Celebrating Pride Month: Behind the Curtain of LGBTQ+ Inclusion & Diversity in US Workplaces
Seven Sourcing Limited
At Seven Sourcing we work in partnership with our clients & candidates to provide strategic sourcing for shared success.
Are US workplaces progressing as much as they should be for LGBTQ+ individuals in terms of inclusion and diversity?
We’ve seen numerous initiatives and campaigns surrounding DEI, and I’m sure you have too—from comprehensive policy changes to awareness campaigns, some of which have had a profound impact on workplace culture. However, before delving into this important topic, we want to make one thing clear: Inclusion & Diversity is a topic that matters all year round, not just during Pride Month.
As we reflect on the history of Pride, from the Stonewall uprising of 1969 to today’s reality for the LGBTQ+ community in the workplace, it’s important to examine how far we’ve come and how far we still have to go.
1950s
It’s rather outstanding that less than 100 years ago, LGBTQ+ individuals were banned from federal employment.
In 1953, President Eisenhower signed an executive order banning LGBTQ+ individuals from federal employment, deeming them a security risk during the Cold War era.
1960s
The civil rights era saw the beginning of diversity, equity, and inclusion (DEI) initiatives.
Major events like the Montgomery Bus Boycott and the March on Washington, which culminated in the Civil Rights Act of 1964, laid the foundation for early DEI efforts.
The 1969 Stonewall riots in New York City catalyzed the modern LGBTQ+ rights movement, pushing for non-discrimination policies in employment, though progress was slow.
1970s-1990s
In the following decades, conversations around DEI began to focus more on helping women and minorities assimilate into corporate culture.
Some major companies started adding sexual orientation to their non-discrimination policies in the 1980s and 1990s. Employee resource groups for LGBTQ+ workers emerged, providing support networks and advocacy within organizations. During this period, marriage equality and other LGBTQ+ issues beyond the workplace took precedence for the movement.
The 1990s marked a shift from compliance to education and increasing sensitivity through diversity training programs. The term "inclusion" gained prominence, emphasizing cultural competence across all levels of an organization.
2000s - Present
The 2000s brought a focus on accountability, with companies urged to make decisions through a lens of cultural competence. Employee Resource Groups (ERGs) and Chief Diversity Officer roles emerged to drive DEI strategies and measure progress. However, significant progress for people of color and individuals with disabilities remained elusive.
In 2020, the Supreme Court ruled in Bostock v. Clayton County that LGBTQ+ workers are protected from discrimination under existing civil rights laws, a landmark decision for LGBTQ+ workplace rights.
Companies have increasingly focused on creating LGBTQ+ inclusive cultures through DEI initiatives, training, and leadership opportunities. However, gaps remain, with 28 U.S. states still lacking explicit protections against LGBTQ+ workplace discrimination as of 2024.
Renewed Emphasis (2020-Present)
The events of 2020, including the racial justice movement, catalyzed a renewed emphasis on DEI and systemic change. An impressive 80% of dedicated DEI roles were implemented between 2020-2022 to build equity and inclusion strategies. Companies are increasingly releasing transparency reports, setting DEI goals, and investing in evidence-based DEI initiatives. Yet, 61% of employees state they have not received any DEI training from their employer.
Studies show that companies with inclusive cultures are eight times more likely to achieve better business outcomes. Despite this, 35% of LGBTQ+ employees have hidden their sexuality at work due to fear of discrimination. Many companies have established employee resource groups to provide support and advocacy for LGBTQ+ associates as part of broader DEI initiatives.
Corporate America has played an important role in advancing LGBTQ+ rights over the past two decades, with many companies making public gestures of support, such as sponsoring Pride events and advocating for legal protections against workplace discrimination. However, this outward support has not always translated to substantial gains within workplaces themselves.
Challenges and Solutions
LGBTQ+ employees, particularly women and transgender individuals, remain underrepresented in leadership positions. To date, only three Fortune 500 CEOs are openly LGBTQ+. This lack of representation can lead to feelings of isolation and negatively impact career progression.
Key challenges faced by LGBTQ+ employees include higher rates of sexual harassment and discrimination based on gender and sexual orientation, especially for LGBTQ+ women, distinct obstacles for transgender employees related to health coverage, transitioning support, and inclusive facilities and systems, microaggressions and demeaning behavior that signal a non-inclusive culture, and safety concerns, with 50% of LGBTQ+ adults reporting workplace harassment or discrimination in the past year.
To create more inclusive workplaces, companies can take several steps:
Conclusion
Creating an LGBTQ+ inclusive workplace is not only a moral imperative but also benefits businesses.
Companies with strong diversity practices can attract top talent, improve employee satisfaction and productivity, and build stronger relationships with stakeholders.
As the workforce evolves, prioritizing LGBTQ+ inclusion will be crucial for companies create a positive work environment for all employees.
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