Adrien Gaubert, cofounder at myGwork, The LGBTQ+ Business Community.
Recent policy shifts in the U.S. have created uncertainty around workplace diversity, equity and inclusion (DEI). With President Trump scaling back DEI initiatives, some companies like Meta and McDonald’s are ending their programs. However, others, including Apple, Coca-Cola, and many of our corporate clients, are doubling down on their commitment to workplace inclusion. Many recognize DEI as a moral obligation and business necessity.
Unfortunately, policy reversals under the current administration—including limiting gender recognition and rolling back anti-discrimination protections—have raised serious concerns for many business leaders, HR professionals and DEI advocates. We feel these changes put hard-won protections for marginalized groups, especially LGBTQ+ individuals, at risk, and threaten decades of progress, leaving many employees vulnerable to discrimination and exclusion.
This issue is deeply personal for my brother and me. Our early workplace experiences were shaped by firsthand encounters with discrimination simply because we were part of the LGBTQ+ community. We quickly learned that many workplaces lacked the structures to ensure LGBTQ+ employees felt seen, valued and protected. That realization led us to create a platform where LGBTQ+ professionals can find inclusive employers, network with allies and access career opportunities without fear of discrimination, while corporate partners learn how to build truly inclusive workplace cultures.
The Risks Of Scaling Back On DEI Efforts
Many business leaders today, not just in the U.S. but worldwide, worry about how shifting political winds and rising anti-DEI sentiment will impact their organizations. While many have doubled down on DEI and LGBTQ+ inclusion, others are scaling back without considering the risks.
First, there is reputational damage, as consumers and employees increasingly expect companies to uphold strong diversity values. A rollback can lead to negative press, public backlash and a loss of brand trust. Second, companies may experience a talent drain. Younger generations, such as Gen Z, prioritize inclusive workplaces. Organizations failing to meet those expectations will likely struggle to attract and retain top talent. Third, employee engagement can suffer. When workers—especially underrepresented ones—feel unsupported, productivity, morale and loyalty can decline.
While Trump’s executive orders present challenges, they are U.S.-specific. Global companies must still comply with local DEI regulations. For instance, U.K. employers may need to prepare for potential legislative changes, as the Labour government proposes mandatory ethnicity and disability pay gap reporting. In Spain, the Royal Decree 1026/2024 (LGBTQ+ Plan) now requires companies with more than 50 employees to actively promote inclusion, ensure equal opportunities for LGBTQ+ individuals and prevent discrimination.
In the U.S., executive orders don’t override existing anti-discrimination laws—hiring or firing based on protected characteristics remains illegal. Trump’s restrictions are being challenged in court, with opponents citing potential First Amendment violations.
How Companies Can Uphold Their DEI Commitments
Instead of retreating right now, I believe employers should reinforce DEI and LGBTQ+ initiatives, uphold inclusion commitments and remain apolitical to minimize future risk. Here’s how:
Protect employees from discrimination through strong internal policies.
Companies should have clear zero-tolerance policies against all forms of discrimination, including those based on sexual orientation and gender identity. This includes updating employee handbooks, consistently enforcing policies and providing confidential reporting mechanisms. You can implement gender-inclusive practices, such as the use of chosen names and pronouns, as well as train managers and HR teams to handle LGBTQ+ issues sensitively and effectively.
Ensure inclusive benefits for all.
Many LGBTQ+ employees face barriers in accessing necessary healthcare, so organizations that provide inclusive benefits—such as gender-affirming and mental health services—can set themselves apart as truly supportive employers. Establishing employee resource groups can also be key to creating community and advocacy to support LGBTQ+ employees. They can offer mentorship, leadership development and a space for employees to share experiences and concerns. Lastly, reviewing family leave policies to ensure they are inclusive of all family structures—including adoptive, same-sex and non-biological parents—can reinforce your company’s commitment to equity.
Create a welcoming workplace through a culture of belonging.
Bias can affect hiring, promotions and everyday interactions, so DEI training should go beyond basic awareness and equip employees with tangible skills to recognize and address bias. Have conversations around unconscious bias, inclusive language and allyship. Visible allyship through mentorship and leadership advocacy ensures LGBTQ+ inclusion is part of company culture, not just policy. Leaders should actively use their platforms to advocate for LGBTQ+ inclusion, ensuring that their commitment is reflected in the company culture. While celebrating Pride Month and other awareness days is important, true inclusion should be embedded in daily workplace culture, not just acknowledged on special occasions.
Support marginalized communities by advocating beyond the workplace.
Silence in the face of anti-LGBTQ+ policies or discrimination can be perceived as complicity. Companies can take a public stand on LGBTQ+ rights, partner with advocacy organizations and support legislative efforts that protect marginalized employees. I believe businesses that truly value inclusion must use their influence to push for meaningful change through lobbying for equal protections or publicly supporting LGBTQ+ rights in marketing/corporate communications. Companies can also contribute to LGBTQ+ nonprofits, support educational events and engage in initiatives that empower and uplift marginalized communities.
In the current political climate, the future of LGBTQ+ inclusion at work depends on bold leadership. But bold leadership is about doing what is right, not what is easy. My decade-long experience working with corporate clients across all sectors has shown me that organizations championing inclusion gain a distinct competitive edge. They foster better engagement and build trust with both employees and consumers. Now is the time to lead with purpose and invest in equitable workplaces.
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