More to be Done for LGBTQ+ Workplace Inclusion

As Pride Month unfolds this June, it’s a timely opportunity for businesses to reaffirm their commitment to supporting LGBTQ+ employees. While many companies publicly celebrate LGBTQ+ inclusion, new research from Stonewall reveals that workplace equality remains far from a reality for many. Despite progress, discrimination and fear of being one’s authentic self continue to shape the day-to-day experiences of LGBTQ+ people at work. 

This year’s findings are particularly concerning. Stonewall’s research found that: 

• Two in five (39%) LGBTQ+ employees still feel the need to hide their identity at work. 

• Over a third (36%) have heard discriminatory comments about LGBTQ+ colleagues. 

• More than one in four (26%) have experienced negative conduct from customers or clients due to their identity. 

• 12% believed they were fired or dismissed because they are LGBTQ+. 

• Nearly a third (31%) said they do not feel they can be themselves at work—and over half of these individuals reported experiencing some form of discrimination. 

• Three in ten would not feel comfortable reporting homophobic bullying or harassment. 

These statistics highlight the stark reality many LGBTQ+ employees still face—fear, isolation, and exclusion in their own workplaces.  

In addition, new data from the Office for National Statistics shows more than 1 in 10 UK young people (aged 16–24) now identify as lesbian, gay or bisexual. This demonstrates that the future workforce is changing. It is up to employers to uphold values of fairness, dignity, and equality. 

The Business and Moral Case for Inclusion 

Under the Equality Act 2010, UK employers are legally obliged to protect employees from discrimination based on sexual orientation and gender reassignment. But legal compliance isn’t enough. Companies must go further to foster genuinely inclusive workplaces where every individual is respected and supported. 

As Simon Blake, CEO of Stonewall, explains: 

“Outside the rhetoric and politicisation, the reality is that LGBTQ+ people—like everyone—spend an enormous part of their lives at work. Everyone deserves equal treatment and the knowledge they will not be abused, harassed, or treated unfairly.” 

Stonewall urges organisations not to be swayed by political noise but to stand firm in their values. Inclusive and empowering company cultures are not only the right thing to promote—they are good for business. Research consistently links inclusive workplaces to higher levels of staff engagement, innovation, and retention. 

Building a Workplace Where Everyone Can Thrive 

Employers can make a real difference by: 

• Offering inclusion training for all staff. 

• Embedding robust anti-discrimination policies. 

• Supporting employee networks and LGBTQ+ affinity groups. 

• Providing visible leadership on inclusion. 

• Celebrating LGBTQ+ events meaningfully. 

• Encouraging open feedback and acting on it. 

In 2025, it is clear: workplaces are still falling short for many LGBTQ+ employees. Pride Month is not just a celebration—it is a call to action. More than ever, businesses must recommit to equality, resist regression, and work to ensure that every employee feels safe, valued, and free to be themselves. 

To find out more information or to discuss LGBTQ+ workplace inclusion, please get in contact with our team of experts.

T: 0330 107 1037

E: contact@hpc.uk.com

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