An estimated 10 million LGBTQ+ workers are expected to enter the U.S. workforce by 2030. Yet many LGBTQ+ people continue to face challenges related to their sexual orientation or gender identity at work:

• 47% of LGBTQ+ employees have experienced discrimination or harassment at work.‍
• 40% of LGBTQ+ people made specific decisions about where to work to avoid discrimination; this rises to 63% among trans people.‍
• 36% of LGBTQ+ workers are considering leaving their jobs in 2025, up from 21% in 2024.

On the other hand, when LGBTQ+ employees feel supported, employers also benefit:

• 97% of LGBTQ+ employees with positive inclusion experiences plan to stay with their employer for another year, compared to only 38% with a negative experience.
• Inclusive workplaces reduce turnover, saving Fortune 500 companies up to $4.2 million annually.‍
• 72% of LGBTQ+ allies say they are more likely to accept a job at a business that supports LGBTQ+ employees.

How To Bring Pride Into Your Workplace

Ensure your benefits include HIV prevention and care

‍Comprehensive health coverage should include access to HIV prevention tools such as PrEP (pre-exposure prophylaxis) and PEP (post-exposure prophylaxis), medication for treatment and long-term management, and routine testing.

• ‍FREE RESOURCE: National HIV Testing Day Playbook for Employers — Get ready to take action on National HIV Testing Day (June 27)! Use this guide to explore partnership opportunities and to educate employees and customers about the importance of HIV testing and knowing your status.‍

Prioritize LGBTQ+ mental health

LGBTQ+ people face higher rates of anxiety, depression, and discrimination-related stress. Offer access to mental health providers who are trained in culturally competent LGBTQ+ care. Check in with your employees during moments of collective trauma or legislative threats, and actively promote available mental health resources not just during Pride Month, but throughout the year.

Review your policies for LGBTQ+ inclusion

Inclusive benefits signal that all employees and their families are valued. Review your parental leave and fertility benefits to ensure they apply equitably to LGBTQ+ employees, and confirm that your health plans explicitly cover gender-affirming care. These policies are key to creating a workplace where all identities are respected and supported.

Support employee resource groups (ERGs)‍

ERGs create vital spaces for connection, empowerment, and advocacy. Encourage and fund LGBTQ+ ERGs as spaces where employees can build community, find belonging, and educate allies.