What LGBTQ+ Inclusive Employers Are Doing Differently in 2026

In 2026, workplace inclusion for LGBTQ+ people is still a priority for many organisations, but the way employers approach it has matured. Today’s inclusive employers go well beyond rainbow logos and diversity statements. They focus on embedding inclusion into everyday practices and structures.

One of the first things inclusive employers do is ensure their recruitment materials are welcoming. This includes job adverts written in clear, gender neutral language and application forms that ask only for information relevant to the role. Some organisations also include voluntary pronoun options or space for candidates to self-describe in ways that feel safe and respectful.

Inclusive recruitment training for hiring managers is also more widespread. This training helps ensure interview panels understand bias and how it can unintentionally influence decisions. Employers are encouraging panels to ask consistent questions and assess candidates against agreed criteria rather than impressions or familiarity.

Supportive workplace policies are another hallmark of inclusive employers. This goes beyond offering equality in pay and benefits to include specific protections, for example explicit protections against discrimination based on gender identity or sexual orientation. Enhanced trans inclusive healthcare benefits and clear processes for requesting adjustments are increasingly common.

Open and visible allyship is also part of the picture. In many organisations, there are staff networks for LGBTQ+ employees and allies, regular awareness events, mentoring programmes and leadership engagement. These activities create community and also signal to employees that inclusion is taken seriously at all levels.

Finally, inclusive employers measure inclusion and act on what they find. This might involve annual staff surveys with identity questions that inform planning or reviewing who gets promoted and who gets support. Data without action is not enough, so responses are designed to be tangible and transparent.

Ultimately, inclusive employers recognise that inclusion is more than a policy. It is a consistent effort to understand and support people as individuals, and to build structures that allow all employees to succeed.