As we step into 2025, we are reminded once again of the dynamic and ever-changing landscape of Inclusion and Belonging. Recently, we have seen some high-profile companies and organisations, particularly in North America, scaling back their public commitment to these vital efforts. This has understandably raised questions from amongst our members. I would like to take this opportunity to offer a thoughtful response to these concerns, and to reassure you of our continued dedication to the values that unite us.
The Resilience of Our Community
Despite the turbulence we currently face, our community of LGBTIQ+ people and their allies remains steadfast. The organisations that continue to stand alongside us understand that fostering inclusion and belonging is not just the right thing to do—it is essential for long-term success. Creating environments where everyone feels they belong leads to higher engagement, greater productivity, better teamwork, and stronger innovation. The evidence is clear: inclusive workplaces perform better, and employees who feel included are more likely to thrive. This directly contributes to the bottom line of organisations!
Challenges Ahead, But Opportunities Too
It is true that some companies, organisations and the public sector, primarily in the United States, have recently reduced the visibility of their inclusion efforts. This is often due to political, legal challenges or societal pressure. However, the situation in Europe and other regions of the world is different. Strong regulatory frameworks in Europe continue to promote transparency in inclusion practices and many companies there continue to make substantial progress in this area. And, in Asia, Inclusion and Belonging is actually thriving and continuing to make substantial gains. So, while some organisations may face regional challenges, the core of their work in promoting inclusion and belonging and workplace safety around the world remains strong.
The Business Case for Inclusion and Belonging
The evidence for the importance of inclusion is not just moral, but very practical:
- A 2023 Deloitte survey found that 42% of LGBTIQ+ employees experienced non-inclusive behaviours at work, highlighting the need for continued efforts to create inclusive environments.
- Research from Out & Equal shows that LGBTIQ+ employees who conceal their identity at work experience a 15-30% reduction in productivity due to the mental energy spent on hiding who they truly are.
- Workplace discrimination has serious consequences. LGBTIQ+ employees who face bias are 20-30% less likely to perform at their best and are more likely to disengage or leave their roles (HRC Foundation).
These statistics make it clear that a workplace where people feel they belong is not only a healthier environment but one that drives better performance, both for the individual and the organisation.
Leadership in Difficult Times
While the external environment may be evolving, we believe that our community can lead by example. European companies continue to champion Inclusion and Belonging, even in the face of external challenges. Companies like Workplace Pride Members Shell, Microsoft and ING remain at the forefront of this movement, demonstrating that commitment to these values is a long-term strategy that pays dividends in employee satisfaction, retention, and innovation.
A Call to Action
Now, more than ever, it is crucial that we reaffirm our commitment to inclusion and belonging. As we look to the future, I encourage all our members to:
- Maintain a long-term vision. Inclusion and belonging are not short-term trends, but rather fundamental components of a healthy, successful organisation.
- Share your successes. If your organisation is making meaningful progress, let us help you amplify those efforts to inspire others.
- Stay engaged. Reach out to Workplace Pride for resources, insights, and case studies that can support your organisation in navigating these challenges.
- Remember that “Inclusion and Belonging” inherently includes ”Diversity”. Embracing diversity in all its forms, whether it be based on race, ethnicity, gender identity, sexual orientation, ability, or any other aspect of identity, is essential for creating truly inclusive and equitable workplaces
- Protect the vulnerable. In this challenging time, it is particularly important to provide safe working environments to your most marginalised employees such as those in the Trans community. This will be the best signal to others in your organisation that you remain committed to inclusion and belonging.
- Regional Differences. Continue your ongoing inclusion efforts globally while supporting your colleagues in regions experiencing setbacks.
Looking Ahead
While the road ahead may present challenges, it also presents an opportunity for us to prove that inclusion and belonging are not just desirable ideals—they are essential for building a thriving, sustainable future. With this in mind, Workplace Pride will focus this year on ‘Going Beyond Pride’ and engage many non-traditional stakeholders to ensure that inclusion and belonging become the foundation of change in the workplace.
Together, we can continue to drive positive change, create workplaces where everyone and anyone feels they truly belong, and build a more inclusive world for all.
Thank you for your ongoing commitment and support. Let us continue to stand united, now and in the years to come.
Regards
David Pollard
Executive Director
Workplace Pride
#WorkplacePride #BeyondPride #InclusionMatters #LGBTIQBelonging #ResilienceIn2025 #WorkplaceInclusion
