Ten years ago, a client fired me. Why? Because I suggested they add LGBTQ+ protections to their employee handbook. There was no federal law requiring it back then. They didn’t support "that lifestyle." I wasn't "a good fit" as their lawyer. I wanted to help them do the right thing, and they wanted to pretend certain people didn't exist. As much as I hoped they'd listen, they were right: I wasn't the right lawyer for them. And I'm proud of that.
Fast forward to 2020: the Supreme Court decided Bostock v. Clayton County, holding that Title VII protects employees from discrimination based on sexual orientation and gender identity. It was a legal game-changer. But it didn't change everything.
Now, in 2025, LGBTQ+ rights are under a coordinated attack—through legislation, litigation, and relentless rhetoric. And some companies are backing away from DEI altogether, afraid of the backlash.
But here's the thing: inclusion shouldn't be political. Leading with integrity means standing up for your employees, especially when it's not easy.
So what can employers do?
✅ Lead loudly. Your LGBTQ+ employees are paying attention. Silence isn't neutral—it feels like abandonment. Speak up. Be clear about your values.
✅ Don't perform, commit. If you're flying the rainbow flag in June, make sure your policies, benefits, and culture back it up in July—and every other month.
✅ Expect and withstand pushback. Not everyone will like it. That's not the measure of whether it's right. Consistency and courage go a long way.
✅ Train your managers. Pride doesn't live in a policy—it lives in the day-to-day interactions your people have at work.
Bottom line: Lead with your values. And if that means some clients, employees, vendors, or others walk away, that's okay. Pride isn't just about celebration. It's about conviction. Stand for what you know is right.