"Where the problem comes in, is if a company is just changing its logos, or even making some sort of public statement that says 'I stand in solidarity with this group,' but is not taking the appropriate action inside their walls to support it." "Changing logos in solidarity with the community has some benefits to some members in the community because it can show that the entity is standing with them," says Dobroski, noting that Glassdoor has also changed its logo for the month. "While many companies will turn their logos and social profiles to rainbows for Pride Month, creating a more equitable company is more than just symbolic or superficial moves. Part of this dissatisfaction, Dobroski posits, may also stem from how some companies superficially participate in Pride Month, without engaging in the celebration's radical political legacy - a phenomenon often referred to as " rainbow washing." The majority of those polled, 54% of managers and 52% of employees, say that their company should offer educational opportunities and bias training.īeyond harassment and discrimination, many LGBTQ workers also report being unsatisfied with how they feel their organization supports - or rather, does not support - the LGBTQ community.
A significant 31% of out respondents say they have faced blatant discrimination and microaggressions in the workplace. However, at-will employment still gives employers opportunities to fire employees for nearly any other reason they wish to give except for race, religion, sex or national origin.Īnd research suggests that LGBTQ workers often still face discrimination at work.Īccording to a recent survey of LGBTQ professionals by LinkedIn, 25% of out respondents say they have been intentionally denied career advancement opportunities (such as promotions and raises) because of their identity. workers cannot be fired for being homosexual or transgender. It wasn't until last Pride month, June 2020, that the Supreme Court ruled that that U.S.