Across June, many companies rolled out rainbow logos and Pride posters, like they did the previous year. But supporting your LGBTQ+ employees globally, tangibly, goes beyond a one month focus.
For remote and distributed teams, Pride Month can spotlight stark differences: in some places, an employee might join a virtual Pride parade with colleagues, while in others they might fear even mentioning their partner’s name. True inclusion means understanding these differences and acting year-round, it's going beyond the “pridewashing”, so that every LGBTQ+ team member, wherever they are, feels safe and supported.
Even with the best intentions, a uniform approach to Pride can fall short in a global context. Inclusion is not the same as diversity on paper, it demands deliberate effort and cultural awareness. To move beyond the surface level, companies should think about varying legal realities, creating a sense of safety for employees, and address the gap in LGBTQ+ representation in leadership. Here’s what global LGBTQ+ inclusion really takes.
Recognize global differences in LGBTQ+ rights
One of the biggest challenges to “global” LGBTQ+ inclusion is that laws and social attitudes vary drastically from country to country. Many employees live in places where being LGBTQ+ is not protected – or is even criminalized.
(about 71 out of 193) have any laws protecting people from discrimination at work based on sexual orientation, and only ~21% (41 countries) protect gender identity. That means in most of the world, an employee can be fired or harassed for being LGBTQ+ with little or no legal recourse.
Different countries, different risks
These disparities hugely impact how safe and open employees can be. If your workforce spans multiple countries, some team members may be able to march at a Pride parade, while others risk their safety by simply acknowledging their partner. The more global your workforce, the more important it is to understand each local context. An action that signals inclusion in one country (like displaying a Pride flag in the office) could endanger staff in another.
As Remote’s own HR insights note, cultural forces often work against LGBTQ+ inclusion even without explicit laws. So, creating a globally inclusive workplace means tailoring your approach: you might celebrate Pride visibly in New York or London, but take a more private, discussion-focused approach in regions where openness could put employees at risk. Always pair any global Pride celebration with a clear, company-wide stance that discrimination is not tolerated.
Non-discrimination policies send a clear message
Most importantly, adopt a global non-discrimination policy within your company. Even if local laws don’t protect LGBTQ+ workers, your internal policies should. Make it explicit that your organization prohibits discrimination based on sexual orientation, gender identity or expression in every office and remote location.
This policy should be backed by training for managers in all countries, so they understand the importance of inclusion and the specifics of respecting privacy where needed. By filling the gap where laws fall short, you send a powerful message to employees, one that means "we support you on this,no matter where you live". In countries hostile to LGBTQ+ people, that assurance can be life-changing.
Global inclusion might not mean imposing identical celebrations everywhere for your company, but it should mean advocating for safety and respect everywhere.
Being out shouldn't feel risky: making inclusion reality
Legal equality is the baseline, but feeling truly included means building on this. Psychological safety — the assurance that you won’t be punished or humiliated for being yourself — is the foundation of inclusion. This is especially true for LGBTQ+ employees. If people are constantly worrying about how colleagues might react to their identity, they cannot fully engage or do their best work.
Sadly, this is a common situation. Recent surveys show that less than half of LGBTQ+ employees feel comfortable being fully “out” at work. In a recent global Deloitte poll, only 43% of LGBTQ+ professionals were completely out about their sexual orientation at work (and 47% for gender identity), and just 37% felt safe being out to their direct manager. This suggests that the majority still cover or downplay who they are to some extent.
The everyday toll of self-censorship
Why aren't more employees out at work? There are many reasons why employees may not be out at work — and visibility should never be assumed or expected. Sometimes, it's personal preference, and quite often, it's not feeling safe enough. According to a 2023 Human Rights Campaign study, 40% of LGBTQ+ workers have hidden their identity on the job because they worry about stigma or even violence.
They may have heard co-workers make homophobic or transphobic comments, or they’ve seen how LGBTQ+ people are treated elsewhere and fear “it could happen to me.” This constant self-censoring comes at a steep cost. IBM executive Claudia Brind-Woody has described “the cost of thinking twice” – how LGBTQ+ employees in non-inclusive environments are constantly calculating what they can say or do, even in simple conversations.
A casual Monday-morning question like “What did you do this weekend?” turns into an internal crisis if you have to change pronouns or omit your partner’s name.
All that mental math and anxiety is draining. Brind-Woody notes that LGBTQ+ people who aren’t out end up expending tremendous energy hiding their authentic selves, which hurts morale. Team cohesion suffers when colleagues avoid social interactions for fear of outing themselves too, and you can end up feeling isolated. In short, when people can’t be themselves, everyone misses out.
To freedom, made possible by a culture of inclusion
In an inclusive culture, employees don’t need to “code-switch” or live a double life, and the relief can be profound. LGBTQ+ workers often describe a weight being lifted when they can be open at work. They form stronger bonds with colleagues and contribute more creatively once that fear is gone.
