At Pride in Our Workplace (PIOW), we believe that fostering inclusive workplaces requires continuous collaboration, innovation, and learning. Our recent Virtual Roundtable on LGBTQ+ Inclusion & Diversity, Equity, Inclusion, and Belonging (DEIB) Priorities brought together Employee Resource Group (ERG) and DEIB leaders from our sponsor organizations to reflect on their 2024 accomplishments, identify key priorities for 2025, and discuss support needs for navigating the evolving landscape of workplace inclusion in the year ahead.
2024 Accomplishments: Progress and Innovation
Last year, organizations made significant strides in LGBTQ+ workplace inclusion, with notable achievements including:
✅ Enhanced Visibility & Recognition – Many companies saw improved HRC scores and developed accessible resources to strengthen internal LGBTQ+ inclusion.
✅ Cross-ERG Collaboration – Joint events, intersectionality panels, and cross-ERG partnerships created deeper connections and a more unified DEIB approach.
✅ Expansion of LGBTQ+ ERGs – The launch of new ERGs demonstrated a growing commitment to structured inclusion initiatives.
✅ Community Engagement – Organizations deepened external visibility by participating in Pride events, sponsoring initiatives, and distributing branded materials.
2025 Priorities: What’s Ahead?
As we look ahead, the ERG and corporate leaders we met with are focused on key priorities to foster more inclusive and resilient workplaces:
🌈 Creating Safe & Inclusive Workplaces – Implementing initiatives like “safe space” forums for employees to share their experiences in response to the politically charged environment.
🌟 LGBTQ+ Talent Attraction & Development – Prioritizing mentorship, leadership development, and retention strategies to support LGBTQ+ career growth.
🤝 Intersectionality & Representation – Expanding programming to highlight underrepresented identities and strengthen cross-ERG collaboration.
📚 Advancing Allyship & Education – Equipping allies with better training, resources, and financial support to sustain LGBTQ+ workplace initiatives.
⚖️ Strategic Planning Amid Legal Changes – Preparing for federal and state policy shifts that may impact DEIB programs and workplace protections.
Support Needs: How We Can Strengthen Efforts
To successfully implement these priorities, organizations identified key areas where additional resources and collaboration will be critical:
🔹 Navigating Legal Uncertainty – Employers need guidance on responding to evolving DEIB-related policies, particularly those affecting government contractors.
🔹 Scaling DEIB Initiatives – Companies are seeking ways to balance pilot projects with long-term program sustainability.
🔹 Shared Resources & Best Practices – There is interest in a centralized database for topic discussions and program templates that can help ERGs streamline their efforts.
🔹 Leadership Enablement – More foundational DEI training is needed to help executives and managers effectively champion LGBTQ+ inclusion.
Looking Ahead: PIOW’s Commitment to Supporting LGBTQ+ Workplace Inclusion
As we step into 2025, PIOW remains committed to equipping ERGs, leaders, and businesses with the resources, knowledge, and connections they need to drive meaningful change. By fostering cross-company collaboration, offering thought leadership, and amplifying LGBTQ+ voices, we can collectively create workplaces where every individual feels valued and empowered.