Pride Month: How Inclusive Leaders Can Support The LGBTQ+ Workforce

Editor's Note: LGBTQ+ Inclusive Leadership in the Workplace (June 2026)

Pride Month 2026 arrives at a moment when inclusive leaders are being asked to do more than acknowledge — they are being asked to act with intention and consistency, even as the external environment grows more complex.

The workforce context matters. According to Gallup, 9.3% of U.S. adults identified as LGBTQ+ in 2024 — a figure that has grown steadily over the past decade, with the highest concentrations among younger generations. These are your employees, your managers, and your future leaders. A Pew Research Center survey conducted in January 2025 found that while 96% of LGBTQ adults have come out to at least one person, 25% of those who are employed have not come out to any co-worker. That gap matters for leaders: when people cannot bring their full selves to work, the psychological safety required for trust, creativity, and high performance is compromised.

Fostering psychological safety is not a soft skill. It is a leadership practice with measurable consequences for retention, engagement, and team effectiveness. Creating an environment where LGBTQ+ employees — and all employees — feel seen, respected, and free from fear of judgment is one of the most direct levers a leader has.

The online environment is also part of the picture. GLAAD's 2026 Social Media Safety Index documents ongoing failures by major platforms to protect LGBTQ users from harassment and disinformation. What employees experience online does not stay online — it shapes how safe they feel at work and how visible they are willing to be. Inclusive leaders who understand this dynamic are better equipped to support their teams.

The resources and frameworks in this article — originally published in Forbes in June 2025 — remain relevant today. One note: the original article references the "Human Rights Foundation" in its resource list; the organization intended is the Human Rights Campaign, which is the correct name of the leading LGBTQ+ civil rights organization tracking workplace inclusion policies. That correction is noted here for accuracy.

Our leadership is what bridges the gap between policy and people.

This article was originally published in Forbes in June 2025.

Pride Month, observed in June, focuses on acknowledging, celebrating, and supporting the progress and challenges faced by the LGBTQ+ community. 2025 launches without the usual presidential proclamation but instead with a theme of courage and resilience, dubbed "These Colors Don't Run" by the Human Rights Campaign. The slogan pays homage to the courage shown during the Stonewall Riots in 1969, a pivotal milestone in the recognition of gay rights. This article will highlight some of the challenges facing the community that impact the workplace and the role of the inclusive leader. Additionally, I will outline available resources that inclusive leaders can leverage to bolster and weather the ongoing diversity and inclusion storms.

Current Challenges For LGBTQ+ Communities

Gallup research cites that in 2025, 9.3% of adults in the United States identify as LGBTQ+. Additionally, Generation Z and Millennials have a higher concentration of those who identify as LGBTQ+. These are important facts for inclusive leaders to keep in mind as they continue their commitments to lead inclusively in the workplace.

Under Donald Trump's leadership, there are increased actions (i.e., firing prominent transgender leaders, modification of healthcare support for transgender people, etc.) impacting the LGBTQ+ community. Executive Order 14168, 'Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government issued in January 2025, focused on restricting gender identification to male/female is a contradiction to the expansion of the LGBTQ+ community to create more inclusion in this area. It took some time to build awareness around pronoun usage, for example. These times may adjust the education offerings available to build cultural competencies.

Pride Month Support for Inclusive Leaders

Tap Into Available Resources:

Stay informed about the latest developments and key issues affecting the LGBTQ+ community. Credible facts are available through various sources.

1. The Human Rights Foundation protects over 24 million workers and provides reports on insights into inclusive policies and practices for the LGBTQ community.

2. The Inclusion Allies Coalition offers webinars on topics including gender.

3. The Trevor Project provides education and advocacy resources on LGBTQ+-related issues.

4. The American Civil Liberties Union provides education on LGBTQ rights.

Reimagine Support:

Inclusive Leaders Must Determine What Support Looks Like in 2025. Is it enrolling in continuing education, showing up to advocate for legislation and funding, and allyship to support the community? Inclusive Leaders can get creative with education consumption. Remember, education comes in various forms. Recently, on an American Airlines flight, I noticed content integrated to make it easy to learn more about LGBTQ+ communities.

As Pride Month comes to a close, let's remember how much can change in a year. More than June is needed to support LGBTQ+ communities. Our leadership is critical to maintaining an inclusive workplace in the long term.

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Simone E. Morris is the founder and CEO of Simone Morris Enterprises, a WBENC-certified inclusive leadership consultancy, and the founder of the Inclusive Leadership Impact Awards. She partners with organizations across financial services, healthcare, and pharmaceutical industries — as well as mission-driven nonprofits — who prioritize authentic inclusive leadership excellence.

📅 Interested in exploring how we can support your organization's leadership development, facilitation, or speaking needs? Book a complimentary strategy conversation at callwithsimone.com.

Note: The ideas, insights, and experiences in this article are my own. AI was used as an editorial tool to help organize and refine the content.