Confronting LGBTQ+ Discrimination in the Workplace

Legal victories for LGBTQ+ rights, such as the 2020 U.S. Supreme Court ruling in Bostock v. Clayton County, have provided essential protections against employment discrimination. But behind these policy milestones lies a more sobering reality—many LGBTQ+ workers still face significant barriers to equality, safety, and inclusion on the job.

A comprehensive 2024 study by the Williams Institute at UCLA School of Law reveals just how deeply entrenched these challenges remain. Based on a national survey of 1,902 LGBTQ+ employees, the report uncovers systemic issues, from workplace harassment to forced concealment of identity, especially among transgender people, nonbinary individuals, and people of color.

Discrimination Still Runs Deep

The report paints a stark picture:

• 47% of LGBTQ+ employees have experienced some form of workplace discrimination or harassment due to their sexual orientation or gender identity at some point in their careers.

• 17% reported facing such treatment within just the past year.

• 1 in 3 respondents—33%—said they left a job because of mistreatment related to their LGBTQ+ identity.

These aren't isolated incidents. They reflect persistent patterns of exclusion, intolerance, and failure by many organizations to create safe, affirming environments for LGBTQ+ employees.

When Identity Shapes Risk: Disparities Within the LGBTQ+ Community

Not all LGBTQ+ individuals experience discrimination equally.

• Transgender and Nonbinary (TNB) workers are especially vulnerable. A staggering 55% reported workplace discrimination, compared to 31% of their cisgender LGBQ peers.

• LGBTQ+ employees of color also face intersecting forms of bias. 42% experienced discrimination, while that figure was 27% among white LGBTQ+ employees.

These disparities reveal how race, gender identity, and sexual orientation compound to shape how individuals experience workplace inequality. It’s not just about being LGBTQ+—it’s about where that identity intersects with other marginalized statuses.

Being 'Out' Can Mean Being Targeted

Disclosure in the workplace is a double-edged sword.

• 46% of LGBTQ+ employees are not out to their current supervisor.

• 21% have not come out to any coworkers.

• Those who are out? They report three times more discrimination (39% vs. 12%) and more than double the harassment (42% vs. 17%) than those who are not.

The message is clear: being open about one’s identity can come at a cost. It may mean greater authenticity, but also increased exposure to bias.

Emotional Labor and Coping Strategies

To survive in unwelcoming environments, many LGBTQ+ workers adapt in painful ways:

• 58% reported concealing aspects of their identity—changing how they speak, dress, or interact—to avoid discrimination.

• 72% have heard negative remarks, slurs, or jokes about LGBTQ+ people in their workplaces.

This kind of atmosphere leads to chronic stress, lower job satisfaction, and high turnover. Employees should be focused on thriving, not merely surviving.

Steps Toward True Inclusion

But the findings are sobering, with a road map to change. Employers who are serious about promoting LGBTQ+ inclusion need to stop with the platitudes and start taking meaningful action:

1. Implement and Enforce Clean Policies Against Discrimination

Make it clear that discrimination based on sexual orientation and gender identity will not be acceptable. Policies are meaningless without accountability.

2. Provide Consistent, Informed DEI Training

The best way to make sure your team knows what it’s supposed to do is by sharing clear information.

Train all staff at all levels how to address unconscious bias, inclusive language, the role of an ally, and the unique obstacles to success the LGBTQ+ community experiences.

3. Establish Safe Spaces and Networks of Support

Employee Resource Groups (ERGs) and those confidential reporting channels you have can offer community and safety.

4. Offer Inclusive Benefits

This encompasses healthcare for same-sex partners, gender-affirming medical care, and mental health care that factors in the unique needs of LGBTQ+ patients.

5. Foster a Culture of Respect

Promote proper pronouns, inclusive language, and regular check-ins to help spur a culture where all LGBTQ+ voices are heard and respected.

From Policy to Practice

Strong legal protections are necessary — but they’re not the finish line. True inclusion is working to build a culture where all LGBTQ+ team member can show up authentically and do their best work, without fear.

Employers not only have a moral obligation but also a business imperative to create their workplaces safer and more equitable and inclusive. Nobody should have to choose between their identity and their livelihood.