Inclusive workplaces do more than support individuals, they power measurable results. In an era of increased social awareness and competition, companies that champion LGBTQ+ workplace inclusion experience stronger performance across every major business metric.
At Out & Equal, this is known as The Business of Belonging™.
The message is clear: when employees know they are safe, valued, and visible, they thrive. And when employees thrive, their organizations succeed.
Attracting and Retaining Exceptional Talent
Recruitment is a critical differentiator in today’s job market. Companies that lead with inclusive values gain a competitive advantage. A Deloitte study found 63% of LGBTQ+ employees consider a diverse workforce influential in their decision to apply, and over half are swayed by visible LGBTQ+ leadership. Additionally, Edelman and GLAAD report that over half of U.S. employees prefer working for companies that actively support LGBTQ+ rights.
Inclusion’s effect on retention tells a similar story. Nearly 1 in 4 LGBTQ+ employees have switched companies to be more open about their identity at work, while nearly 1 in 5 are contemplating leaving due to a lack of inclusion. Nearly 80% of employees say anti-LGBTQ+ laws would affect their decision to relocate for a job.
The implications for employers are clear. Organizations and talent strategies that fail to foster an inclusive workplace risk losing valuable talent to competitors.
Fostering Authenticity and Wellbeing
When individuals can be themselves at work, everyone benefits. According to BCG, 73% of employees who are out at work report the ability to be their authentic selves, compared to just 53% of those who are not out. Authenticity strengthens trust, engagement, and team performance. Conversely, environments that tolerate jokes, microaggressions or silence around identity breed disengagement.
Out & Equal’s Talent on the Move report highlights that 24% of LGBTQ+ professionals regularly hear jokes about their identity at work, a trend that disproportionately affects transgender employees. BCG’s 2024 study reveals the importance of achieving a culture of belonging:
- Burnout rates are cut in half when inclusion improves from the lowest to highest quartile.
- 32% of LGBTQ+ professionals report serious mental health challenges tied to workplace and legislative pressures.
Inclusive companies that offer supportive benefits, accessible employee assistance programs and flexible relocation or remote options set the standard for employee care. Cultivating an atmosphere of physical and emotional safety where LGBTQ+ people are not only welcome, but empowered to thrive—this is transformative allyship.
Strengthening Brand Loyalty and Reputation
Study today’s marketplace and it’s clear: modern consumers are making values-driven purchasing decisions.
- Americans are twice as likely to support brands that publicly back LGBTQ+ rights.
- 59% of U.S. consumers will spend more with brands that champion diverse communities.
- 7 in 10 global consumers say inclusion affects their buying decisions.
- 69% of U.S. consumers, along with majorities in the UK, India, and South Africa, believe it’s vital for companies to actively promote inclusion.
And for Gen Z, the stakes are even higher. One in three would actively reject a brand that fails to show its inclusion record, according to a study by Bain & Company of 4,000 US consumers.
In a crowded marketplace, visible and sustained support for LGBTQ+ inclusion is a competitive advantage and reputation driver. Companies that lead with authenticity and accountability strengthen customer trust and brand loyalty; these will be the brands that succeed. Because consumers aren’t just buying products, they’re buying into values.
Fueling Innovation and Creativity
Workplaces that include a range of perspectives generate sharper ideas and superior outcomes. A study published in the International Journal of Multidisciplinary Trends found marketing campaigns created by diverse teams scored 45% higher for creativity. In fact, the originality of campaigns is directly tied to the diversity of the teams behind them.
Teams that reflect the diversity of their customer base are better positioned to understand consumer needs, adapt quickly, and create impactful solutions.
Boosting Financial Outcomes
According to Open For Business, embracing inclusion is a financial advantage, consistently associated with outperforming peers in revenue growth, resilience, and innovation. Companies that lead in LGBTQ+ transparency report profits 2.3 times higher than their less transparent counterparts.
To capitalize on these benefits, organizations should take a strategic approach: embed LGBTQ+ workplace inclusion into their business plans, establish measurable goals, and align executive incentives with culture and equity outcomes. To stay competitive and values-aligned, organizations must move beyond statements and play an active role in public policy.
Inclusion must be positioned not as a standalone initiative, but as a driver of long-term business success across markets, talent, and customer engagement.
Why LGBTQ+ Workplace Inclusion Is a Business Imperative
Future-ready organizations are not built on cultural fit—they’re built on belonging. Foster inclusive environments helps attract and retain top talent, mitigate risk in volatile climates, and enhance both brand relevance and financial performance.
Out & Equal is a trusted partner in helping organizations develop actionable inclusion strategies that yield lasting impact. Whether through advisory services, training, or strategic convenings, we support every step of your journey.
Further Learning and Resources
To explore how inclusive workplaces unlock potential across teams and industries, check out these Out & Equal resources:
- Talent on the Move: Research and stories on how LGBTQ+ professionals navigate mobility, belonging, and the workplace climate.
(This content is available in the Global Hub for Partner organizations) - Experiences of the Lavender Ceiling: Findings on career advancement and visibility for LGBTQ+ employees.
(This content is available in the Global Hub for Partner organizations) - ERG Best Practices Guide: A tactical framework for building inclusive ERGs that drive structural and cultural change
- Allyship in Action: How everyday allyship behaviors improve retention, morale, and business outcomes
- Public Policy and Business Strategy: An exploration of how shifting laws impact your workforce, with guidance about how companies can respond with strategy, clarity, and inclusive leadership.
Partner with Out & Equal
For decades, we’ve helped global companies translate inclusive values into real-world business results. Whether you’re just beginning or aiming to lead the field, our partnership model is built to meet your goals.