In 2025, conversations around LGBTQ+ workplace inclusion are more complex than ever. We have seen some positive changes. For example, in the UK, a new law launched in October places a duty on employers to take ‘reasonable steps’ to prevent sexual harassment. This includes making sexual comments or jokes about someone's sexual orientation or trans identity.
Despite these small steps forward, two in five (39%) LGBTQ+ employees still feel the need to hide their identity at work (Stonewall, 2025). Marry this up with the fact that many prominent companies have recently reduced or set aside their DEI initiatives, we see that we must not take progress and change for granted. We can look back and acknowledge the progress made but recognise that we still have much further to go, recognising the danger of complacency.
This report will outline what a truly LGBTQ+ inclusive workplace looks like in 2025 and what we can learn from the past to move forward.
When discussing what makes a workplace LGBTQ+ inclusive, many people mention policies, convincing people to care, or targeted approaches to improving employee engagement survey results.
Having policies created with your LGBTQ+ community, using co-production principles, is a good place to start. While zero-tolerance policies on discrimination are important, these policies should focus on embedding LGBTQ+ inclusion in every area of employee life and work. These areas include supply chain and procurement policies, benefits policies, parental leave, language in hiring policies, dress code policies, and so much more.
While these policies are positive steps towards an inclusive culture, it’s crucial to remember that the LGBTQ+ community is exactly that: a community. Stories of discrimination can spread quickly, and it’s these stories about discriminatory behaviours, processes, and systems that speak volumes.
Therefore, we must ensure that policies are brought to life and translated into action, rather than being just a piece of paper.
Additionally, it is essential to create safe spaces where LGBTQ+ employees can share their experiences and provide feedback. Regular training sessions and workshops can also help to reinforce the importance of inclusion and educate employees on how to support their LGBTQ+ colleagues.
The theme of LGBTQ+ History Month 2025 is activism and social change. When we envision corporate activism for LGBTQ+ inclusion, what do we see? We may see organisations early on their journey simply focussing on optics, using a brand logo emblazoned with a Progress Pride Flag.
In organisations a little further along on their journey, we could see hard lines being taken against discrimination of any kind. At the next level we can see supply chains being scrutinised through a lens of LGBTQ+ inclusion, working only with those who share similar values. Unfortunately, it’s rarer to see organisations truly living LGBTQ+ inclusion and creating safe havens for their LGBTQ+ employees in places where their safety isn’t guaranteed outside those four walls.
This is not to say that visible symbols of commitment should be avoided, but rather that only visible symbols of commitment should be avoided. When these symbols are representative of internal action they can send a powerful message.
Looking back through history, we see a stark difference between companies that centre activism and those that centre optical allyship. Research shows that among companies prominently displaying rainbow imagery, over 60% had political donation records supporting candidates with negative voting records on LGBTQ+ rights (OpenSecrets, 2024). Unfortunately, companies pushing for social change are much scarcer than we’d like to see.
In 2015, Ben and Jerry’s launched a campaign to push for marriage equality, even renaming their famous cookie dough to ‘I dough, I dough’. They filed an amicus brief to the U.S. Supreme Court in favour of marriage equality. In Australia, when the government was slow to act on marriage equality, they banned the sale of two scoops of the same flavour in all Australian stores. Ben and Jerry’s leveraged political influence, funded activism, and took risks to push for systemic change.
True activism requires more than just symbolic gestures. It involves taking concrete actions to support and uplift marginalised communities. This can include advocating for policy changes, providing financial support to LGBTQ+ organisations, and using a company's platform to raise awareness about LGBTQ+ issues. Companies must be willing to take risks and make sacrifices to drive meaningful change.
This LGBTQ+ History Month, we can learn from organisations like Ben and Jerry’s, but also ask ourselves: in 50 years' time, when our actions now are part of history, will they be on the side of activism or slacktivism?
YouGov findings released in February 2025 show anti-trans views - especially those among women and young people - have been growing since 2018. Nearly one in two Britons (49%) say that trans people should be able to live according to their chosen gender identity by socially transitioning. This is a slight decrease of six points compared to a similar poll in 2022.
Ironically, this means that some organisations are shying away from trans and non-binary inclusion commitments when they should be re-committing and showing more solidarity and support than ever. This rise in transphobic views is sadly replicated in the UK workplace. TUC research from 2024 shows that that eight in 10 (79%) trans respondents had experienced bullying at work.
When considering what support for the trans and non-binary community looks like, we can draw from the above messages about activism vs slacktivism. Often, the changes that make a real difference aren’t obvious to people outside an organisation. For example, it’s difficult to tell from the outside if staff are supported to call in discrimination when they see it. One thing organisations can do to make their commitments to trans and non-binary inclusion authentic is to make the structural, policy, culture, and behavioural changes first (or commitments to do so), and then share those more widely.
Organisations must recognise the unique challenges faced by trans and non-binary individuals and take proactive steps to support their wellbeing. This includes providing access to tailored mental health resources, inclusive healthcare policies, and ensuring that trans and non-binary employees feel safe and supported in the workplace.
By implementing these tips and fostering a culture of inclusion, organisations can create a workplace where all employees feel valued and respected. This not only benefits the LGBTQ+ community but also contributes to the overall success and growth of the organisation.
FAIRER Consulting offers a range of DEI training and consultancy services, such as our Inclusive Leadership Training, which teaches the essential tools for crafting inclusive cultures within the workplace. Alternatively, work with one of our experts to create a watertight diversity and inclusion strategy, or simply get in touch to discuss a specific project.