The numbers said so too
Data backs this up: one study found 54% of LGBTQ+ employees said that hiding who they are (code-switching) negatively affected their mental health, and 38% said it left them exhausted or burned out. So when companies create safe environments, the benefits can be palpable.
For example, employees who report high psychological safety are far more confident in their career prospects. In one survey, 89% of LGBTQ+ workers who felt safe at work also believed they could advance to senior roles, compared to just 48% of those with low psychological safety. Truly inclusive workplaces also see higher overall engagement and innovation. If people aren’t preoccupied with hiding, they can devote that energy to their work.
How to help LGBTQ+ staff in global teams feels safe
First, explicitly signal support. Encourage leaders and allies to openly respect pronouns and call out any disrespectful behavior. Ensure your HR policies (health benefits, parental leave, etc.) affirm LGBTQ+ employees just as much as others, so no one feels like an exception.
It’s also valuable to provide anonymous channels for reporting harassment or bias, and to take action when issues arise – knowing that the company will respond builds trust.
Education is key here as well
Biases can be unintentional, at least consciously. Regular training can help employees recognize and avoid microaggressions or harmful assumptions (for example, assuming everyone’s spouse is opposite-sex).
Plus, don’t underestimate the power of remote work flexibility in creating safety: LinkedIn’s research found that 78% of LGBTQ+ employees felt less pressure to code-switch when working remotely, and 83% spent less time worrying about their appearance. Remote or hybrid options can give LGBTQ+ staff in hostile areas a measure of control over their environment, allowing them to focus on work without daily fears.
In sum, meet your employees where they are. By creating a climate of trust and respect – one where someone can mention their weekend openly, or share a photo of their partner on their desk without glances – you unlock the full potential of your team and affirm their basic dignity.
Bridge the LGBTQ+ leadership gap
Another aspect of “Pride isn’t one-size-fits-all” is being honest about who currently gets a seat at the table. Globally, LGBTQ+ people remain starkly underrepresented in corporate leadership. This is a reality check for companies that celebrate diversity: look at your org chart and boardroom – do you see openly LGBTQ+ leaders? If not, this isn't uncommon.
The numbers at the top are sobering. As of 2023, only 4 out of the Fortune 500 companies (0.8%) have openly LGBTQ+ CEOs. That means less than 1% of the largest company chiefs are queer, despite the fact that by some estimates, around 7% of the general adult population is LGBTQ+.
Representation on corporate boards is similarly slim. A recent analysis showed fewer than 1% of board seats in Fortune 500 firms are held by out LGBTQ+ individuals – only 45 out of over 5,400 total board seats.
This gap between population and leadership is huge. For context, in the U.S. about 7.6% of adults now identify as LGBTQ+ (and more than one in five Gen Z adults do), yet LGBTQ+ voices are nearly invisible in executive ranks. So, while many companies have made strides in gender diversity in leadership, sexual orientation and gender identity are often left out of the diversity conversation, or sometimes discouraged.
Glass ceilings that aren't acknowledged are still stifling
Representation is a signal of belonging. When no one in leadership is openly LGBTQ+, employees down the ladder may wonder if being out will stall their career. They may lack role models they can relate to who have navigated the path to leadership as a queer person.
In fact, research finds a significant number of LGBTQ+ professionals worry that being out could hurt their promotion chances. In LinkedIn’s survey, 71% felt they’d been passed over for advancement when they weren’t code-switching (i.e. when they were being themselves). If people don’t see anyone like them at the top, they receive the signal (intended or not) that they don’t fully belong in the higher echelons.
Companies should actively work to close this gap
First, support and sponsor LGBTQ+ talent in their growth. This can mean pairing high-potential LGBTQ+ employees with mentors or executive sponsors, offering leadership development programs through an LGBTQ+ lens, and making it safe to self-identify if they wish (confidential self-ID campaigns can help track representation and set goals).
Then make sure that promotion and review processes are as bias-free as you can measure. This can look like checking if queer employees are being pigeonholed in certain roles, or overlooked for client-facing positions because of "unconscious" bias.
Next, signal from the very top that LGBTQ+ inclusion is policy. If you have openly LGBTQ+ execs, celebrate their visibility (with their consent) as it can inspire others. If you currently have none, your straight/cisgender leadership can still step up as visible allies: talk about why inclusion matters to the business, include LGBTQ+ topics in company-wide discussions beyond Pride Month, and engage in sponsorship of community initiatives. When a C-level leader vocally champions LGBTQ+ inclusion, it sets the tone for the whole company. IF your company’s board diversity policy doesn’t mention sexual orientation/gender identity, now is the time to change that. It will take sustained pressure and commitment to improve those representation numbers, especially in the midst of more open pushback.
