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How to make workplaces more LGBT inclusive
Updated on 30th October 2025
Representing the interests of each individual is one of HR’s most important business roles. With diversity a key contributor in positive UK company culture, it’s a driving force towards greater success.
The WorkNest team represents a diverse range of talent and our experienced UK HR consultants can support your inclusion initiatives. Get in touch if you need help, or you can read our guide into our top tips for creating LGBTQ inclusion in the workplace.
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Understanding LGBTQ inclusive language in the workplace
LGBTQ+ culture is an ever-evolving aspect of society and terminology is one of the most prominent manifestations of this. It’s important for your business to keep in mind the wishes of the individual are the most important consideration.
This is where business HR learning and development can support your inclusive goals. Providing leaders with a comprehensive understanding of the issues surrounding LGBTQ+ culture will allow them to approach situations with a heightened level of compassion and diplomacy.
Not only will this serve to strengthen communication across your business, but it’s also designed to have a positive impact on trust, engagement, and performance across a workforce.
LGBTQ inclusive language in the workplace is a big part of this. As an example, the term stands for lesbian, gay, bisexual, transgender, queer, and other sexual/gender identities. From this set of terms, pronouns (he/him, she/her, they/them) have become popular and are important to acknowledge and respect.
While many in the business world have adopted progressive steps, such as celebrating Pride month at work, ensuring you take time to understand the correct terminology will help everyone in your team feel accepted in your organisation.
UK legal compliance and LGBTQ inclusion in the workplace
As an employer, the Equality Act 2010 is the key Act you need to be aware of. It lays out nine protected characteristics, of which one is sexual orientation. This makes it unlawful for you to discriminate against individuals who are:
- Heterosexual, gay, lesbian or bisexual
- Perceived to have a particular sexual orientation (known as discrimination by perception)
- Connected to someone who has a particular sexual orientation (known as discrimination by association)
Trans employees’ rights are a protected characteristic of ‘gender reassignment’.
UK law also prevents harassment and victimisation on the basis of sexual orientation or gender identity, which may include offensive nicknames, inappropriate questions, and excluding LGBTQ+ individuals from conversations or activities.
Again, training and education plays an important role. Your managers must understand what constitutes direct discrimination at work and indirect discrimination at work and how to apply your policies and procedures.
How to support LGBTQ in the workplace
Unfortunately, many LGBT employees hide their sexuality at work in fear of discrimination. With that in mind, it’s good business practice to address
This is where policy and strategic planning will take centre stage, your business to cultivate a culture of diversity. For instance, in respect to terminology, while it’s one thing to make a conscious effort with this, baking it into policy and procedure is another entirely, and will safeguard the inclusiveness you’re aiming for.
This could be as simple as moving away from traditional “he” or “she” pronouns and implementing “they” or “them” as standard parlance. Other such policies may concern areas such as:
- Operating a progressive dress code
- Ensuring inclusive benefits
- Operating fair recruitment procedures
Ironing out systemic inequalities may provide quick, easy wins, allowing you to swiftly move away from potentially discriminatory practices.
On the strategic planning side, similar goals can be achieved by benchmarking against the practices of other modern businesses. New and innovative ideas to cultivate LGBT inclusive workplaces are emerging every year and include:
- Establishing comprehensive non-discriminatory policies
- Creating inclusive physical spaces
- Celebrating Pride month
- Regularly reviewing HR processes
- Offering awareness training to managers and staff
- Adopting inclusive language
- Providing mentorship programs
- Gather feedback from your workforce
With these steps, you can have a business-wide team of talented employees working together to deliver greater success.
Understanding the boundaries of free speech at work
Some employees may hold gender-critical views who may also attain some protection under discrimination legislation. Though eradicating discriminatory actions and language is a key factor when it comes to LGBTQ workplace inclusion, you should also make sure those holding gender-critical views are not discriminated against.
One case has brought this into focus in 2021. Maya Forstater won an employment tribunal after being dismissed from her role following a series of tweets in which she rejected the idea of people being able to change their biological sex.
Her beliefs were ultimately deemed by the Employment Appeal Tribunal to be protected under the Equality Act 2010. The Act qualifies any religious or philosophical belief as a ‘protected characteristic’, providing that:
- It is genuinely held.
- It is a ‘belief’ rather than an opinion or a viewpoint.
- It relates to a substantial aspect of human life and behaviour.
- It attains a certain level of cogency, seriousness, cohesion and importance.
It is worthy of respect in a democratic society.
One lesson from this is, as the employer, you do need to be respectful when dealing with employees who may hold gender-critical views. Any action taken against them solely because they hold those beliefs will likely be discriminatory.
To operate a fair and welcoming business, you must ensure all parties understand discrimination and harassment will not be tolerated. This will avoid a toxic working environment and the possibility of costly employment tribunals.
Why is LGBTQ inclusion important in the workplace?
Alongside operating a welcoming business environment that celebrates our differences, the advantages of diversity include:
- Improving employee wellbeing through a safer, happier, supporting workplace
- Crafting a culture of belonging so all members of staff can work well together
- Using different modes of thinking to innovate and drive success
- Increase job satisfaction
- Improve employee retention rates, which can save your business a lot of money
- Improve productivity through engaged, happy employees
- Cultivate a positive business reputation to the wider world
Ultimately, supporting LGBTQ in the workplace can only ever benefit your business. Through the right training and policies, you can grow your business with positive and progressive leadership.
Access LGBTQ inclusive workplace training courses
Our Employment Law experts can help you to navigate issues of discrimination efficiently and compliantly, as well as ensure you have all the necessary policies in place to protect your organisation and promote a fair and inclusive workplace for all employees. Contact us today for a no-obligation and free consultation.
