Understanding LGBTQ+ and TGI Labor History!
LGBTQ+ History Month: Understanding LGBTQ+ and TGI Labor History and Workplace Inclusion Today!
October is LGBTQ+ History Month. As distinct from Pride Month, this annual observance is dedicated to acknowledging the rich history, achievements, and struggles of lesbian, gay, bisexual, transgender, queer, gender-diverse, and intersex individuals. Beyond celebrating the general history and accomplishments of these communities, it's an opportune moment to recognize the contributions of LGBTQ+ individuals and communities to workers’ rights.
This resilience, advocacy, and innovation have paved the way for broader workplace equity — but discrimination against LGBTQ+ employees at work continues, and roadblocks to employee and economic equality remain. Here’s what to know and how employers can do their part to foster inclusion throughout the year.
Pioneering Progress in the Workplace: LGBTQ+ Activists
For decades, LGBTQ+ job seekers and workers have faced overt discrimination; they are often denied employment or promotions, harassed, or fired, all simply because of their identity. Early in the 20th century, and particularly after World War II, the Lavender Scare led to widespread purges of suspected homosexuals from government and private sector jobs, creating a climate of fear and secrecy.
Despite these systemic barriers, LGBTQ+ activists — including trans, gender-diverse, and intersex (TGI) individuals — began organizing. Their efforts often intersected with broader civil rights and labor movements, recognizing that workplace discrimination was a fundamental issue of human rights and economic justice. They pushed for non-discrimination policies, fair employment practices, and an end to the "Don't Ask, Don't Tell" policy in the military, which mirrored similar discrimination in civilian workplaces.
Landmark legal battles and grassroots organizing slowly chipped away at discriminatory practices. The Supreme Court's 2020 decision in Bostock v. Clayton County, which affirmed that Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on sexual orientation and gender identity, was a monumental victory. This ruling was the culmination of decades of advocacy by LGBTQ+ legal organizations, activists, and brave individuals who challenged the status quo, ensuring that federal law now protects millions of LGBTQ+ workers from being fired simply for who they are or who they love.
These activists have not only secured legal protections but have also fostered a cultural shift within workplaces. They have championed the creation of employee resource groups (ERGs), pushed for inclusive benefits packages that cover same-sex partners and gender-affirming care, and advocated for diversity and inclusion initiatives that acknowledge and celebrate LGBTQ+ identities. Their relentless pursuit of justice has transformed American workplaces into more equitable and welcoming spaces for all.
LGBTQ+ Awareness Days and Weeks in October 2025
Several other important LGBTQ+ awareness days and weeks take place in October. These provide further opportunities for education and advocacy within and beyond the workplace.
Here are some key dates:
October 1: LGBTQ+ History Month begins
October 8: International Lesbian Day
October 11: National Coming Out Day
October 15: International Pronouns Day
October 16: Spirit Day
October 19-25: Asexual Awareness Week
October 26: Intersex Awareness Day
Among LGBTQ+ groups in the workplace, TGI individuals in the workplace are often the least understood and supported. This lack of understanding can lead to unique challenges and forms of discrimination that require specific attention and proactive measures from employers.
Fostering Inclusion: Specific Observances and Workplace Strategies
Addressing the nuanced needs of TGI individuals and creating truly inclusive environments requires targeted efforts. Let's explore how businesses can support some key October observances and set TGI employees up for success.
National Coming Out Day (October 11)
National Coming Out Day celebrates the act of coming out as LGBTQ+, including coming out as TGI. The decision to come out at work is deeply personal, and the workplace environment significantly impacts an individual's comfort with coming out and their overall experience.
Workplace Challenges
Many LGBTQ+ employees, particularly those in less inclusive environments, may feel compelled to hide their identity due to fear of discrimination, harassment, or career stagnation. This can lead to significant stress, reduced productivity, and a sense of isolation.
Tips for Workplace Inclusivity
Psychological safety. Foster a culture in which all employees feel safe to be authentic without fear of negative repercussions. This starts with visible leadership support for LGBTQ+ inclusion in the workplace.
Non-discrimination policies. Implement and clearly communicate comprehensive non-discrimination policies that explicitly include sexual orientation and gender identity.
