LGBT Inclusion evaluates how a company ensures that lesbian, gay, bisexual, transgender and other sexual- and gender-diverse people feel safe, respected and able to thrive across the workplace, supply chain and customer interactions. It covers:

• policy commitments & governance – explicit non-discrimination clauses that name sexual orientation, gender identity and expression; board oversight, executive sponsorship (e.g., Pride executive champions) and integration into codes of conduct and supplier standards.
• equitable benefits & workplace practices – health-care coverage for same-sex partners and gender-affirming care; gender-neutral parental leave; chosen-name and pronoun recognition in HR/IT systems; inclusive dress-code, facilities and uniform policies.
• recruitment, retention & advancement – outreach to LGBT talent pipelines, bias-free hiring tools, mentoring and sponsorship programmes, and transparent promotion criteria that counter systemic barriers.
• culture-building & training – mandatory anti-harassment and allyship training, active employee-resource groups (ERGs), calendar observances (Pride, Trans Day of Visibility) and visible leadership support that normalise inclusion.
• community & customer engagement – respectful marketing, product design and philanthropic partnerships that support LGBT communities without pink-washing.
• measurement & transparency – voluntary, privacy-compliant self-ID surveys; metrics on LGBT representation, engagement and retention; incident tracking; and public reporting aligned with frameworks such as GRI 405, ISO 30415, UN Standards of Conduct for Business on Tackling Discrimination against LGBTI People, and forthcoming EU ESRS S1 requirements.