Pride With Purpose: How LGBTQ+ Inclusion Fuels Workplace Success

Creating workplaces where no one needs to shrink to succeed

Diversity, equity, and inclusion (DEI) extend well beyond race and gender. They embrace veterans transitioning to civilian careers, working parents balancing caregiving with deadlines, and professionals with disabilities navigating everyday barriers. When implemented thoughtfully, DEI is not just a moral imperative—it’s a catalyst for greater employee engagement and stronger business performance.

The Organizational Value of LGBTQ+ Inclusion

Creating inclusive workplaces isn’t just the right thing to do—it’s a powerful business strategy. Research from McKinsey & Company shows that organizations with greater ethnic and cultural diversity at the executive level are significantly more likely to outperform peers, with top-quartile companies being 36% more profitable 1. LGBTQ+ inclusion plays an essential role in this broader picture, helping to cultivate environments where people feel safe, valued, and empowered to contribute fully.

One national healthcare organization experienced this firsthand after implementing a series of LGBTQ+ education and awareness sessions led by FitPros. Following the initiative, internal surveys revealed a 27% increase in employee engagement scores specifically tied to feeling “respected and included.” Additionally, the company observed an 18% improvement in the retention of LGBTQ+ employees over the subsequent year—clear evidence that intentional inclusion efforts can yield both cultural and operational gains.

Allyship and Everyday Actions

Allyship is a practice that extends beyond awareness months. Small actions such as using correct pronouns, updating email signatures, and respectfully correcting missteps can create ripples of psychological safety. One participant at a manufacturing firm who attended our workshop titled "Understanding Pronouns and Gender Identity" shared:
 
Such testimonials underscore the value of education in shaping workplace culture. These quotes were voluntarily shared by employees through post-session feedback surveys, which are made available by instructors via the comment feature in virtual sessions. Simple behavioral shifts, when multiplied across a workforce, create significant cultural change.

The Power of ERGs and Policy Reform

Employee Resource Groups (ERGs) provide education, community, and advocacy when they are resourced and empowered. At one technology company, the LGBTQ+ ERG collaborated with leadership to:
 

• Install gender-neutral restrooms
• Expand family benefits to include diverse family structures
• Partner with HR to revise onboarding materials

These initiatives contributed to a measurable increase in LGBTQ+ employee self-identification and a higher sense of belonging.

Policy is another critical lever. Inclusive organizations often implement:
 

• Clear non-discrimination clauses protecting gender identity and expression
• Healthcare benefits that include gender-affirming care
• Workplace transition guidelines and manager training

These policies not only demonstrate commitment but also reduce barriers for employees navigating personal or identity-related challenges.

DEI as a Broader Human Imperative

While Pride Month provides a valuable opportunity to spotlight LGBTQ+ inclusion, it’s essential to recognize that DEI initiatives must serve a broad spectrum of lived experiences:
 

• Veterans benefit from skills translation and re-integration support
• Employees with disabilities need accessible technology and spaces
• Working parents value flexibility, parental leave, and caregiving support
• Caregivers, neurodiverse individuals, and people from all socioeconomic backgrounds benefit from tailored resources

As one participant in a Pride Month education session reflected:
 

Moving from Celebration to Transformation

For organizations to genuinely support LGBTQ+ employees and broader DEI initiatives, the work must extend beyond branded campaigns or one-off events. An inclusive culture requires leadership buy-in, employee participation, and structural alignment. The return on that investment includes improved retention, enhanced innovation, and a workforce that feels safe and seen.

Inclusion strengthens the human experience at work and, in doing so, strengthens the business itself.

References

1. McKinsey & Company. (2020). "Diversity wins: How inclusion matters."

Recommended Resources

• Human Rights Campaign Corporate Equality Index
• Catalyst: "LGBTQ+ Inclusion at Work" report
• Harvard Business Review: "Why Inclusive Leaders Are Good for Organizations, and How to Become One"
• Out & Equal Workplace Advocates

This article first appeared here.

Suggested Reads

• The REAL Model Of Inclusion: Reimagining LGBTQ+ Well-Being In The Workplace
• Bidding Past Performative Pride: A 2SLGBTQ+ Workplace Inclusion Game Plan
• Creating Authentic Inclusion: Encouraging Engagement And Supporting Your LGBTQ+ Employees
• Moving Past Pride Month Toward True LGBTQ+ Inclusion At Work

Lindsay Johnson is the Founder & CEO at FitPros. After more than a decade of working in corporate America, Lindsay witnessed firsthand how well-being was deprioritized and often ignored entirely, leading to unhealthy and unmotivated employees. She set out to change things in 2016 by founding FitPros, a corporate wellness company whose mission is to motivate employees through physical movement and mindful education.