Allyship programs. Encourage and support allyship programs where non-LGBTQ+ employees can learn how to be effective advocates and allies.
Support resources. Provide access to employee resource groups (ERGs) and mental health resources that cater to LGBTQ+ needs.
International Pronouns Day (October 15)
International Pronouns Day emphasizes the importance of respecting and using individuals' correct gender pronouns in the workplace. Misgendering someone can be deeply invalidating and harmful.
Workplace Challenges
A lack of awareness or intentional disregard for correct pronoun usage can create an unwelcoming and disrespectful environment for transgender and gender-diverse employees. This can lead to feelings of alienation and reduce an individual's sense of belonging.
Tips for Workplace Inclusivity
Pronoun education. Provide mandatory training for all employees on the importance of pronouns, how to ask for and use them correctly, and what to do if a mistake is made.
Encourage sharing. Normalize the sharing of pronouns in email signatures, virtual meeting names, and introductions. Make it optional but encouraged, ensuring no one is forced to disclose their pronouns.
HR system updates. Ensure HR systems, internal directories, and communication platforms allow for the inclusion and correct display of chosen names and pronouns.
Model behavior. Leaders and managers should actively model respectful pronoun usage.
Intersex Awareness Day (October 26)
Intersex Awareness Day highlights the experiences of intersex individuals, who are born with sex characteristics (including genitals, gonads, and chromosome patterns) that do not fit typical binary notions of male or female bodies.
Workplace Challenges
Intersex individuals often face a profound lack of awareness, leading to misunderstandings, privacy violations, and potential discrimination based on their sex characteristics. Their unique needs, particularly around medical privacy and inclusive definitions of gender, are frequently overlooked.
Tips for Workplace Inclusivity
Education and awareness. Educate employees and HR staff about intersex variations and the importance of respecting the privacy and bodily autonomy of intersex individuals.
Inclusive language. Ensure policies and forms use inclusive language that acknowledges a spectrum of sex characteristics and gender identities beyond the binary.
Non-discrimination. Explicitly include "intersex status" or "sex characteristics" in non-discrimination policies.
Confidentiality. Emphasize strict confidentiality regarding medical information and personal details of all employees, especially those with intersex variations.
Key Workplace Rights for TGI Individuals
TGI individuals in the American workforce are protected by a growing body of laws and policies. These benefit entire companies, not just gender-diverse workers. It's crucial for both employees and employers to be aware of these rights.
Protection from Discrimination
Federal law (Title VII) prohibits discrimination based on gender identity and sexual orientation. Many state and local laws offer even broader protections. This means TGI individuals cannot legally be fired, refused employment, or discriminated against in terms of pay, promotions, or job assignments because of their gender identity or expression.
Right to Use Facilities
TGI employees generally have the right to use restrooms and other facilities (like locker rooms) that align with their gender identity.
Right to Correct Name and Pronouns
Employees have the right to be addressed by their chosen name and pronouns, regardless of their legal name or sex assigned at birth. Employers should update records and communicate this respectfully.
Protection From Harassment
Harassment based on gender identity or expression, including offensive jokes, slurs, or intimidation, is illegal.
Privacy
TGI employees have a right to privacy regarding their transgender status, transition-related information, or intersex status. Employers should not disclose this information without consent.
Health Care Benefits
While not universally mandated, many employers are increasingly offering health insurance plans that include coverage for gender-affirming care, including hormones and surgeries. Employees should review their benefits carefully.
By understanding and actively promoting these rights and fostering truly inclusive environments, American workplaces can continue to evolve into spaces where all individuals, including the gender-diverse members of the LGBTQ+ community, can thrive and achieve their full potential.
Empower TGI Job Seekers and Workers With TCW
At TransCanWork, we envision a world where the barriers to employment for transgender individuals are dismantled so they can pursue fulfilling careers free from discrimination and prejudice. This vision encompasses several key elements that enable empowerment, equality, and dignity for transgender workers everywhere.
We promote the implementation of policies that protect the rights of transgender workers, including nondiscrimination policies, health care coverage for gender-affirming treatments, and appropriate restroom and dress code accommodations.
However, we can’t do this without you. Sign up for our newsletter to stay informed on our key issues and projects, and please consider donating today!