As we close out Pride Month, we recognize the diverse identities under the LGBTQ+ umbrella and the many obstacles these groups have overcome over the years to secure important civil rights. We join in celebration, but also acknowledge the work that remains ahead to ensure the safety, equitable treatment, and inclusion of our LGBTQ+ colleagues. 

As anti-LGBTQ legislation continues to be on the rise, active allyship and advocacy are as important as ever. With nearly 500 newly-proposed bills across several state legislatures, this years’ figures already grossly surpass last years’ record-setting numbers. And just this month, in commemoration of Pride Month, the Equality Act was reintroduced for approval for the fifth time since 2015 - a significant piece of legislation that could codify essential federal protections for LGBTQ+ individuals. Although we know that the overwhelming majority of Americans are in favor of non-discrimination and protective legislation for LGBTQ+ individuals, the legal and political climate remains fraught.

Amid this landscape, employers are increasingly expected to take action. Particularly with the growing presence of the more civic-minded generations of Gen Z and Millennials, there is mounting pressure on employers. The LGBTQ+ workforce is also experiencing higher levels of emotional distress, as their sense of acceptance and safety feels under attack. In a recent Indeed survey of LGBTQ+ workers, 65% reported concern about how anti-LGBTQ legislation would affect their employment opportunities. Additionally, according to Deloitte’s 2023 Global LGBT+ Inclusion @ Work survey, 63% of LGBTQ+ workers cite a company’s internal commitment to LGBTQ+ inclusion to be a deciding factor when considering a new employer, with 56% also placing a high value on the organization’s external commitments.  

For organizations operating in regions where anti-LGBTQ bills have been implemented, a variety of additional challenges have cropped up. This ranges from how to ensure coverage of necessary medical benefits, to devising ways to ensure the safety of their LGBTQ+ employees and families, to handling a marked increase in relocation requests. A recent New York Times article cites research conducted by Clark University professor Abbie Goldberg on the impact of Florida’s “Don’t Say Gay'' law. Among parents surveyed, 56% have considered moving out of state and over 16% have already begun the process of moving their families. 

We recently hosted a conversation among our Roundtable members on the related topic of anti-DEI rhetoric. Some of them spoke to this heightened level of concern among their LGBTQ+ workforce, across all regions of the U.S. As one of our members mentioned, it is during these times when organizations need to proactively ramp up their messaging and commitment, including providing more private and anonymous sources of support for those who may feel at risk. It is also critical that organizations reinforce their non-negotiable values around empathy, psychological safety, and civility for all.

To learn how some of our members are supporting their LGBTQ+ workforces, read a recap of a panel discussion with EY and Vertex or review our Safety, Equity, and Community Model for supporting LGBTQ+ employees.