Top 5 Misconceptions About LGBTQ+ Inclusion
LGBTQ+ inclusion is becoming a priority for more organizations, but many well-meaning leaders still stumble over misconceptions that can undermine their efforts. Even the most progressive workplaces can unintentionally reinforce stereotypes or perpetuate barriers for LGBTQ+ employees when common myths aren’t addressed head-on. Let’s explore five of the most persistent misconceptions about LGBTQ+ inclusion and uncover the truth behind them.
1. Misconception: “We’re Already Inclusive Because We Don’t Discriminate”
Many organizations believe that simply not engaging in overt discrimination is enough to claim LGBTQ+ inclusion. However, being inclusive involves much more than avoiding discrimination. It means actively creating policies, benefits, and a culture that acknowledges and celebrates LGBTQ+ identities. This includes offering gender-affirming healthcare, using inclusive language, and ensuring representation at all levels of the organization. Just as you wouldn’t consider a company “diverse” for merely not discriminating against women, true LGBTQ+ inclusion requires proactive measures to support these employees.
Reality: Inclusion goes beyond non-discrimination; it’s about intentional policies, benefits, and a culture that promotes LGBTQ+ equality and belonging.
2. Misconception: “Our Company Is Inclusive Because We Have an LGBTQ+ ERG”
Employee Resource Groups (ERGs) are an important part of any DEIB strategy, but having an LGBTQ+ ERG is not the same as full inclusion. In fact, some companies lean on their ERGs to “do the work” of creating an inclusive culture, which can lead to burnout and disengagement. While LGBTQ+ ERGs provide critical support and community, organizations must pair these groups with broader institutional commitments, like equitable hiring, inclusive benefits, and leadership training.
Reality: An LGBTQ+ ERG is only one piece of a larger strategy. True inclusion requires sustained organizational commitment and support from every level.
3. Misconception: “We Celebrate Pride Month—That’s Enough”
Many organizations celebrate Pride Month by hosting events, sharing social media posts, and adding rainbow logos. While these gestures can signal support, LGBTQ+ inclusion cannot be limited to one month out of the year. If companies neglect to support LGBTQ+ employees the other eleven months, Pride celebrations can come off as performative rather than genuine. For true impact, inclusion must be embedded year-round through policies, practices, and visible allyship from leadership.
Reality: Celebrating Pride is great, but it’s not a substitute for meaningful, year-round efforts that support LGBTQ+ employees every day.
4. Misconception: “LGBTQ+ Inclusion is Just About Adding Pronouns”
Adding pronouns to email signatures or using inclusive language is a visible step, but it’s only the beginning. Reducing LGBTQ+ inclusion to pronoun usage oversimplifies the challenges LGBTQ+ individuals face, especially for those who experience intersecting forms of discrimination (e.g., LGBTQ+ people of color). True inclusion involves creating environments where people can express their identities safely, without fear of harassment or exclusion. This requires deeper policy changes, training on bias and microaggressions, and leadership’s active role in modeling inclusive behavior.
Reality: Pronouns are important, but focusing solely on them can miss the broader picture of creating a genuinely inclusive environment.
5. Misconception: “LGBTQ+ Inclusion is Only Relevant in ‘Progressive’ Cities”
There’s a misconception that LGBTQ+ inclusion is less important in regions that aren’t known for being progressive. The reality is, LGBTQ+ people live and work everywhere, and need support in every workplace—whether in a small town in the South or a major metropolitan area. In fact, companies in less LGBTQ+ inclusive states may need to work even harder to show their commitment and ensure their LGBTQ+ employees feel safe, valued, and protected.
Reality: LGBTQ+ inclusion is necessary in every region, regardless of the local climate or politics. The need for safe and supportive workplaces is universal.
Final Thoughts: It’s About Commitment, Not Compliance
Addressing these misconceptions is a crucial first step toward building a truly inclusive environment. For organizations committed to LGBTQ+ inclusion, the goal should be more than avoiding missteps; it should be to create a space where all employees feel empowered to bring their full, authentic selves to work. This requires ongoing education, open dialogue, and a willingness to examine and evolve your practices. Because true inclusion isn’t about compliance—it’s about creating a culture of belonging.
If your organization is ready to move beyond misconceptions and build a more inclusive culture, Chase Glenn Consulting can help. Reach out to learn more about how our customized training and strategic support can make LGBTQ+ inclusion a reality for your team.
