Understanding Best Practices in LGBTQ+ Inclusion

Look for a non-discrimination policy that explicitly includes sexual orientation and gender identity or expression. 

Ask This: 
- Is sexual orientation and gender identity specifically included in your non-discrimination policy? 
- Where can I find the company’s Equal Employment Opportunity (EEO) statement?
- Are employees informed about the nondiscrimination standards at this company?

Inclusive benefits show that a company supports LGBTQ+ employees and their families equitably. Don’t assume benefits are automatically inclusive, be sure to look for: Equal health benefits for spouses and domestic partners. Family-building benefits for all couples. Transgender-inclusive healthcare. A clear health benefits guide that highlights LGBTQ+ coverage. 

Ask This: 
- Are domestic partners eligible for the same benefits as spouses?
- Does your health plan include gender-affirming care? 
- Do you provide a benefits guide that details LGBTQ+-inclusive services?

Assess whether a company has additional inclusive practices that welcome and affirm LGBTQ+ employees.

Ask this:
- What guidelines do you have in place to support employees transitioning on the job?
- What data is collected about LGBTQ+ folks and how does that data affect the culture at this company? 
- Does your company have an LGBTQ+ ERG group for LGBTQ+ members and allies?

Check if the company walks the talk externally as well as internally. 

Look for:
- LGBTQ+-inclusive recruiting, advertising, or philanthropy.
- Supplier diversity that includes LGBTQ+-owned businesses.
- Donation policies that align with LGBTQ+ values.

Ask This:
- Does the company support or partner with LGBTQ+ organizations?
- Are there inclusive standards for suppliers and donations?

Before you apply, ask yourself: 
- How important is it to be out at work? 
- Do I want to live in a place with strong LGBTQ+ protections? 
- Am I looking for a job that aligns with my identity and values?

Ask yourself these questions to help you decide:
- Do I feel safe and supported sharing this part of myself at work? 
- Is this job or company known for being inclusive and respectful? 
- Am I applying to a workplace where my identity might be valued or even an asset (like LGBTQ+ organizations, youth centers, or advocacy groups)? 
- Will sharing this help explain my background, leadership, or passion for the role? 

You might feel proud to show how your experiences have shaped you—and that’s powerful. But if you don’t feel safe or ready, that’s okay too. 

Look for non-discrimination policies, inclusive language in job postings, LGBTQ+ ERGs, and trans-inclusive benefits. 

Companies understand that recruitment starts long before you’re hired. Look for signs on the company’s career page that may share a company is inclusive. 

Look for phrases like: 
- “All genders welcome” 
- “Equal Opportunity Employer including LGBTQ+ individuals” 
- Benefits that include hormone therapy, transition support, or domestic partner coverage 

Decide if, how, and when to share your sexual orientation, gender identity, and expression. When applying for a job, you get to decide how much of yourself to share— especially when it comes to your identity and how you express it. Some people feel proud and safe sharing parts of who they are in their resume or cover letter. Others may not feel ready, or may worry about how an employer will react. 

There’s no “right” or “wrong” choice—you get to decide what’s best for you.

Include your pronouns on your resume (or email signature) if you’re worried about being misgendered. 

If you’ve done leadership, volunteer, or community work that’s connected to your identity, you can choose to include it like any other experience. 

Examples of inclusive experiences to list: 
- Volunteer, Trans Youth Support Group 
- Peer Educator, Queer & Trans Student Alliance 
- Organizer, Pride Month Events – City Community Center 

Tip: Focus on what you did, not just the group name.

A cover letter is where you tell your story. If your identity connects to your passion, career goals, or leadership experience, it can be powerful to include. 

Example cover letter text:
“As someone who has helped build affirming spaces for queer and trans young people, I understand how important it is for everyone to feel safe, seen, and respected. That’s why I’m excited to apply for this role.” 

Tip: Keep the focus on what you bring to the job—your values, experience, and skills. 

