Incredible things can happen when employees feel comfortable bringing their authentic selves to work. Collaboration improves by 50%, according to Harvard Business Review, and companies also reap the benefits of greater thought diversity, which fuels innovation and performance. Unfortunately, even in 2025, many inclusion practices still don’t extend to LGBTQ+ employees in the way that they should.
A Deloitte study found that only 35% of LGBTQ+ workers believe their employer demonstrates inclusion both internally and externally. Meanwhile, 43% say their employer does neither, and one in three workers is actively searching for a more inclusive workplace.
Challenges for LGBTQ+ team members often stem from microaggressions or exclusionary behaviors that leave them feeling unseen or even unsafe — and the consequences can range from quiet quitting to increased turnover. That’s where a leader can make all the difference. The way you show up, the voices you amplify, and the culture you create can turn inclusion from a buzzword into a core element of workplace culture. But your actions must be intentional.
So, how can you create a more inclusive experience for LGBTQ+ team members?
Encourage pronoun sharing
Assuming an employee’s pronouns can make them feel uncomfortable or disregarded, and may even contribute to a toxic workplace. It’s important to help everyone feel included without singling anyone out, and a great way to do this is by modeling the use of pronouns. Think about including your pronouns in your email signature and other profiles to signal that everyone is respected and valued on your team. You might even share your pronouns when introducing yourself to new hires to showcase inclusive behavior. This helps reinforce the idea that gender identity shouldn't be assumed based on names or appearances, and that everyone should be seen for who they are.
Immediately address microaggressions
Don’t ignore microaggressions when they happen. If left unaddressed, they can continue and quietly create a hostile workplace. One of the most difficult things about microaggressions is that they’re often disguised as compliments or attempts at support. For instance, someone might respond to learning a teammate’s sexual orientation by saying they’re “surprised”. While they may believe they’re being reassuring, comments like this can disrespect a person’s identity and reinforce harmful stereotypes. These are opportunities for education, not shame, so that everyone can learn and grow in how they show respect. If you as a leader see someone exhibit a microaggression, respond respectfully and clearly in the moment, taking the person to the side and explaining why the comment wasn’t appropriate. Addressing exclusion in real-time is one of the most effective ways to shift behaviors and mindsets.
Create inclusive team activities
Gendered activities can undermine inclusivity. For example, hosting a hackathon with men vs. women teams or inviting “spouses” to a holiday party may exclude people in different types of relationships. Choose activities that are open to everyone by asking the team for suggestions and letting them vote on favorites. Remember that nobody should need to code-switch their identity for these events; get-togethers should be neutral grounds for everyone to feel welcome.
Support inclusive policies
As a leader, you can advocate for policies that support LGBTQ+ team members equally. Start by familiarizing yourself with your company’s benefits and ensure they include trans-inclusive healthcare, mental health resources, inclusive family leave, and nondiscrimination protections. If they don’t, share your feedback with HR, and invite your team into the conversation if they feel comfortable. This can give your LGBTQ+ team members the foundations for their workplace wellbeing, so they can build a long-term future at your company.
Continue to learn
Building inclusive teams require ongoing attention, so commit to continuous learning. Attend LGBTQ+ allyship training and share key takeaways with your team via team messaging channels. Podcasts, videos, or articles are also great and simple ways to stay in-the-know. When you show that learning is part of your leadership, others will likely follow, and the whole team will benefit.
