Honoring LGBTQ+ History Month and National Coming Out Day: Why Inclusion at Work Still Matters

Each October, we recognize LGBTQ+ History Month - a time to celebrate the legacy, achievements, and ongoing contributions of LGBTQ+ individuals. This month is not only a reflection on the past but also a call to action for workplaces to foster deeper inclusion, visibility, and equity for LGBTQ+ employees.

At the heart of LGBTQ+ History Month is National Coming Out Day on October 11th, a day that underscores the importance of authenticity, visibility, and courage. And for many, especially in professional environments, coming out isn’t a single moment; it’s a continuous decision shaped by safety, culture, and support.

So what does being a member of the LGBTQ community really look like today? And how can organizations move from symbolic support to substantive change?

What is National Coming Out Day?

National Coming Out Day (NCOD) was founded in 1988 to commemorate the first anniversary of the Second National March on Washington for Lesbian and Gay Rights, which took place on October 11, 1987.

The idea behind the day is simple but powerful: visibility matters. Coming out -when safe - is a vital step toward self-empowerment, community building, and social change.

But coming out is not a universal experience. It’s deeply personal, ongoing, and often shaped by external factors like culture, geography, and workplace dynamics. While some may feel free to share their identity, others face significant risk - especially people of color, trans and nonbinary individuals, or those living in unsupportive environments.

LGBTQ+ History Month: Why It Still Matters

LGBTQ+ History Month, established in 1994 by Missouri high school teacher Rodney Wilson, was created to celebrate the achievements of LGBTQ+ people throughout history. It highlights leaders like Marsha P. Johnson, Audre Lorde, Bayard Rustin, Harvey Milk, and countless others whose contributions have too often been erased or overlooked.

It also provides an opportunity to recognize how LGBTQ+ rights have evolved and how far we still have to go, especially in the workplace. Legal protections are inconsistent, and discrimination persists despite performative rainbows and “Pride” campaigns.

For many, the risk of being authentic still outweighs the benefits.

Coming Out at Work: The Ongoing Challenge

While coming out at work can be affirming, it can also be daunting, particularly in organizations that lack psychological safety, visible allyship, or inclusive policies.

Employees may ask themselves:

• Will I be treated differently?

• Will this affect my promotion path?

• Will my team truly support me?
  

Even organizations with LGBTQ+ Employee Resource Groups (ERGs) and DEI initiatives can unintentionally create environments where “diversity” is tolerated but not embraced.

That’s why Pride at work needs to go beyond the month of June. It must be built into company culture year-round with leaders modeling inclusion, HR teams enforcing equity, and peers showing up as allies in meaningful ways.

A 2024 study by the Williams Institute at UCLA School of Law found that 46% of LGBTQ workers are not open about their identity to their current supervisor. Additionally, 58% reported engaging in “covering” behaviors - such as changing their appearance, avoiding discussions about their personal lives, or altering bathroom use - to avoid harassment or discrimination at work (Williams Institute, 2024).

The Importance of Visibility and Belonging

Why does visibility matter? Representation reduces stigma, increases empathy, and enhances belonging and productivity. Over one‑third of LGBTQ+ workers say they’ve been less motivated or productive at work because they can’t be their full selves (Workmonitor Pulse survey, 2024).

When LGBTQ+ employees see their colleagues, leaders, and company policies reflecting their identities and lived experiences, they’re more likely to feel safe, engaged, and loyal.

This leads to:

• Higher job satisfaction

• Stronger team collaboration

• Lower turnover rates

• Improved innovation and problem-solving

  
  

Inclusive workplaces are simply better workplaces.

What Organizations Can Do to Support LGBTQ+ Individuals at Work

1. Create a Culture of Safety, Not Just Compliance

It’s not enough to check boxes. Companies need to cultivate psychological safety, where employees feel comfortable being themselves without fear of judgment or retaliation. That means:

• Zero tolerance for discriminatory language or behavior

• Training for managers on inclusive leadership

• Clear reporting channels for harassment and bias incidents
  

2. Honor National Coming Out Day with Intention

Don't just post a rainbow graphic. Consider hosting:

• A panel discussion with LGBTQ+ employees or guest speakers

• A listening session or storytelling event

• A training session on allyship and inclusive communication

Be sure to communicate that coming out is never expected, but that support is always available.

3. Reevaluate Internal Policies

Ensure that your policies support LGBTQ+ inclusion:

• Gender-neutral parental leave

• Healthcare that covers gender-affirming care

• Inclusive dress codes

• Chosen name and pronoun usage in HR systems
  

Small changes have a big impact.

4. Support Employee Resource Groups (ERGs)

If you have LGBTQ+ ERGs, fund and amplify them. If you don’t, consider how you can empower employees to build one with executive sponsorship and real influence.

ERGs can play a vital role in culture change, community building, and retention.

5. Embed LGBTQ+ Inclusion into DEI Strategy

Make LGBTQ+ inclusion part of your broader DEI goals, not a side project. This means:

• Measuring belonging and engagement through surveys

• Setting leadership diversity goals

• Addressing intersectionality in programming

Pride at Work Is Year-Round

While National Coming Out Day and LGBTQ+ History Month provide powerful moments of reflection, organizations must go beyond performative gestures. Visibility is important, but it’s just the starting point.

The real goal? Building workplace cultures where LGBTQ+ people don’t have to choose between authenticity and safety, between being fully themselves and being professionally successful.

Humanity at work means honoring people for all that they are - every day, in every space.

If you're an HR leader, DEI professional, or team manager, now is the time to reflect:

• What does being a member of the LGBTQ community look like in your organization?

• Are your LGBTQ+ employees seen, heard, and supported?

• Are you creating environments where coming out at work is met with respect and not risk?
  

Let this month be a catalyst, not a conclusion. Together, we can move from allyship to action, from policy to practice, from silence to solidarity.