LGBT+ HISTORY MONTH: Why Employers Should Take Notice
LGBT+ History Month: Why Employers Should Take Notice
February marks the start of LGBT+ History Month in the UK, a time dedicated to celebrating the contributions of lesbian, gay, bisexual, and transgender people throughout history, while also raising awareness of the challenges that remain in achieving full equality. For employers, this is an important opportunity to reflect on their obligations to LGBT+ employees, foster inclusivity, and demonstrate a commitment to workplace diversity.
What Is LGBT+ History Month?
LGBT+ History Month is an annual event held each February to promote equality and diversity. Launched in 2005 by the charity Schools OUT UK, it provides a platform to educate people about LGBT+ history, highlight past and present struggles, and celebrate progress in rights and representation. Each year has a theme, with 2025 focusing on‘Medicine – #UnderTheScope’, recognising the contributions of LGBT+ individuals in medical fields and exploring health inequalities faced by the community.
For businesses, it is a chance to engage with these themes, support LGBT+ employees, and promote a workplace culture that values inclusion.
Employer Obligations to LGBT+ Employees
Under UK law, employers have clear legal responsibilities to ensure fair treatment of LGBT+ employees. These obligations include:
1. Protection from Discrimination
The Equality Act 2010 protects employees from discrimination, harassment, and victimisation based on ‘protected characteristics,’ including sexual orientation and gender reassignment. Employers must ensure that workplace policies, recruitment practices, and promotion opportunities do not disadvantage LGBT+ employees.
2. Addressing Workplace Harassment and Bullying
LGBT+ employees can be disproportionately affected by workplace harassment. Employers are legally responsible for preventing and addressing discriminatory behaviour. This includes having robust policies, providing training, and ensuring a supportive reporting process.
3. Inclusive Policies and Benefits
Employers should review their policies to ensure they reflect the needs of LGBT+ employees. This may include inclusive parental leave policies, healthcare benefits that cover transgender medical needs, and equal opportunities for career progression.
4. Supporting Gender Identity and Transition
Transgender employees have the right to privacy, confidentiality, and a workplace free from harassment and bullying. Employers are responsible for creating trans-inclusive policies, providing training, and supporting transitioning employees.
Why Employers Should Mark LGBT+ History Month
Taking active steps to recognise LGBT+ History Month is not just a positive gesture, it brings tangible benefits to employers and their teams.
1. Fostering an Inclusive Workplace
A workplace that openly celebrates LGBT+ inclusion is one where employees feel valued and respected. A better culture can result in higher engagement, increased productivity, and lower staff turnover.
2. Strengthening Employer Brand and Reputation
Companies that are visibly supportive of LGBT+ rights attract diverse talent and appeal to clients and customers who prioritise ethical business practices. Demonstrating inclusivity can also enhance a business’s standing in workplace equality indices, such as Stonewall’s Workplace Equality Index.
3. Enhancing Employee Wellbeing and Performance
When employees can be their authentic selves at work, they are more likely to thrive. A culture of acceptance and support is important to reduces stress, improve mental health, and drive better workplace collaboration.
4. Meeting ESG and DEI Commitments
Diversity, Equity, and Inclusion (DEI) initiatives are key components of many organisations’ Environmental, Social, and Governance (ESG) strategies. Actively participating in LGBT+ History Month reinforces a business’s commitment to social responsibility and aligns with wider corporate values.
How Employers Can Get Involved
Employers looking to engage with LGBT+ History Month can take several steps to make a meaningful impact:
Raise Awareness: Share educational resources, invite guest speakers, or hold panel discussions on LGBT+ history and workplace inclusion.
Review Policies: Conduct an audit of workplace policies to ensure they are LGBT+ inclusive and meet legal obligations.
Support Employee Networks: Encourage and support LGBT+ employee networks to provide peer support and advocacy.
Celebrate LGBT+ Voices: Use internal and external communications to amplify LGBT+ voices and highlight their contributions.
Fundraise and Partner: Support LGBT+ charities through fundraising efforts or partnerships that demonstrate tangible commitment.
Final Thoughts
LGBT+ History Month is more than a celebration; it is a call to action for employers to assess their commitment to equality and create workplaces where everyone feels safe and valued. By engaging meaningfully with this month, employers not only comply with legal obligations but also cultivate a culture of respect, belonging, and success.
How is your organisation marking LGBT+ History Month this year? Let us know!