HR Alert: Inclusion Isn’t a Trend – It’s Smart Business

Every June, we see rainbows appear on company logos and social media feeds. But if we’re honest, Pride Month shouldn’t just be a marketing campaign or a once-a-year event. For companies that are serious about growth, retention, and compliance, LGBTQIA+ inclusion should be embedded into workplace culture year-round.

This isn’t just about being kind, though that’s reason enough. It’s also about staying compliant with the law and cultivating a workforce where people want to stay and thrive.

Why It Matters in Law and Practice 

Federal Law – Title VII of the Civil Rights Act of 1964 prohibits employment discrimination “because of sex.” In 2020, the U.S. Supreme Court in Bostock v. Clayton County confirmed that this includes discrimination based on sexual orientation and gender identity. We’ve seen some administrative rollback this year from the Trump Administration and executive agencies, but Title VII remains the law of the land.

New York State Law – The Human Rights Law goes further. It explicitly protects individuals from discrimination based on sexual orientation, gender identity, and gender expression—not only in hiring and firing, but also in compensation, promotion, workplace policies, and harassment. So New York employers must remain mindful of their obligations. New York employers must treat LGBTQ+ employees with the same dignity, respect, and fairness as anyone else.

Here’s the clincher – doing so isn’t just about avoiding legal trouble. It’s about building a company people are proud to work for. With workplaces struggling under the challeging of retaining good workers, encouraging loyalty is more important today than ever before.

The Business Case for Inclusion

Employees who feel safe and valued bring more to the table. They stay longer, perform better, and become ambassadors for your brand.

If your workplace culture makes LGBTQ+ workers feel like outsiders, you’re risking not only legal claims but also high turnover, poor morale, and damage to your employer reputation.

Practice Pointers for Compliance & Culture

1. Update Your Policies

   • Make sure your employee handbook includes clear non-discrimination and anti-harassment policies that name sexual orientation, gender identity, and gender expression.

   • Revisit dress codes and grooming policies. Always ensure they’re gender-neutral.

2. Train Your Team

   • Conduct respectful workplace training that includes LGBTQ+ issues. Don’t assume everyone just knows how to behave.

   • Teach managers how to handle complaints appropriately and how to support inclusion among their team members.

3. Review Benefits

   • Ensure healthcare benefits cover LGBTQ+ employees and their families in the same way they cover any other family.

   • Be proactive about inclusivity in leave policies, especially for non-biological parents or for gender-affirming medical care.

4. Respect Pronouns & Names

   • Implement systems to allow employees to self-identify their name and pronouns, even if they haven’t legally changed them.

   • Model this behavior at the leadership level. Yes, it can take a little time to feel comfortable doing this. But it’s worth it.

5. Handle Harassment Swiftly

   • Don’t downplay jokes or offhand comments. Take complaints seriously and act quickly and consistently.

   • Make sure employees know how to report and trust the process.

6. Celebrate—but Stay Authentic

   • Visibility matters, especially for marginalized communities. Celebrate Pride Month, but don’t stop there.

   • Support local LGBTQ+ organizations, host learning opportunities, and amplify LGBTQ+ voices in leadership and recruitment.

   • At our law firm, for example, we wrote an article for the local bar association news magazine on how lawyers can use their ethics to become effective allies.
7. Don’t Assume. Ask & Listen

• • Inclusion isn’t about checking boxes—it’s about ongoing learning. Create safe channels for employees to share feedback.

  • Use anonymous surveys or listening sessions to understand what your LGBTQ+ employees actually experience.

Final Thoughts

You don’t have to be perfect. You just have to care enough to try. Inclusion isn’t a side project. It’s a leadership practice.

If your workplace isn’t fully inclusive yet, that doesn’t mean you’ve failed. It means there’s opportunity.

This Pride Month – and every month – commit to being better. Your employees, your bottom line, and your reputation will thank you.

If you have questions or could benefit from some guidance or coaching, let us know. We’d love to help.