February marks LGBT+ History Month in the UK, a time to celebrate the achievements, contributions, and resilience of the LGBTQ+ community. While progress has been made, many LGBTQ+ individuals still face barriers in the workplace, from unconscious bias in hiring to a lack of inclusive policies.

As a recruitment company, we see first hand how diversity and inclusion can transform businesses for the better. But creating truly inclusive workplaces isn’t just about hiring diverse talent—it’s about fostering an environment where everyone feels valued, supported, and able to thrive.

So, what is LGBT+ History Month, and why does it matter? More importantly, how can businesses step up and create real change?

What is LGBT+ History Month?

LGBT+ History Month was founded in 2005 by Schools OUT UK, a charity advocating for LGBTQ+ inclusion in education. It was created to educate, raise awareness, and celebrate the contributions of LGBTQ+ individuals throughout history.

Unlike Pride Month (which focuses on celebration and activism), LGBT+ History Month is about learning from the past to shape a better future. Each year has a theme, and for 2025, The theme is "Activism and Social Change". This theme highlights the significant role that LGBTQ+ individuals have played in driving social progress and advocating for equality.

Why LGBT+ History Month Matters in the Workplace

It’s easy to think that LGBTQ+ inclusion is a given in modern workplaces, but the reality is different.

• More than a third of LGBTQ+ employees (35%) have hidden their identity at work due to fear of discrimination.

• 1 in 5 LGBTQ+ job seekers believe their identity has negatively impacted their chances of getting hired.

• Trans and non-binary employees face even greater barriers, from misgendering in interviews to a lack of gender-inclusive policies.

Beyond the statistics, the real issue is belonging. When employees feel safe to be themselves, they perform better, stay longer, and contribute more meaningfully to their workplace.

This isn’t just about “doing the right thing.” It’s a business imperative. Inclusive workplaces attract top talent, boost innovation, and foster a positive reputation.

Challenges LGBTQ+ Candidates Face in Recruitment

Even with progress in LGBTQ+ rights, barriers remain in the hiring process. Some common challenges include:

🔹 Unconscious Bias – Hiring managers may make assumptions based on appearance, pronouns, or CV gaps.

🔹 Lack of Representation – If candidates don’t see LGBTQ+ role models in leadership, they may worry about career progression.

🔹 Workplace Culture Concerns – Many LGBTQ+ job seekers hesitate to apply if they don’t see clear diversity and inclusion commitments from an employer.

As talent professionals, we have a responsibility to challenge these biases and ensure hiring processes are genuinely inclusive.

How Businesses & Recruiters Can Support LGBTQ+ Inclusion

Here are some practical ways companies can create a more inclusive hiring process and workplace:

✅ Review Job Descriptions – Avoid gendered language and ensure job ads highlight inclusivity (e.g., mentioning LGBTQ+ networks or policies).

✅ Create a Safe Interview Environment – Respect pronouns, avoid assumptions, and focus on skills and experience rather than personal identity.

✅ Implement Inclusive Policies – From gender-neutral restrooms to healthcare coverage for transitioning employees, policies should actively support LGBTQ+ staff.

✅ Encourage LGBTQ+ Representation – Seeing LGBTQ+ individuals in leadership roles fosters a culture of belonging.

✅ Educate & Train – DEI training shouldn’t be a tick-box exercise. Regular training on LGBTQ+ issues helps build awareness and empathy.

LGBT+ History Month is a time to celebrate progress, but true inclusion requires year-round commitment. Employers and recruiters must move beyond token gestures and ensure LGBTQ+ candidates and employees feel genuinely supported, valued, and heard—not just in February, but always.

At Unify, we’re committed to driving real change in recruitment by ensuring inclusive hiring practices and working with businesses that champion diversity.