How to Build a More Equitable Workplace for LGBTQ+ Employees, According to LinkedIn Survey Data

Scroll through LinkedIn during Pride Month and you’ll likely see posts from LGBTQ+ employees discussing how thankful they are that their company has made them feel comfortable bringing their true selves to work. These stories are inspiring and heartwarming, but they don’t tell a universal story.

New survey research from LinkedIn has found that 71% of LGBTQ+ professionals feel that they’ve been passed over for a promotion or a raise when they weren’t code-switching at work. Code-switching is the practice of adjusting your style of speech, appearance, behavior, or expression to reflect the norms of a dominant group. For LGBTQ+ professionals, this is often necessary to avoid discrimination — and it can be exhausting.

Experiences like these provide some insight into why many LGBTQ+ professionals aren’t ready to come out at work. Half of all LGBTQ+ professionals say they have separate personal and professional profiles on social media (such as X or Instagram) because they think their personal profile wouldn’t be accepted in a professional setting.

Some people may argue that sexuality should be kept out of the workplace and that gender identity “isn’t that serious.” But the reality is that most people signal their identity on a daily basis without thinking about it — whether it’s the clothes they wear, a casual reference to their partner when discussing weekend plans, or family photos displayed on their desk. Gender and sexuality are integral parts of who we are, and feeling pressured to hide those parts of yourself can take an immense psychological toll. 

On the flip side, feeling like you can be yourself can transform your experience at work for the better. LGBTQ+ employees often feel like a weight has been lifted from their shoulders when they can be their true selves, and for many, it helps them build better relationships with their professional community. To help people have this experience, here are some steps your company can take to support your LGBTQ+ employees during Pride Month — and all year round. 

1. Make your stance clear: Employees are welcome to bring their whole selves to work

Employees do their best work when they feel accepted and appreciated, and they have the bandwidth — physically and emotionally — to accomplish all their tasks. But code-switching can exact a serious psychological toll. Some 54% of LGBTQ+ professionals find that code-switching at work has taken a toll on their mental health and 38% say that it makes them feel exhausted and burnt out. 

Yet 74% of LGBTQ+ professionals feel they need to code-switch to avoid being negatively stereotyped, and more than half don’t feel comfortable showing their full identity. They fear being treated differently and that their true identity may provoke hostility from coworkers or managers. 

LGBTQ+ professionals are most likely to code-switch when meeting with managers or leaders (62% of LGBTQ+ professionals say they do this) or asking for a promotion or raise (61%). They also feel compelled to code-switch when interviewing for a new position or interacting with peers. Put together, that adds up to a lot of the time that LGBTQ+ employees are at work. 

It doesn’t have to be this way. Clearly and publicly communicating your company’s stance on LGBTQ+ inclusion is a good first step, letting both employees and the wider community know that your company is a place where people can be themselves. You can demonstrate your commitment to supporting LGBTQ+ professionals on your company’s website and on your LinkedIn Career Page.

But words alone are not enough. To truly support LGBTQ+ employees, companies must walk the walk. The steps outlined below can help you demonstrate genuine commitment to change, and sharing regular updates about what you’re doing will let employees know that progress is being made.

To learn more about turning words into action, check out Janice Gassam Asare’s course Awareness to Action: Level Up as a DEI Change Agent in Your Organization. 

2. Put strong policies in place to promote inclusion and belonging

In some countries, including the United States, formal legislation exists to protect LGBTQ+ employees from termination on the basis of their sexual orientation or gender identity. Despite this, many employees continue to face harassment, discrimination, and bullying from coworkers and managers that push them out the door. 

Feeling like you belong is one of the most important parts of thriving — and reaching your full potential — at work. LinkedIn’s research found, however, that 61% of LGBTQ+ employees have experienced microaggressions — such as off-handed comments that might be offensive or prejudiced — when they don’t code-switch at work. 

