New report exposes entrenched homophobia in UK workplaces

A new report from Pride in Leadership has laid bare the extent of homophobia in UK workplaces, revealing the significant barriers LGBTQ+ professionals face at every stage of their careers.

The study, which surveyed over 1,000 LGBTQ+ professionals, found that 85% had encountered career obstacles due to their identity. These ranged from being passed over for promotions and a lack of LGBTQ+ representation in leadership, to verbal and even physical abuse at work.

Challenges intensified as careers progressed, with one in four LGBTQ+ business owners or entrepreneurs reporting experiences of workplace abuse. The report also revealed that discrimination often starts long before the workplace. More than a third (34%) of respondents said their LGBTQ+ identity negatively affected their education, with some recalling being encouraged to suppress their sexuality.

One respondent, who was bullied for being gay, shared: “I was told I’d brought it on myself for drawing attention and that I should focus on blending in like the other boys, instead of making everything about me. As a result, I withdrew – which directly impacted my schooling, social development, and more. The bullying didn’t stop, but I stopped talking about it.”

This is far from a historical issue. Ongoing political debates in the UK and US continue to restrict discussions of LGBTQ+ identities in schools and public institutions, fostering a culture in which many feel compelled to hide their identity from an early age. More than half (56%) of respondents said their LGBTQ+ identity influenced their career choices, steering them away from certain industries, roles, or locations due to fears of discrimination or lack of support. One in six (16%) believed they had been denied job opportunities because of their identity.

One respondent recalled how in a job interview, “I was told they didn’t want poofs working for them.” Another described how a company director reversed her decision upon learning the candidate was gay and HIV-positive: “She did a total 180°, and the hiring manager sat there dumbfounded.”

Location was also a key factor, with 80% of LGBTQ+ professionals saying their identity influenced where they chose to live. A quarter of respondents had turned down job offers or opted not to apply for roles in areas they considered less LGBTQ+-friendly. As one participant explained: “I’ve been approached for roles in the Middle East. Despite higher pay and great material conditions, I would never put myself in that environment as a gay man – for mental health, legal, and social reasons.”

While many LGBTQ+ people are open in their personal lives, the workplace remains unwelcoming, noted the report. Just over half (52%) were out to colleagues by age 24, rising to 82% by their mid-thirties. One respondent shared: “Coming out allowed me to be more ‘myself’ at work and saved the energy I used to spend staying closeted.” Yet 32% never disclose their identity to clients or customers. Another said: “I’ve lost followers and potential customers when posting LGBTQ+ designs. It’s something I’m working on accepting.”

Commenting on the report, Adrien and Pierre Gaubert, co-founders of myGwork, say they are not surprised by the findings: “These results highlight a sobering reality: inclusion in UK workplaces still has a long way to go. While corporate DEI commitments are increasing, systemic barriers remain deeply rooted. Our own research confirms that many LGBTQ+ professionals continue to face discrimination and exclusion at work. Despite genuine efforts by some employers, many workplaces are still far from truly inclusive. Our research shows that LGBTQ+ professionals – especially women and non-binary people – face significant barriers to career progression. A striking 79% believe it’s harder for LGBTQ+ women and non-binary individuals to break the glass ceiling than for cisgender heterosexual women, and the challenges are even greater for those with intersectional identities.”

The Gaubert brothers believe that a lack of visible LGBTQ+ role models in leadership is a major barrier for professionals trying to get ahead. “Without representation at the top, many LGBTQ+ professionals struggle to envision a future for themselves in leadership. Our latest survey shows that 80% of LGBTQ+ students and graduates believe their identity will make it harder to reach senior positions – and the same number say they’d be more likely to accept a job offer if the company had visible LGBTQ+ leaders. This sentiment is even stronger among graduates of color, who place even greater value on representation and allyship at senior levels,” they noted.

The Pride in Leadership report calls for urgent reforms, including stronger legal protections against workplace discrimination, greater transparency in hiring practices, and more inclusive leadership. It urges companies to go beyond token gestures like flag-waving and instead tackle the root causes of inequality – from platforming role models and investing in LGBTQ+ training, to stamping out homophobia and transphobia disguised as "banter."

“This research reflects what I’ve seen as a gay leader. From homophobia in meetings to being invited on trade missions to countries where I could be sentenced to death just for being me... the playing field is far from level,” added Matt Haworth, co-founder of Pride in Leadership. “Now is not the time for organizations to step back from EDI initiatives. We need renewed commitment. Everyone deserves a fair chance to succeed – regardless of who they love or how they identify.”

Claire Ebrey, co-founder of Pride in Leadership, said she hoped the report would “drive real change, empowering organisations and policymakers to create truly inclusive environments where LGBTQ+ professionals can achieve their potential.”

The report has been backed by key figures, including Baroness Barker, a member of the House of Lords, who said: “We are fortunate to be the first generation of LGBTQ+ people who can choose and pursue our professions without hiding essential parts of ourselves. If we are not to be the last – and if we want future generations to enjoy the same freedom – we must heed this report’s calls to action.”

"Inclusion isn't a trend – it's a business imperative”, concluded Adrien & Pierre Gaubert. “If LGBTQ+ professionals can’t see themselves at the top, they won’t stay long at the bottom. True equity means more than just representation – it requires managers and leaders to actively foster workplace cultures where everyone – regardless of background, age, sexuality, or gender identity – can thrive, not just survive. Attending conferences like WorkPride is a powerful step toward making this vision a reality.”

Celebrating Allyship at WorkPride 2025

Now in its sixth consecutive year, WorkPride 2025, themed Your Allyship Journey Starts Here, will be held from June 16th to June 20th. The free virtual global five-day conference provides a vital platform for anyone championing workplace equality and inclusion – including LGBTQ+ professionals, allies, and inclusive employers – to engage in impactful discussions on diversity, equity, and inclusion (DEI) and the ever-growing significance of workplace inclusivity around the globe. Click here to sign up or find out more.