Photo Credit: simarik
Today is the final day of Pride Month. We’re so proud of all the workplaces who took the time to honor this observance, particularly in a time where the LGBTQ+ community face increased risk of harassment and violence. Publicly showing allyship to this community is absolutely vital for any workplace to convey to their employees and audience that they are a safe space to work and form partnerships with. LGBTQ+ employees face elevated risk for workplace harassment, misconduct, and abuse year-round, which is why we’re using the last day of Pride Month to highlight the issue and show how employers everywhere can step up to the occasion to make safer environments for all their employees.
LGBTQ+ employees continue to experience hostile working conditions. A combination of significant federal and state anti-LGBT legislation, online platforms loosening their policies on hate speech, and DEI rollbacks in businesses and schools has created a larger cultural environment that normalizes, or at times actively encourages, this ostracization. LGBTQ+ employees at large are concealing their gender identity and/or sexual orientation at higher rates, “nearly half of LGBTQ+ adults (47.5%) report being less out in at least one area of their lives over the past 12 months,” (Human Rights Campaign). The Williams Institute reveals in their 2024 report, “LGBTQ People’s Experiences of Workplace Discrimination and Harassment” some troubling findings and disparities between employees that are and aren’t out at work:
-46% of LGBTQ employees are not out to their current supervisor, 21% are not out to any co-workers
-39% of LGBTQ employees who are out at work have experienced discrimination, 12% of those who aren’t out have experienced discrimination
-42% of LGBTQ employees who are out at work have experienced harassment, 17% of those who aren’t have experienced harassment
-55% of trans and nonbinary workers have experienced discrimination, 31% of cisgender LGBQ workers have experienced discrimination
-42% of LGBTQ employees of color have experienced discrimination, 27% of white LGBTQ employees have experienced discrimination
-17% of LGBTQ employees experienced discrimination or harassment in the past year
-33% of LGBTQ employees have left a job because of how they were treated by their employer
Of course, these are only the numbers that have been reported. Like many other forms of harassment, harassment against LGBTQ+ employees is grossly underfunded, under-researched, and not prioritized. The data likely underestimates the true scope of the problem, and the reasoning behind this underreporting is complex.
For the LGBTQ+ community, a community that already experiences higher wage and hiring disparities than their heterosexual, cisgender counterparts, they are often put in the unfair position of choosing between job security and advancement or demanding the respect and safety they deserve. Whether it’s a fear of retaliation, a distrust in an HR department, or concerns about social ostracization, the root of each of those barriers is an employer with serious gaps in organizational culture, reporting systems, or accountability that need attention.
Standing by the principle of respecting LGBTQ+ employees is not only the right thing to do…it’s also good business practice. The Human Rights Campaign’s “The Costs of Retreating from Diversity, Equity, and Inclusion: Findings from the 2025 Annual LGBTQ+ Community Survey” found that when employers rollback protections for LGBTQ+ employees, those employees are more likely to be flight risks or be less productive at their jobs.
“Retreating from diversity, equity, and inclusion carries real and measurable costs for workers and employers alike. DEI rollbacks are associated with increased stigma and bias at work, which in turn contribute to hostile workplace climates, elevated employee flight risk, and productivity loss that begin well before employees leave their jobs. While these dynamics affect the broader workforce, LGBTQ+ workers experience compounded impacts, reflecting higher baseline exposure to stigma,” (Flohr & Hanneman).
The good news is that it’s never too late to amend workplace policies, strengthen protections, or even to simply listen and learn. Here are just a few recommendations to continue the work of making LGBTQ+ employees safer long after Pride Month is over:
Provide LGBT Employee Assistance Program & Create Local LGBT Center Partnership
Every workplace is different, and specific issues of harassment within an organization are best understood by those who have experienced it firsthand. Instate an LGBT Employee Assistance Program in which members of the community can identify areas of concern they have and local supports and resources they need to thrive like any other employee. It would also be beneficial to reach out to local LGBT centers to gain their insight and collaborate on future projects relevant to the employer.
Have a RALIANCE Policy Review
RALIANCE is proud of our foundation of collaborating with corporate clients to combat workplace inequity, particularly as it pertains to sexual harassment, misconduct, and abuse (all of which LGBTQ+ people experience at disproportionately high rates). We would love to start the conversation with anyone interested in not only having it but continuing an ongoing partnership that upholds safety, equity, and respect as integral to their organization’s values.
Offer External Reporting Channels
Often LGBTQ+ employees don’t come forward or file a report for fear of retaliation. Having external reporting channels accessible for all employees to reach out to is a meaningful step forward in stopping problematic words or actions.
Though Pride Month is coming to a close, the work has only just begun. We thank everyone, from our grantees to our partners, that have made wholehearted efforts in making their environments safer for LGBTQ+ people this past year, and we look forward to seeing them continue to rise to the occasion in July and beyond!
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.