How to support LGBTQ+ inclusion on a global scale
So what does it actually take to be globally inclusive? It takes genuine effort in policies, education, and everyday practices. Here are some key strategies for companies to make Pride and inclusion efforts an integral part of their workforce strategy:
Implement strong global policies: As mentioned, create a universal anti-discrimination policy that protects LGBTQ+ employees everywhere. This should cover hiring, promotions, benefits, and harassment. Going further, offer equitable benefits – healthcare, parental leave, relocation assistance – that recognize LGBTQ+ employees and their families. Make sure transgender healthcare coverage and transition support are included (94% of top companies offered trans-inclusive health benefits as of 2024, but this figure could have shifted since). These policies set the standard that everyone should be respected and safe at work.
Adapt to local contexts: One-size-fits-all won’t work for Pride celebrations or DEI initiatives. Work with local staff to tailor inclusion efforts in ways that resonate and keep people safe. As an example, in countries where LGBTQ+ topics are taboo or dangerous, an outwardly loud Pride campaign could alienate or even jeopardize employees. Instead, you might hold optional virtual events, like an educational webinar or a story-sharing session that is private to your company.
Provide support behind the scenes. Small gestures like care packages, extra PTO for mental health around stressful times, or anonymous feedback forms for those who can’t voice concerns publicly. At the same time, in more open regions, you can encourage teams to volunteer with LGBTQ+ nonprofits, or celebrate visibly. The key is listening to your LGBTQ+ employees in each locale about what support or recognition they want. Don’t assume, ask. Our inclusion guide advises talking to your team members, because the LGBTQ+ community is not a monolith, and needs will differ.
Bolster LGBTQ+ employee networks and allies: Create safe spaces for connection. This could mean a global Employee Resource Group (ERG) for LGBTQ+ staff and allies, with local chapters or a virtual community across countries. An ERG provides peer support and can advise leadership on inclusion improvements. It also signals to closeted employees that they have an outlet if and when they’re ready.
Involve allies too, a supportive teammate or manager can make a big difference. Provide allyship training and resources. Encouraging allies to visibly show support can help normalize LGBTQ+ inclusion company-wide.
Invest in education and dialogue. Inclusive cultures are learned, not assumed. Schedule regular training on diversity, equity, and inclusion that includes LGBTQ+ topics. Cover unconscious bias, inclusive language, and more . Also, educate employees on the global picture. Many people are unaware that colleagues abroad might face anti-LGBTQ laws. Understanding that contrast can organically build empathy and caution in communications.
A one-off celebration can feels hollow. Keep the conversation going in team meetings or newsletters. Consistency shows that inclusion isn’t just a PR exercise in June. Plus, be wary of only doing customer-facing Pride marketing without internal action – employees will see through that. Any company PR around Pride should align with authentic internal support; otherwise it’s pridewashing.
Lead from the top: Leadership must walk the talk. Executive commitment is vital in driving culture change. Leaders should be visibly engaged in LGBTQ+ inclusion efforts, whether it’s the CEO sending a Pride Month message to staff or executives attending ERG meetings periodically to listen. Leaders can model inclusion by using inclusive language, challenging non-inclusive behavior, and making clear that everyone is held to the values of respect.
Allocate budget and resources to diversity and inclusion programs.This signals seriousness. Remember that actions speak louder than words here. As one example, if you operate in a country that passes anti-LGBTQ legislation, a truly supportive leader will advocate for affected employees (perhaps by offering relocation or publicly standing against the policy if feasible) rather than staying silent. Employees notice these decisions. Leadership bravery on behalf of your team builds trust.
Inclusion is an ongoing effort, especially across cultures and regions. There isn’t a simple checklist that covers every scenario, but the overarching principle is to be proactive, empathetic, and consistent. When more than half of LGBTQ+ professionals say they wish their company did more to support them, it’s a sign that most organizations still have work to do. A truly inclusive global company is one that continuously asks, “Who might we be leaving out?” and then takes action to bring those people in.
Walk the talk with LGBTQ+ equality
Pride isn’t one-size-fits-all because people’s lived experiences aren’t all the same. But with thoughtfulness and commitment, a company can make every LGBTQ+ employee, from one pole to the next (and round again), feel seen and valued. It takes adapting your approach, educating your teams, and backing up your values with concrete policies and support.
That's how you start to create a workplace where employees have the freedom to do their best work, and where they choose to stay and grow, more often. It's likely to boost your recruitment, retention, and even market performance (inclusive companies tend to outperform, thanks to diverse perspectives and loyal talent), too.
Though, creating a workplace where no one feels afraid or unwelcome for being who they are is the end game goal here, any other pluses linked to this are extra nice-to-haves.
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