Write an article about LGBTQ+ people continue to self-censor at work .Organize the content with appropriate headings and subheadings (h1, h2, h3, h4, h5, h6), Retain any existing tags from Only 14% of LGBTQ+ employees dare to discuss their gender identity or sexual orientation with their colleagues. (Envato Elements pic)
PARIS: Despite a growing presence in all business sectors in the last few years, members of this community face persistent challenges that limit their authentic expression in the office.
The month of June, which is Pride Month in many countries, offers an opportunity to take a closer look at these often-little-known realities.
A recent survey of over 1,300 US workers by employment platform Monster, reveals some worrying trends.
The study, carried out in May 2025 ahead of Pride Month, highlighted the growing difficulties LGBTQ+ people face in expressing their identities in the workplace.
The figures speak for themselves. Nearly 42% of employees surveyed say they feel less comfortable than before discussing their gender identity or sexual orientation with colleagues.
This trend is particularly marked among LGBTQ+ employees, only 14% of whom dare to talk openly about these personal aspects at work.
In comparison, 45% of heterosexual or cisgender people – whose gender identity corresponds to the sex assigned at birth – don’t hesitate to refer to their private lives at work, as Inc. magazine explains.
This growing reticence seems to be part of a wider context of tension around issues of diversity and inclusion.
In several countries, particularly in the West, political debates are polarising around these issues, sometimes fuelling resistance in the corporate world.
Campaigns against what is described as “woke” influence in organisations are gaining in visibility, creating a climate of uncertainty for many employees.
Faced with this tense atmosphere, many LGBTQ+ employees adopt what sociologists call “covering,” a strategy of concealing certain aspects of their personality to avoid any risk of discrimination or negative judgment.
Employers must work to create environments where every employee can express themselves authentically without fear of discrimination. (Envato Elements pic)
Businesses still insufficiently prepared
The survey also revealed significant gaps in the support offered by employers.
For example, 57% of those surveyed said that their company did not have any Employee Resource Groups (ERGs) for LGBTQ+ employees.
These structures, which originated in large American companies in the 1970s, before gradually spreading to other countries, bring together employees sharing common characteristics to create spaces for support, exchange and professional development.
Outside the USA, these initiatives can take on different names, but their function remains the same. This lack of dedicated structures often reflects a lack of concrete commitment to inclusion on the part of management.
Furthermore, while half of respondents believe that protection policies relating to gender identity and sexual orientation have remained unchanged in their company, this paradoxically means that the other half have experienced a deterioration in these measures.
Only 2% of respondents reported a strengthening of these protections, a particularly low figure which underlines the extent of the ground still to be covered.
Solutions within reach
The survey also highlighted the complexity of perceptions around these issues.
While 25% of employees want to encourage open discussion of LGBTQ+ identities in the workplace, 50% feel that these topics have no place in the professional environment, according to Inc. This polarisation of opinion complicates the task of companies seeking to develop inclusive policies.
These contrasting results suggest that the road to true inclusion for LGBTQ+ employees remain fraught with pitfalls.
Employers must navigate divergent expectations while creating environments where every employee can express themselves authentically without fear of discrimination.
In light of these findings, experts recommend that companies adopt a proactive approach.
Among practical solutions, training sessions for managers and HR teams are an essential first step in raising awareness of the specific issues facing LGBTQ+ employees and developing inclusive habits.
In particular, these sessions address unconscious biases and provide concrete tools for managing delicate situations.
Management also has a decisive role to play. Companies that clearly demonstrate their commitment to diversity, through their senior management, create a climate of trust that encourages everyone to express themselves.
This approach must be accompanied by a review of internal policies to ensure explicit protections and effective reporting procedures in the event of discrimination.
For while Pride Month celebrates diversity, it also serves as a reminder that the journey to professional equality for LGBTQ+ people is far from complete.
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