In April 2025, new data from WorkL painted a clear picture: while workplace happiness saw a slight boost for heterosexual employees, LGBTQ+ workers experienced a downturn. Feelings of empowerment, job satisfaction, and pride in their work have all dropped significantly for LGBTQ+ individuals over the past year. These shifts reflect more than just individual experiences—they point to a broader cultural and political change that’s now showing up inside the workplace.
Workplace happiness and a sense of belonging have become increasingly elusive for LGBTQ+ employees. According to WorkL, empowerment among LGBTQ+ workers dropped from 77% to 71%, pride in their work fell from 74% to 63%, and overall job satisfaction plummeted from 75% to 64%. This isn’t happening in a vacuum. In 2024, over 530 bills targeting LGBTQ+ rights were introduced across the U.S., according to the Center for American Progress (CAP). That surge in anti-LGBTQ+ legislation has created a more politicized and often hostile environment, which is now seeping into office culture.
The CAP study also highlighted that nearly one in four LGBTQ+ people had faced discrimination at work. Many are actively avoiding workplaces that feel unsafe or unwelcoming. In fact, 40% of LGBTQ+ respondents said they deliberately chose employers based on inclusion. That number jumped even higher for marginalized subgroups: 63% of trans people, 56% of intersex individuals, and 48% of LGBTQ+ people with disabilities reported being highly selective about where they work.
It’s not just about perception—it’s about real consequences to health and well-being. Discrimination is taking a toll. Over a third of disabled LGBTQ+ people and nearly half of intersex respondents said the treatment they face at work affects their physical health. The mental health numbers are even more sobering: 74% of trans people and 69% of intersex people said discrimination impacted their mental health significantly.
While most HR leaders recognize that employee well-being should be a priority, many feel limited by shrinking budgets. That said, even small steps—like doubling down on DEI efforts and reinforcing inclusive policies—can make a difference. The data shows that cutting back on inclusion initiatives isn’t just risky; it could cost companies their talent. According to HRC, a majority of LGBTQ+ workers would feel less included if DEI programs were scaled back, and over 20% said they’d consider quitting.
As 2025 unfolds, 36% of LGBTQ+ employees are already thinking about leaving their jobs—an increase from 21% the previous year. For employers, the message is clear: if you want to keep diverse talent and foster innovation, inclusion can’t be optional.