Some applications ask about gender identity or sexual orientation. Here’s what to know: 
- You don’t have to answer if you don’t want to. 
- Look for words like “optional” or “for data purposes only.” 
- These questions are sometimes used to help companies track diversity—but they shouldn’t affect hiring decisions. 

Tip: If the options on the form don’t reflect who you are, it’s okay to skip the question or choose “Prefer not to say.” 

Understanding who you're speaking to—whether it’s a coworker, executive, policymaker, or community member—helps you connect more effectively. 
- Appeal to Reason: Highlight shared goals like workplace productivity, innovation, or employee well-being. For example, explain how inclusive policies improve retention and morale, or how diverse teams drive better business outcomes. 
- Appeal to Emotion: Share personal or observed experiences that humanize the impact of inclusion—or the harm of exclusion. Talk about the joy of being able to bring your full self to work, or the pain of hiding who you are. Emotion builds empathy. 
- Appeal to Authority and Credibility: If you’re respected in your field or have leadership experience, use that credibility to elevate your message. You can also amplify voices by aligning with respected allies or ERG (Employee Resource Group) leaders. 

When speaking to those who may not yet be fully supportive of LGBTQ+ equality, focus on universal values: 
- Dignity and Respect: “We don’t have to be the same to treat each other with dignity. Everyone deserves to feel safe and respected at work.” 
- Fairness and Freedom: “We all want the freedom to be ourselves without fear. That’s not just an LGBTQ+ issue—it’s a human one.” 
- Kindness and Community: “No one should be targeted just for being who they are. We need more compassion and less division.” 

Whether you're speaking to a manager, HR leader, or elected official, be specific about what you want them to do:

In the Workplace:
Ask for inclusive policies, pronoun options in systems, participate in the CEI, or support for Pride events. Tie your request to company values or inclusion goals.

In the Community or with Lawmakers:
Ask for support on specific legislation, or simply for a public statement of support. If they already support LGBTQ+ rights, thank them and encourage them to stay vocal and engaged.

- Employee Resource Groups
Employee Resource Group leaders (and their executive sponsors) know employees’ needs, goals, and the impact of public policy at work and at home. Your insights are invaluable to your employer. Start here.

- HR
HR leaders are intimately aware of and responsible for employees' ability to thrive in the workplace. They will be key stakeholders in demonstrating both the impact and potential benefits to employees of advancing LGBTQ+ equality outside of the workplace.

- DEIB
The teams leading and supporting Diversity, Equity, Inclusion, and Belonging initiatives in the organization should be allies in your efforts. That team should also have a seat at the table for any advocacy discussions, both internal and external.

- Corp. Comms
These teams provide branding, engagement, and brand perception management targeted toward various stakeholder communities. Given the attention of brand engagement with the LGBTQ+ community during Pride and year-round, they are important internal stakeholders.

- Gov. Affairs & Policy Leaders
Your organization's government affairs and policy leaders are responsible for monitoring and advancing policies that benefit the business and its ability to operate and grow, create an optimal environment to recruit and retain talent, and reduce risk. While these leaders are often focused on business-specific issues, broader social issues have a real and measurable impact on the inputs of their analysis. Employees should ensure the company’s government affairs team communicates the organization’s goals, priorities, and outcomes to employees and creates space for dialogue when possible.

- General Counsel
The legal authority for the organization is often at the center of decisions to minimize risk and ensure an optimal environment for the growth and productivity of a business. Ensuring the general counsel understands the risks associated with discrimination and the benefits of pro-equality policies will ensure that risk assessment includes a full picture of harm and benefits.

- The CFO
As the senior advisor responsible for the financial health and growth of the business, ensure the CFO understands the impacts on business operations, the bottom line, and the company's future financial health.

- The CEO
With the CEO and all senior executives, share your personal story and explain how you and your family are impacted—for good or bad. This awareness and buy-in will be critical to securing and sustaining support.