allyship is more than words — it’s action.
providing authentic LGBTQI+ support is more important than ever in a politically charged landscape
LGBTQI+ rights are rapidly evolving amid a mix of progress and pushback in a politically charged landscape. In regions globally, workplace discrimination and exclusion remain significant challenges for many workers who identify as LGBTQI+. These changes make it increasingly difficult for individuals to feel safe, welcome and valued at work. Many companies may be less vocal about their values and support, too.
What’s more, the backlash against LGBTQI+ rights is real and substantial, with broad implications. In the U.S., discussions about repealing marriage equality and implementing restrictive legislation on transgender rights illustrate the hostility some individuals face. Companies supporting Pride Month and LGBTQI+ initiatives have also encountered significant resistance. Major retailers have had to make Pride displays less prominent due to customer threats and confrontational behavior, making it increasingly challenging for brands to balance support for LGBTQI+ rights.
These socio-political trends may be surprising for those who have followed the Pride movement. In the past three decades, there have been remarkable milestones, including banning workplace discrimination based on sexual orientation. But when it comes to workplace inclusivity, we’re only halfway there.
According to Randstad’s new global Workmonitor Pulse survey of 2,000 LGBTQI+ workers in seven countries, 51% of workers believe that their employers have taken meaningful action to create an equitable environment for LGBTQI+ individuals, and 49% now feel comfortable discussing their sexuality or gender identity at work.
As these polarized perspectives affect individual lives and broader societal norms and values — and when just half of LGBTQI+ individuals feel like they can bring their whole selves to the workplace — there is still much to be done to ensure every employee feels a sense of trust, respect and belonging.
Today more than ever, supporting LGBTQI+ rights goes far beyond Pride Month — and allyship is essential to the well-being of your workforce.
allyship fosters equity and inclusion
Allyship is seen in an organization’s attitudes and actions that counter negative trends and foster a sense of security and belonging for LGBTQI+ employees. It encompasses behaviors, systems and processes that show support for LGBTQI+ rights — and all diversity, equity and inclusion (DEI) initiatives — creating a culture of inclusion where employees feel they can be their authentic selves. From policies to ensure fair treatment and equal opportunities, to visible support for LGBTQI+ causes and communities, allyship challenges societal prejudices and fosters broader acceptance, helping people feel safe, welcome and supported in the workplace.
The benefits of allyship are abundant for your workforce. For instance, effective allyship is crucial for combating isolation. According to McKinsey, more than half of gay, lesbian and nonbinary employees feel like the "only one" of their orientation or gender identity at work. When 45% of LGBTQI+ workers are cautious about discussing their personal lives, and nearly one-third report facing microaggressions, effective allyship can significantly reduce these feelings of exclusion.
Notably, microaggressions can impact not only those who identify as LGBTQI+ but also those who support LGBTQI+ rights, have LGBTQI+ family members or friends, and anyone seeking an inclusive workplace. Promoting allyship creates a supportive and inclusive environment for all employees.
Additionally, diversity in the workplace reassures individuals they won't face discrimination, which encourages employees to stay and candidates to apply, increasing talent retention and attraction. Amid political and social regression of LGBTQI+ rights, steadfast support from employers is critical — and authenticity is essential.
tokenism erodes trust
Allyship is far more than words — it’s action. True allyship is revealed through investments in supporting diverse populations, not simply posting a rainbow logo for Pride Month. Genuine workplace allyship involves creating safe and inclusive spaces for diverse talent, requiring ongoing commitment and substantive efforts. Notably, 58% of LGBTQI+ employees believe their employers are responsible for taking action to protect their rights in the workplace.
According to research from Harvard Business Review, authentic allyship involves continuous learning, listening to LGBTQI+ experiences and advocating for systemic changes that promote equity. Without authenticity, organizations risk losing trust and respect. That’s why tokenism, or symbolic gestures without meaningful action, is a significant concern.
Tokenism often exacerbates feelings of isolation and marginalization among LGBTQI+ employees without addressing the root causes of discrimination. This practice undermines trust and authenticity within the workplace, leading to disengagement and resentment.
