LGBTIQ+ workers still face exclusion at work. Here’s what employers can do

Work should be a place where everyone feels safe, respected and able to contribute fully. When that doesn’t happen, the impacts are felt not just by individuals, but by teams and organisations as a whole.

Despite increased awareness of LGBTIQ+ inclusion, early findings from DCA’s 2025–2026 Inclusion@Work Index show that many LGBTIQ+ workers are still experiencing disproportionately high levels of exclusion at work.

The findings highlight a concerning rise in discrimination and harassment against LGBTIQ+ workers, alongside high levels of everyday exclusion that often go unnoticed by others but have real consequences.

Creating inclusive workplaces is not just about preventing harm, it’s about actively building environments where people feel included and can do their best work. When organisations invest in building inclusive cultures and supportive leadership, they create workplaces that are safer, stronger and more effective.

Discrimination and harassment have increased

The early findings show that nearly half (46%) of LGBTIQ+ workers experienced discrimination or harassment in the past year, compared with 26% of non-LGBTIQ+ workers. This means LGBTIQ+ workers were 1.5 times more likely to experience these behaviours.

This is a clear increase since the last Inclusion@Work Index was released in 2024, when 39% of LGBTIQ+ workers reported experiencing discrimination or harassment.

Released during Victoria’s Midsumma Festival (18 January – 8 February) and in the lead-up to Sydney Gay and Lesbian Mardi Gras (13 February – 1 March), the findings are a timely reminder that visibility and celebration alone do not guarantee safe and inclusive workplaces.

As DCA CEO Catherine Hunter explains:

“As organisations celebrate LGBTIQ+ communities, this data highlights that workplaces cannot be complacent.

“Our findings point to a persistent challenge within Australian workplaces. Organisations need practical, evidence-based approaches that address the systemic issues contributing to LGBTIQ+ exclusion.”

Everyday exclusion matters

Exclusion doesn’t always take obvious or extreme forms. The findings also showed that everyday exclusion is a common experience for many LGBTIQ+ workers. Compared with non-LGBTIQ+ workers, they were more likely to report that they had:

• been left out of work social gatherings – 39% of LGBTIQ+ workers compared with 29% of non-LGBTIQ+ workers
• had incorrect assumptions made about their abilities based on their identity – 49% compared with 33%
• been ignored or treated as if they didn’t exist – 41% compared with 30%.

These behaviours may not always be intended to cause harm, but their impact is real. For example, workers who were frequently excluded from work social gatherings were more likely to report lower job satisfaction, reduced engagement, and that work negatively impacted their mental health. They were also more likely to consider leaving their organisation in the next year.

At a team and organisational level, everyday exclusion was linked to weaker collaboration, lower innovation, and poorer customer service.

What helps reduce exclusion at work

Exclusion is not inevitable. DCA research shows organisations that take a deliberate, evidence-based approach to inclusion are better placed to create safer, more respectful workplaces for everyone – including LGBTIQ+ employees.

Here are some practical solutions:

Creating inclusive workplace cultures

Inclusive cultures don’t happen by accident. They are built through everyday behaviours, shared expectations and systems that support people to feel safe and respected at work.

• For practical steps and actions to build team inclusion, see DCA’s Inclusive Teams Toolkit. New to D&I? Check out Getting Started on D&I.

Visible, supportive leadership

Leaders set the tone. When leaders actively role-model inclusive behaviour, speak up against exclusion, and make inclusion part of how success is measured, it sends a clear message about what is – and isn’t – acceptable.

• Find out how leaders can make a difference at our Inclusive Leadership page and lever 8 of the Inclusive Teams Toolkit.

Clear policies, backed by trust

Policies on discrimination and harassment only work when employees trust that concerns will be taken seriously and addressed fairly. Safe reporting pathways and consistent follow-through are essential.

• Ensure your policies aren’t creating unintentional barriers: How to review policy from a D&I lens.

Addressing everyday exclusion, not just serious incidents

Focusing only on the most serious cases misses a large part of the picture. The good news is that inclusion makes a difference when it comes to everyday exclusion. For example, workers in inclusive teams were 4 times less likely to report they had been left out of work social gatherings compared with those in non-inclusive teams.

Explore strategy, practice and tools for guidance on how you can boost inclusion by:

• effectively communicating D&I
• strengthening flexibility
• practicing inclusive recruitment
• centring marginalised voices
• addressing polarisation.

Using data to guide action

Measuring inclusion helps organisations understand where exclusion is happening and who is most affected. Evidence-based insights allow organisations to target action where it will make the greatest difference.

• Read D&I Data at Work for guidance on how to collect and use D&I data in a way that is safe, respectful and effective.

Why this matters

Inclusion is not a ‘nice to have’. DCA research shows that workplaces with LGBTIQ+ inclusive cultures benefit from stronger performance, better customer service and lower risk.

When LGBTIQ+ employees feel safe and respected, they are more engaged, more innovative, and more likely to stay, benefiting individuals, teams, organisations, and the wider community.