Creating a truly inclusive environment for LGBTQIA+ employees goes beyond mere lip service to diversity and inclusion initiatives. Despite the legal strides made to protect LGBTQIA+ workers, many still grapple with discrimination and discomfort in the workplace. It’s a reality that challenges the perception of inclusivity held by some leaders.

Our research delved deep into the experiences of LGBTQIA+ employees, using a mix of quantitative data and qualitative insights. Surveys involving more than 2,000 employees worldwide, ranging from entry-level to CEO, along with interviews with LGBTQ+ leaders and insights from our Women in the Workplace research, painted a nuanced picture. While some progress has been made, the journey toward true inclusivity is far from over.

The stories we encountered were both illuminating and disheartening. Many LGBTQIA+ individuals still feel compelled to remain closeted at work due to fear of discrimination or marginalization. Their narratives underscore the importance of amplifying their voices in discussions surrounding inclusion. After all, understanding their lived experiences is the cornerstone of creating fairer workplaces.

In light of our findings, we’ve outlined six key changes that organizations can implement to better support LGBTQIA+ employees and their families. These changes aren’t merely suggestions; they’re essential steps toward fostering environments where everyone feels safe, respected, and valued for who they are.

However, implementing these changes requires more than just good intentions. It demands a concerted effort from leadership to prioritize diversity and inclusion in tangible ways. By doing so, they not only mitigate the risks of discrimination and discomfort but also enhance the overall effectiveness and productivity of their organizations.

Embracing diversity isn’t just a moral imperative; it’s a strategic one. Companies that prioritize inclusivity tend to be more innovative, resilient, and adaptable to change. In today’s rapidly evolving landscape, cultivating a culture of acceptance isn’t just the right thing to do—it’s a competitive advantage. As leaders, it’s incumbent upon us to create environments where every individual, regardless of their gender identity or sexual orientation, can thrive and succeed.