Workplace inclusion
People spend a third of their lives at work. It should be a place where everyone can succeed but, this isn’t the case for many people in the LGBTQ+ community.
Ensuring that employees, customers and clients feel valued and respected by organisations is vital, not just for individuals but also for commercial success.
About LGBTQ+ workplace inclusion
Stonewall’s research reveals that LGBTQ+ employees continue to face discrimination at work - almost 40% of LGBTQ+ employees still hide their identity at work and 36% of employees have heard negative or discriminatory remarks about LGBTQ+ colleagues.
Nearly a third of LGBTQ+ employees did not agree they could be themselves at work. A TUC poll found that half of LGBT+ workers have been bullied or harassed at work.
Most organisations recognise that Diversity, Equity and Inclusion (DEI) is fundamental for a productive and successful workplace. How this work takes place in organisations varies, sometimes through Human Resources (HR) or People and Culture Teams; sometimes through Corporate Social Responsibility (CSR) teams. Although public narratives ebb and flow, successful organisations remain committed to inclusive principles, even if the way they talk about and deliver on those principles shifts over time.
Why workplace inclusion matters
Research from Talent Dynamics shows that companies with diverse leadership teams outperform their competitors by a remarkable 36%. Meanwhile, around 83% of consumers say diversity and inclusion are important when choosing products or services.
Inclusion also helps to attract and retain talent, the Deloitte Global 2023 LGBT+ Inclusion at Work report found that more than half of respondents consider a company’s external commitment to LGBTQ+ inclusion when deciding whether to apply, and one-third are actively looking to move to a more LGBTQ+ inclusive employer.
It is not just organisations and individuals that benefit, there is a positive impact on wider society and inclusion can help cities to thrive. Open for Business reports a strong connection between inclusive practices and economic success. They report that LGBTQ+ Inclusive Cities Show a four times stronger Human Capital Performance and and score two times higher for innovation. Yet in 2025, London lost its AAA rating, showing there is still more work to be done.
Public support for workplace inclusion is strong - the latest research from More in Common shows that the majority (56%) think businesses and other institutions should maintain or increase their DEI efforts.
How organisations can improve workplace inclusion
Improving workplace inclusion is a shared responsibility and long-term endeavor.
Through our Proud Employers Programme, we help organisations build cultures where LGBTQ+ people are visible, valued, and empowered to succeed. Together, we drive higher-performing teams and lasting positive change.
We also offer expert training, workshops, and practical resources to help organisations embed inclusion across every level. And our Proud Employers accreditation provides a trusted benchmarking tool to measure progress and celebrate success.
Timeline of key milestones in workplace inclusion
- 2001
Stonewall launched the Diversity Champions programme, now Proud Employers, to support organisations to embed LGBTQ+ inclusion in their workplace.
- 2002
The Adoption and Children Act came into effect and allowed unmarried couples, including LGBTQ+ couples, to apply for joint adoption. This led to more LGBTQ+ inclusive policies in workplaces.
- 2003
The Employment Equality (Sexual Orientation) Regulations came into effect making it illegal to discriminate against lesbians, gay and bi people in the workplace. This is something Stonewall campaigned for.
- 2004
The Gender Recogniton Act came into effect giving trans people a route to legally change their gender, through applying for a Gender Recognition certificate (GRC). This helped people to understand the need for trans inclusion policies in the workplace.
- 2005
Stonewall launches its Corporate Equality Index; later re-named the Workplace Equality Index. The index showcases organisations working to advance LGB rights in the workplace.
Stonewall also launched the LGBTQ+ Leadership Programme which was designed to support LGBTQ+ professionals become leaders and develop their careers. These ran in England, Scotland and Wales.
- 2007
The Government Equalities Department was created, ‘Engendered Penalties Transsexual and Transgender People’s Experience of Inequality and Discrimination’ is published. This provided insights into the discrimination trans people faced in the workplace.
- 2010
The Equality Act 2010 comes into effect. This is one of the most important pieces of equality legislation in the UK and was designed to strengthen protections and equality in workplaces and wider society. The Equality Act introduced nine protected characteristics which made it unlawful to discriminate against someone because of any of them, this included sexual orientation and gender reassignment. This legislation meant that employers could be held legally accountable for discrimination or harassment against people from the LGBTQ+ community.
Within the Equality Act is the Public Sector Equality Duty, this is a legal duty that requires public bodies, and organisations carrying out public functions, to ensures that they consider how their functions will affect people with different protected characteristics.
- 2011
Devolved nations established their own specific duties. Both Wales and Scotland had their own additional duties which impacted workplace inclusion.
Stonewall launched the Global Workplace Equality Index.
- 2014
The Marriage (Same Sex Couples) Act came into effect which legalised same-sex marriage in England and Wales. Scotland also legalised same sex marriage with separate legislation, this helped to introduce workplace policies which were more LGBTQ+ inclusive, such as, parental leave.
Stonewall launched the Global Diversity Champions programme, now the Global Proud Employers programme.
- 2016
The Welsh Government launched a Transgender Action Plan which provided guidance on how employers can advance trans inclusion in the workplace.
- 2017
Stonewall’s trans advisory group published a new report based on a shared vision, of trans people having the right to live openly and without discrimination at work, home and in public. The report called ‘Vision for Change’, included recommendations for how to improve workplaces for trans people.
- 2020
The India Workplace Equality Index (IWEI) was launched by Keshav Suri Foundation, Pride Circle and Stonewall. Modelled on the Workplace Equality Index, the IWEI is a benchmark and reporting tool designed to measure LGBTQ+ inclusion in Indian workplaces.
Northern Ireland legalised same sex marriage which helped to introduce LGBTQ+ inclusive workplace polices in the nation.
- 2022
Stonewall launched our future leaders programme equipping younger LGBTQ+ people with the tools, networks and confidence to grow into leadership positions.
The Scottish Government did a trans policy and guidance review which meant that employers in Scotland began to adopt stronger workplace trans-inclusion policies, including the expectation that all staff will respect their colleagues' names and pronouns.
- 2025
Stonewall launches a reimagined approach to workplace inclusion and renames the Diversity Champions Programme to ‘Proud Employers’. The Workplace Equality Index is rebranded to the Proud Employers Accreditation, a benchmarking and accreditation tool that organisations can use to assess and progress LGBTQ+ inclusion in their workplace.