For instance, 44% of millennials perceive their employer’s contributions to LGBTQI+ initiatives as tokenistic, harming employee morale and the company’s reputation. Additionally, tokenism overlooks real issues like microaggressions, which nearly one-third of LGBTQI+ employees report experiencing, particularly LGBTQI+ women and transgender employees.
To avoid tokenism, companies should implement meaningful policies, promote authentic allyship and show visible and consistent support for LGBTQI+ employees.
5 strategies for putting authentic allyship into action
By cultivating a workplace where all employees feel valued and included, you can enhance satisfaction and drive organizational success while showing visible and consistent support. Here are examples of policies and actions your organization can take to support LGBTQI+ talent.
1. Empower employee voices and provide visible support.
-
Ground initiatives in tangible experiences of employees, such as business resource groups (BRGs), to support and enhance workplace inclusivity.
-
Demonstrate commitment to LGBTQI+ inclusion by participating in Pride events, sponsoring LGBTQI+ charities and flying the Pride flag at the workplace year-round, not just during Pride Month.
-
Represent LGBTQI+ individuals in company materials, advertisements and leadership positions to foster inclusion and visibility.
2. Provide leaders and employees with education and training to foster respect and empathy.
-
Educate leaders and employees on LGBTQI+ identities, terminology and issues to reduce bias.
-
Promote the use of inclusive language that respects gender identity and expression.
-
Recognize and respect the experience and expertise of LGBTQI+ workers and avoid defining individuals solely by their gender or sexual orientation.
3. Commit to policies that cultivate inclusion, promote fairness and mitigate unconscious bias.
-
Ensure health insurance plans offer coverage for LGBTQI+ needs, including domestic partner benefits and transgender healthcare.
-
Prioritize equitable performance management and career opportunities by implementing fair assessment practices, regular pay equity audits and visible internal mobility structures to identify and mitigate unconscious bias.
-
Update anti-discrimination policies to include sexual orientation and gender identity and develop protocols for addressing harassment, discrimination or microaggressions to ensure safe reporting.
-
Provide gender-neutral bathrooms and locker rooms to accommodate all employees comfortably.
4. Take conscious steps to avoid tokenism and prevent isolation.
-
Foster authentic connections, encourage open dialogue and advocate for systemic changes to help LGBTQI+ employees bring their whole selves to work, enhancing their well-being and engagement.
-
Welcome and share the stories of LGBTQI+ role models within the organization to reduce feelings of isolation, recognizing that more than half of gay, lesbian and nonbinary employees feel like the "only one" of their orientation or gender identity at work.
-
Create an environment where LGBTQI+ employees feel safe and valued to prevent exacerbating feelings of isolation and marginalization among LGBTQI+ employees.
-
Avoid superficial or symbolic efforts that fail to implement meaningful changes.
5. Continuously take action and have humility.
-
Regularly reflect on and assess the impact of your actions to ensure they contribute positively to the well-being of LGBTQI+ individuals.
-
Combat anti-LGBTQI+ discrimination in all contexts and engage in continuous learning to better understand and support the community.
-
Speak out against discriminatory comments and policies and advocate for meaningful systemic changes.
-
Focus discussions on LGBTQI+ issues around the community's needs rather than personal motives.
create intentional allyship in the workplace
Investing in a culture of equity and inclusion isn't just a matter of moral, ethical and social responsibility — it's a strategic business imperative that drives innovation, talent attraction and better business performance. Creating an inclusive culture and embracing DEI as an integral part of every business decision enhances employee satisfaction, fuels innovation and unlocks new market opportunities.
In a complex landscape, fostering inclusive workplaces and genuine advocacy for LGBTQI+ rights is crucial. Allyship is more critical than ever, and employers play a vital role. While companies often support the LGBTQI+ community during Pride Month, true allyship is reflected by continuous internal and external commitments and practices.
Prioritizing allyship sends a strong message of commitment to an inclusive and equitable workplace. By taking intentional steps towards genuine allyship, employers can create a culture of inclusion that benefits all employees, driving engagement, innovation and loyalty. This holistic approach ensures all DEI initiatives are effective and meaningful, fostering a workplace where everyone feels valued and supported.