What queer workers are risking just to be themselves

This spring, I sat in on a series of focus groups with LGBTQ+ employees from across the country. We were asking questions that should have had straightforward answers—what makes you feel safe at work? Supported? Like you belong?

One trans woman paused before saying: “The only way to access gender-affirming healthcare through my job was to out myself to HR.” This comment really stuck with me. And she wasn’t the only one.

These sessions were part of the Shine the Light study, a national survey on the experiences of LGBTQ+ job seekers and employees that I helped lead. Now in its second year, the study highlights both progress and backsliding. It’s also personal. I’m nonbinary, and I’ve been the person digging around an organization’s site and staff to figure out if it’s safe to be out during a job interview. I’ve also watched coworkers go quiet when an offhand comment crosses the line.

And I’m not alone. According to this year’s findings, nearly half of trans participants who are not out at work say it’s because they fear retaliation if they do come out. Think about that. In 2025, trans workers still weigh personal safety against authenticity just to get through the workday.

The biggest threat to queer and trans people at work today isn’t outright hostility—it’s fear and silence.

We found that two-thirds of LGBTQ+ workers say they feel supported by their current employer, which sounds promising—until you learn that only 30% said they would feel safe going to leadership if they experienced identity-based discrimination. That gap between the messaging and the reality is where many queer workers live.

And this year, something new: a sharp decline in access to LGBTQ+ employee resource groups (ERGs). Last year, 77% of respondents said their employer had an LGBTQ+ affinity group. This year, just 54% said the same. These groups aren’t just for show—they’re often the only space queer employees have to connect, decompress, and advocate for themselves at work. The decline of these ERGs is a red flag.

Visibility doesn’t guarantee inclusion – a rainbow logo doesn’t fix a culture of silence. It doesn’t help a job seeker know if their pronouns will be respected or if sharing about a gender-affirming surgery could cost them a promotion.

When we asked LGBTQ+ job seekers what they look for before applying, the message was clear: companies that “talk the talk” without policy or cultural follow-through are being left behind while the workforce of LGBTQ+ individuals is rapidly growing. Queer workers want to see:

• Nondiscrimination policies shared up front,
• A published, easy-to-understand LGBTQ+ health benefits guide,
• Representation in leadership,
• Accountability when negative experiences occur, and
• Hiring managers trained to get pronouns right the first time.

None of these fixes are revolutionary. They are basic expectations. However, they require companies to do more than just celebrate Pride month and show up all year.

I’ve read hundreds of comments from queer and trans workers who are tired of feeling like a DEI checkbox or a liability. Who feel like they have to choose between survival and visibility. Who have never once had a manager ask what support looks like for them.

Here’s what the Shine the Light study—and our community—makes clear: we’ve outgrown empty promises at work.

If you’re in a position to hire, lead, or advocate for change at work, the time to act is now. Build systems that make safety and support real at work. Fund the ERGs. Revisit your HR manuals. Above all, ask queer and trans people what they need—and then actually implement it.

Because the future of LGBTQ+ inclusion at work isn’t about being celebrated. It’s about being safe. Being respected. And being able to walk into the office or join a call without wondering if today is the day you’ll need to explain your existence again.

Voices is dedicated to featuring a wide range of inspiring personal stories and impactful opinions from the LGBTQ+ community and its allies. Visit Advocate.com/submit to learn more about submission guidelines. Views expressed in Voices stories are those of the guest writers, columnists, and editors, and do not directly represent the views of The Advocate or our parent company, equalpride.