In recent years, we’ve seen an increasing number of businesses publicly demonstrating their support for LGBTQIA+ people, both through public campaigns that champion queer and trans narratives and the development of internal business practices, often as part of wider inclusion strategies.
In the current political climate, where LGBTQIA+ rights are contested and under attack, and where a potential economic recession has prevented companies from taking risks, the ability to show that inclusion may actively benefit businesses has been incredibly useful. The data is clear: LGBTQIA+-friendly corporate policies are both more profitable and lead to higher stock market valuations.
But LGBTQIA+ rights to equality at work have only been enshrined in law in recent years. For example, it was only in 2020 that the US Supreme Court ruled that discriminating against LGBTQIA+ people on the grounds of their gender or sexuality is illegal. That was also the same year that the landmark Jaguar vs Taylor case ruled that non-binary people could be protected from employment discrimination in the UK. And yet, it's important to note that many regions elsewhere still have further to go to protect the legal rights of queer people.