4 Ways to Support LGBTQ+ Employees

In today’s political and economic climate, it’s become all too common to see companies scaling back their commitments to diversity, equity, and inclusion (DEI), even though research shows companies still have a long way to go to fully embrace inclusion and diversity. Funding cuts to DEI programs and employee resource groups (ERGs) are often framed as tough financial decisions — but for LGBTQ+ employees, these cuts can feel like losing a safe space, community, and trust.

At Rocky Mountain Equality, we’ve heard firsthand from LGBTQ+ employees across Colorado who are navigating a workplace landscape that feels increasingly uncertain. But even when budgets are tight or leadership priorities shift, there are still ways companies and leaders can demonstrate that they truly value and support their LGBTQ+ staff.

1. Normalize Inclusive Practices Across Teams

Support doesn’t have to live under a DEI department, it can be embedded in daily operations. These actions are low or no cost, but they send a clear message: LGBTQ+ employees belong here.

●  Add pronouns to email signatures and meeting introductions.

●  Use inclusive language in all internal communications.

●  Provide gender-neutral restrooms.

●  Ensure dress codes are inclusive of gender expression.

●  Offer mentorship programs that provide support and career guidance.

2. Let Employees Lead

Even without formal ERGs, employers can create space for LGBTQ+ voices. Encourage feedback through anonymous surveys, listening sessions, or regular check-ins with HR. When possible, compensate employees for the time and labor they put into culture-shaping, even if it’s with recognition, flexible scheduling, or professional development and mentorship opportunities.

3. Make Policies Public

Having clear anti-discrimination and anti-harassment policies that explicitly include sexual orientation, gender identity, and gender expression is essential, but those policies only matter if they’re visible, accessible, and enforced consistently.

Ensure every employee knows how to report discrimination and that those reports will be taken seriously.

4. Show Up Consistently

It’s easy to celebrate during Pride Month, however, consistent support means showing up year-round, even when it’s not flashy.

●  Acknowledge Trans Day of Visibility or National Coming Out Day.

●  Support staff who want to volunteer or march in community events.●  Offer mental health resources tailored to LGBTQ+ employees.

Holding the Line, Together

The truth is, LGBTQ+ employees are watching how their companies respond in this moment. Backpedaling on DEI isn’t just about money, it’s about core values. When organizations go quiet or disengage, they risk losing the trust of the very people who once believed in their mission.

We understand that not every business has the resources for a full DEI team. Every company does have the responsibility to create a workplace where LGBTQ+ people feel safe, seen, and supported. Holding the line isn’t just about weathering a storm, it’s about building a culture that can stand the test of time.

At Rocky Mountain Equality, we’re here to help businesses navigate this terrain with integrity. If your organization wants to do more or isn’t sure where to start, we’d love to talk.