Coming out for Gen Z: Why companies must champion LGBTQIA+ rights

Gerry Rodriguez is the lead of Edelman OutFront and US Head of Brand Purpose.

Damaryan Benton is an Edelman Gen Z Lab Ambassador and AAE, Brand.

Since 1988, October 11 has been recognized as National Coming Out Day. This is occurring against a backdrop of a society where 7.6% of the adult population identifies as LGBTQIA+, yet nearly half are not comfortable being “out” at work, often citing fear of discrimination or termination as the reasons for staying closeted.

This moment highlights not just a responsibility for companies to support their current employees, but also a strategic imperative. Nearly 30% of Gen Z identifies as LGBTQIA+, and 75% of this generation supports nondiscrimination protections for LGBTQIA+ people. As Gen Z continues to enter the workforce in greater numbers, creating and maintaining inclusive workplaces is no longer optional—it’s key to attracting and retaining top talent.

Inclusion drives business

When employees feel welcome and optimistic at work, they are  invested in their company’s success. This is true for the LGBTQIA+ community, but also for the broader workforce, including  veterans, women, and people of color. Inclusive policies create  a multiplier effect across an  organization, unlocking new ideas and driving growth.

Futureproofing for tomorrow’s workforce

On National Coming Out Day, and every day, businesses have a responsibility to create safe, supportive, and inclusive environments for all employees. The future of work is diverse, and companies that recognize and act on this will not only thrive but help shape a more equitable world for future generations.

Policy is not culture

Despite the growing number of companies adopting LGBTQIA+ inclusive policies, a disconnect remains between policy and practice. Many LGBTQIA+ employees still fear being “out” at work, wary of potential backlash or exclusion. While having the right nondiscrimination policies in place is important, policies alone don’t always translate into an inclusive culture. Businesses must focus on creating lived-in cultures where authenticity and diversity are celebrated every day — not just during Pride Month. Internal initiatives aimed at reducing stigma, increasing education and promoting allyship are essential. Without these efforts, companies risk alienating not just LGBTQIA+ employees but the growing number of individuals who value diversity in the workplace.

One plus one can equal three

Diversity and inclusion are not just about ethics— they drive business growth. Companies with diverse teams are more innovative and creative, with 76% of people in the U.S. saying that a diverse workforce allows for companies to better connect and build trust with the community and customers. As Gen Z continues to enter the workforce, their expectations for inclusivity will only increase. A report on the future of work underscores that the next generation of workers prioritizes inclusive, forward-thinking companies. Businesses that fail to meet these expectations risk not only losing top talent but also being seen as stagnant and out of touch.

Talk with, not at, your employees

Now, more than ever, business is the most trusted institution. Eighty-five percent of employees say that DEI programs help them feel they fit in and are part of a community at work, and they are  eager to hear from their colleagues on issues of inclusion. Finding ways to leverage employee resource groups as a two-way dialogue can help build a stronger internal culture that builds bridges from front-line employees to executives and builds greater trust and confidence for all.

For years, businesses have taken on a vital role in driving social change, particularly through their DEI initiatives. These programs have been crucial in creating a space where marginalized groups, including the LGBTQIA+ community, can thrive. However, recent attacks on DEI initiatives across the U.S. threaten to undo this progress. As some businesses begin to dismantle these programs, it is important to understand why these initiatives were created in the first place – the understanding that protecting and promoting diversity is a crucial business practice.

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