Diversity in the workplace has evolved dramatically over the decades, with a major turning point in the mid-1960s following the introduction of equal employment legislation. Now, in 2025, organisations are more diverse than ever, actively striving to create inclusive environments where all employees are treated with fairness and respect, regardless of their ethnicity, gender, sexual orientation, or background.

Here we take a look at workplace diversity over the years, particularly for LGBTQ individuals. 

1. Progress, But Challenges Persist

According to Stonewall’s LGBT in Britain – Work Report, published in 2018, more than a third (35%) of LGBT employees have hidden their identity at work due to fear of discrimination, and 18% experienced negative comments related to being LGBT in the past year (linkedin.com+1info.recruitics.com+1distinctrecruitment.com+3stonewall.org.uk+3imperial.ac.uk)+3. The Trades Union Congress (TUC) echoed this in their 2023 report, observing persistent “homophobia, biphobia and transphobia” despite legal protections, with trans inclusion regressing in some workplaces. (tuc.org.uk.)

Trans staff continue to face particularly harsh treatment: 1 in 8 trans employees report being physically attacked by colleagues or clients (stonewall.org.uk+1assets.publishing.service.gov.uk+1.) LGBT+ people also said they didn’t feel safe disclosing their identity—19% avoided telling any colleagues, and 30% kept it hidden from senior staff (stonewall.org.uk+3assets.publishing.service.gov.uk+3tuc.org.uk+3.)

2. The Numbers: UK Representation and Disclosure

The 2021 UK Census offers clearer insight:

• Around 1.8% of adults identified as gay or lesbian, and another 1.8% as bisexual in England and Wales researchbriefings.files.parliament.uk.
• In Scotland, 4.0% identified as LGB+, with approximately 0.44% identifying as trans or with trans history researchbriefings.files.parliament.uk.

These data reveal a notable underrepresentation in UK workplaces compared to the broader population. Combining these census figures with workplace disclosure avoidance rates suggests many LGBT+ individuals still feel unable to bring their full selves to work.

3. Shifting Recruiter Perceptions & Stereotypes

Recent UK–US vignette-based research published in 2025 shows that recruiter attitudes toward candidates in same-sex marriages are evolving (rec.uk.com+11imperial.ac.uk+11tuc.org.uk+11link.springer.com.) Recruiters now generally associate positive traits like open-mindedness, creativity, social awareness, and honesty with LGBT+ candidates, though some negative stereotypes, especially around being “outspoken,” still linger.

Notably:

• Women in same-sex marriages are often perceived as both pleasant and assertive - qualities tied to leadership.
• Men in same-sex marriages are seen as emotionally sensitive, neat, and more empathetic - but also less comfortable to collaborate with, and sometimes penalised for perceived “outspokenness” (link.springer.com.)

The study attributes most discrimination to a small cohort of recruiters with negative attitudes, supporting the idea that concerted efforts against this “concentrated discrimination” could drive real change (link.springer.com.)

4. Best Practices: How Inclusive Recruitment is Improving

UK businesses are responding with better practices:

• Organisations such as the SRA (Solicitors Regulation Authority) moved from rank 241st (in 2017) to Top 25 among Stonewall’s UK employers in 2023, earning Gold status (sra.org.uk+1thoughtworks.com+1.)
• Thoughtworks has also achieved sustained inclusion certification, developing bias training, trans and bi allyship resources, and celebrating LGBTQ+ milestones like Pride (thoughtworks.com.)
• LinkedIn recruiters are now advocating for gender-neutral language, voluntary self-ID of LGBTQ+ staff and candidates, and transparent language in job ads.
• Higher education institutions like Imperial College have joined Stonewall’s Diversity Champions programme, recognising that 35% of staff have hidden their identity at work. stonewall.org.uk+5imperial.ac.uk+5thoughtworks.com+5.
   

5. From Recruiters’ Desk: What’s Changed in the Past Five Years?

• Evolving language: Job ads are shifting away from binary gendered wording to inclusive phrasing; recruitment platforms now encourage self‑identification of pronouns and LGBTQ+ status.
• Bias training & monitoring: Employers are auditing for bias, monitoring LGBTQ+ hiring metrics, establishing recruitment panels, and intervening at the unit-level where discrimination appears.
• Positive stereotyping: Recruiters increasingly view LGBTQ+ candidates as creative, empathetic, and open-minded - Traits seen as strengths in team innovation. link.springer.com+1info.recruitics.com+1.
• Targeted interventions: Evidence suggests that recruiting bias is driven by a small minority of anti-LGBTQ+ recruiters, driving efforts to focus training and accountability measures where it’s most needed.

Moving Forward: Our Role as Recruiters in LGBTQ+ Inclusion

As recruiters, we’re in a unique position to drive meaningful change. We’re often the first point of contact in a candidate’s journey—and that comes with responsibility. Here’s how we’re actively contributing to a more inclusive, supportive workplace for LGBTQ+ individuals:

Auditing our own practices

We regularly review job descriptions and application processes to ensure they’re inclusive and free from biased or gendered language. Every interaction is a chance to show candidates that they’re entering a space where diversity is truly valued.
 

Creating space for authenticity

We encourage open conversations and foster environments where candidates and employees feel safe to share their identities, if and when they choose to. This includes supporting voluntary self-identification, pronoun visibility, and respectful communication.
 

Monitoring and learning

We're committed to tracking LGBTQ+ recruitment data and feedback to spot gaps and continually improve. This helps us make sure our practices not only look inclusive on the surface, but also result in fairer outcomes.
 

Focusing where it matters

Research shows that bias in hiring often stems from a small number of decision-makers. That’s why we prioritise education, unconscious bias training, and ongoing reflection - so we can challenge assumptions, tackle stereotypes, and support real culture change.

By being proactive, empathetic, and informed, we as recruiters have the power to shape truly inclusive teams. This LGBTQ+ History Month, we’re not just celebrating progress - we’re owning our role in continuing it.

Final Thoughts

Much has improved: 2025 is expected to see more inclusive UK workplaces, better metrics, and stronger allyship. Yet this comes with a sharp reminder—over one-third of LGBT+ workers still feel compelled to hide their identity. As recruiters, staying aware of evolving stereotypes, refining hiring practices, and fostering psychological safety can turn this into an opportunity to build truly vibrant, diverse workplaces.

This LGBTQ+ History Month, let’s recommit to inclusion, not just in policy, but in people’s lived experience at work.

If you’re looking for your next job or looking to recruit for your next hire, get in touch with our recruitment experts.