Forty-one percent report that they have been excluded from social activities like happy hours and 37% have been excluded from professional activities, such as work assignments, when they don’t code-switch. It can be so challenging that only 35% of LGBTQ+ professionals feel safe bringing their full self to work. 

If you haven’t reviewed your company’s anti-discrimination and anti-harassment policies recently, now is the right time to dust them off and see if they’re as robust and transparent as they could be. It’s also important to ensure that all workers know where they can find this information and what to do if they experience or witness a violation.

Highlighting whether reports can be filed anonymously can make a big difference, as employees may fear inadvertently outing themselves for flagging harassment they’ve experienced. It’s also important to communicate what happens after a report is filed, as this can help employees feel more in control of the situation, encouraging them to speak up. 

To learn more about promoting inclusion and belonging for LGBTQ+ workers, check out Rhodes Perry’s course Understanding and Supporting LGBTQ+ Employees. 

3. Create safe spaces for LGBTQ+ employees, including through remote and hybrid work 

LinkedIn found that nearly 60% of LGBTQ+ professionals have to change their style or appearance to fit in at work and 65% believe hiding their identity helps them advance in their career. One in three LGBTQ+ employees also avoids social outings with coworkers so that they don’t have to code-switch. 

Companies can combat this by revisiting their remote and hybrid work policies. Remote and hybrid options allow LGBTQ+ professionals to bring all their talent to work without as much pressure to code-switch. Our research found that 78% of LGBTQ+ employees feel less of a burden to code-switch when working remotely and 64% say that it is easier to bring their true self to work as a remote employee. Significantly, 83% spent less time worrying about their appearance when working remotely. 

Companies can also establish employee resource groups (ERGs) and formally recognize important dates in the LGBTQ+ calendar, such as Pride Month, international Transgender Day of Visibility (March 31) and the International Day Against Homophobia, Biphobia, and Transphobia (May 17). ERGs and other safe spaces can also help educate other employees about LGBTQ+ issues, though that shouldn’t be their primary aim. 

To learn more about navigating the workplace as an LGBTQ+ professional, check out Dorie Clark’s course Succeeding as an LGBT Professional.

4. Give all employees the resources they need to practice allyship

Education can go a long way toward creating significant cultural change. In some instances, employees may be well intentioned but lack the knowledge to recognize when their words or actions are unintentionally making someone feel unwelcome. Companies can give their workforce the tools they need to be good allies by offering training and other resources designed to promote deeper understanding. 

The good news is that 66% of LGBTQ+ professionals say they have an ally at their workplace. More than half of LGBTQ+ employees believe their colleagues can support them by understanding and respecting their pronouns — so companies have an opportunity to provide resources regarding different pronouns, why they matter, and how to ask about them. This guide from workplace equality nonprofit Out & Equal provides a useful primer on pronouns, and we have a glossary of key gender identity terms to help your team expand its vocabulary. 

LinkedIn also has an option for members to add pronouns to their profiles, helping them express their authentic selves, allowing allies to show support, and normalizing conversation around gender pronouns and identity at work.

Of course, one of the best ways to gain a more nuanced understanding of LGBTQ+ issues is to learn about the lived experiences of the community. But the onus can’t fall on LGBTQ+ employees to educate everyone else. Encourage your team to do the work to educate themselves using the resources you’ve provided, while still providing a platform for LGBTQ+ employees to share their experiences, if or when they feel comfortable. 

To learn more about the importance of allyship, check out Jeannie Gainsburg’s course Sustainable LGBTQ+ Allyship. 

Final thoughts: Create a culture where everyone can thrive

More than half of LGBTQ+ professionals wish their company did more to support the LGBTQ+ community. Stepping up and acknowledging that you need to do more — and then following through with meaningful actions — can help you build a culture where employees are empowered to do their very best work.

This can support your recruitment efforts, drive retention, and strengthen your employer brand. But at the end of the day, creating a workplace where no one feels scared or belittled for being who they are is its own benefit.