more open-minded and respectful understanding of human identity, fostering a more inclusive workplace.
Moving Beyond Optics to Drive Real, Lasting Change
Creating a truly inclusive workplace takes more than gestural statements and one-off trainings. It requires intention and sustained, meaningful action. At a time when LGBTQ+ rights and safety are increasingly under threat, employers have both the opportunity and the obligation to lead by example. By fostering environments rooted in respect, inclusion, and belonging, organizations can ensure that every employee feels safe to show up exactly as they are—paving the way for a more engaged, innovative, and high-performing workplace.
Discover how Workplace Options helps organizations empower employees to bring their full, authentic selves to work—connect with us today.
