How to Create LGBTQI+ Inclusive Workplaces | Allyship in Action

Sweet Release
Oct 12
3 min read

Introduction: Why LGBTQI+ Inclusive Workplaces Matter

A workplace should be a place where everyone feels respected, safe, and valued. But many LGBTQI+ employees still face discrimination, microaggressions, or exclusion at work. According to global studies, LGBTQI+ workers are less likely to feel they can “be themselves” at work compared to non-LGBTQI+ colleagues.

Allyship in the workplace isn’t optional - it’s essential.

Inclusive companies are proven to have higher employee satisfaction, stronger collaboration, and even greater business performance. This guide shows you practical steps to create an LGBTQI+ inclusive workplace, whether you’re an HR leader, manager, or colleague.

1. Build Strong Policies and Protections

Inclusion starts with clear, enforceable policies.

Tips:

Ensure your anti-discrimination policies specifically include sexual orientation, gender identity, and gender expression.
Provide guidelines on pronoun use and respectful communication.
Create transparent reporting processes for discrimination or harassment.
Review policies regularly to ensure they reflect current best practice.

📑 Why it matters: Policies set the tone, they show employees that leadership values their safety and dignity.

2. Use Inclusive Language and Everyday Practices

Inclusivity is about what happens in daily conversations, not just what’s written in handbooks.

Tips:

Ask colleagues for their pronouns and respect them.
Use gender-neutral greetings in emails and meetings (e.g., “Hi team” instead of “Hey guys”).
Avoid assumptions about partners — say “partner” instead of “husband/wife.”
Encourage staff to add pronouns to email signatures and Zoom names.

💬 Why it matters: Inclusive language fosters belonging and reduces barriers for LGBTQI+ employees.

3. Create LGBTQI+ Employee Resource Groups (ERGs)

Give LGBTQI+ employees and allies space to connect, share experiences, and advocate for improvements.

Tips:

Support ERGs with budget and executive sponsorship.
Involve them in policy and event planning.
Ensure ERGs are visible in internal communications.

🤝 Why it matters: ERGs show employees that their voices are heard and valued.

4. Visibility and Celebration

Representation matters. Celebrate LGBTQI+ milestones and awareness days visibly and authentically.

Ideas:

Mark Pride Month, Wear It Purple Day, Trans Awareness Week, and other key dates.
Invite guest speakers from LGBTQI+ organisations.
Decorate offices with Pride symbols — rainbow flags, posters, or digital banners.
Share stories of LGBTQI+ employees in company newsletters (with consent).

🌈 Why it matters: Visibility signals acceptance and helps employees feel seen.

5. Leadership Accountability and Training

Culture change starts from the top.

Tips:

Train managers and HR teams in LGBTQI+ inclusion and allyship.
Hold leaders accountable for diversity and inclusion outcomes.
Include LGBTQI+ inclusivity in performance reviews for managers.

👩‍💼 Why it matters: Leadership modelling inclusion makes it clear that allyship is part of the company’s DNA, not just a box-ticking exercise.

6. Respond to Discrimination Quickly and Fairly

It’s not enough to have policies - action is what counts.

Tips:

Take all reports of bullying or harassment seriously.
Ensure confidentiality and protection for complainants.
Provide clear consequences for discriminatory behaviour.
Follow up with affected employees to ensure they feel safe.

⚖️ Why it matters: Consistent action builds trust and shows LGBTQI+ employees that they are protected.

7. Be an Active Ally at Work

You don’t need to be in HR or leadership to make a difference.

Every colleague can contribute.

Tips:

Correct others if they misgender or make offensive remarks.
Show up to LGBTQI+ events hosted by your company.
Support LGBTQI+ colleagues by listening and affirming their experiences.
Share articles, training, or events with your team to encourage learning.

💡 Why it matters: Small actions from many people create big culture shifts.

Conclusion: Allyship is Everyone’s Responsibility

Creating an LGBTQI+ inclusive workplace is not just an HR initiative - it’s something every leader, manager, and employee can influence. Policies, language, visibility, and action all add up to workplaces where queer employees feel safe, respected, and celebrated.

🌈 Remember: Inclusion drives innovation, collaboration, and wellbeing. Everyone wins when workplaces embrace diversity.