Pride Month: The Business Impact of LGBTQ+ Inclusive Workplaces

How authentic inclusion strengthens company culture, retention, and performance

By Lindsay Johnson

Each June, organizations across the globe raise rainbow flags and update logos to honor Pride Month. However, cultivating a truly inclusive workplace for lesbian, gay, bisexual, transgender, queer, and other gender-diverse (LGBTQ+) employees requires more than symbolic gestures. It demands a sustained commitment to inclusive policies, education, and culture-building that enhances the human experience for everyone in the workplace.

True diversity, equity, and inclusion (DEI) encompasses far more than race or gender. It includes veterans re-entering civilian careers, working parents juggling caregiving and deadlines, and professionals with disabilities navigating inaccessible environments. When executed effectively, DEI becomes a powerful driver of workplace engagement and business performance.

The Organizational Value of LGBTQ+ Inclusion

Inclusive organizations are not only fostering a more equitable environment—they are driving measurable outcomes. A McKinsey & Company report found that companies in the top quartile for ethnic and cultural diversity on executive teams were 36% more likely to outperform on profitability.1 LGBTQ+ inclusion contributes significantly to these results. When employees feel safe, respected, and supported, they are more likely to stay, innovate, and advocate for their employers.

Following a series of LGBTQ+ awareness and education sessions at a national healthcare company facilitated by FitPros, employee engagement scores related to “feeling respected and included” rose by 27%. This was based on internal survey data shared by the client with FitPros post-program. Additionally, the retention rate among LGBTQ+ employees, monitored by the client over the following year, improved by 18% compared to the prior year.

Allyship and Everyday Actions

Allyship is a practice that extends beyond awareness months. Small actions such as using correct pronouns, updating email signatures, and respectfully correcting missteps can create ripples of psychological safety. One participant at a manufacturing firm who attended a FitPros workshop titled "Understanding Pronouns and Gender Identity" shared:

“I never realized how much harm I was doing by avoiding conversations about pronouns. The session gave me confidence to ask respectfully and to correct others when they misstep. That one hour changed how I show up for my coworkers.”

Such testimonials underscore the value of education in shaping workplace culture. These quotes were voluntarily shared by employees through post-session feedback surveys, which are made available by instructors via the comment feature in virtual sessions. Simple behavioral shifts, when multiplied across a workforce, create significant cultural change.

The Power of ERGs and Policy Reform

Employee Resource Groups (ERGs) provide education, community, and advocacy when they are resourced and empowered. At one technology company, the LGBTQ+ ERG collaborated with leadership to:

• Install gender-neutral restrooms

• Expand family benefits to include diverse family structures

• Partner with HR to revise onboarding materials

These initiatives contributed to a measurable increase in LGBTQ+ employee self-identification and a higher sense of belonging.

Policy is another critical lever. Inclusive organizations often implement:

• Clear non-discrimination clauses protecting gender identity and expression

• Healthcare benefits that include gender-affirming care

• Workplace transition guidelines and manager training

These policies not only demonstrate commitment but also reduce barriers for employees navigating personal or identity-related challenges.

DEI as a Broader Human Imperative

While Pride Month provides a valuable opportunity to spotlight LGBTQ+ inclusion, it’s essential to recognize that DEI initiatives must serve a broad spectrum of lived experiences:

• Veterans benefit from skills translation and re-integration support

• Employees with disabilities need accessible technology and spaces

• Working parents value flexibility, parental leave, and caregiving support

• Caregivers, neurodiverse individuals, and people from all socioeconomic backgrounds benefit from tailored resources

As one participant in a Pride Month education session reflected:

“It’s not just about LGBTQ+ education. It’s about creating a place where no one has to shrink themselves to succeed.”

Moving from Celebration to Transformation

For organizations to genuinely support LGBTQ+ employees and broader DEI initiatives, the work must extend beyond branded campaigns or one-off events. Inclusive culture requires leadership buy-in, employee participation, and structural alignment. The return on that investment includes improved retention, enhanced innovation, and a workforce that feels safe and seen.

Inclusion strengthens the human experience at work and, in doing so, strengthens the business itself.

References:

1. McKinsey & Company. (2020). "Diversity wins: How inclusion matters." Retrieved from https://www.mckinsey.com

Recommended Resources:

• Human Rights Campaign Corporate Equality Index: https://www.hrc.org/resources/corporate-equality-index

• Catalyst: "LGBTQ+ Inclusion at Work" report: https://www.catalyst.org/research/lgbtq-inclusion-at-work/

• Harvard Business Review: "Why Inclusive Leaders Are Good for Organizations, and How to Become One"

• Out & Equal Workplace Advocates: https://outandequal.org

Looking for more? Contact a Wellbeing Manager to discuss your organizational wellbeing needs.

---

We provide workplace teams with mindful practices, personal and professional wellbeing growth, fitness instruction, and opportunities for social connection. We aim to inspire the highest potential in people at work, in life, every day, so they can show up healthy and at their best.