Stonewall’s first major report in almost a decade reveals persistent inequalities in workplace inclusion, safety, healthcare and belonging. Nearly a third of LGB+ people and almost half of trans+ people conceal their identities at work, while 80% of trans+ respondents are pessimistic about the future.
Half of LGBTQ+ people in the UK are pessimistic about the future of equality, while discrimination continues to affect their experiences both inside and outside the workplace, according to a major new Stonewall report. The findings reveal that nearly a third (30%) of lesbian, gay and bisexual people have hidden or disguised their sexual orientation at work during the past year because they fear discrimination, rising to 46% of trans+ people concealing their gender identity. One in five LGBTQ+ respondents also report experiencing negative comments or conduct related to their identity at work, while more than two-thirds (69%) say workplace inclusion influences where they choose to work.
Beyond employment, the research paints a complicated picture of progress. Although almost half (48%) believe acceptance has improved over the past decade, only 24% are optimistic about the future of LGBTQ+ equality, compared with 50% who are pessimistic. The outlook is considerably bleaker among trans+ respondents, with eight in 10 pessimistic about the future and 45% reporting harassment, intimidation or assault of a potentially criminal nature during the previous year.
The latest Stonewall survey draws on responses from 3,473 LGBTQ+ adults surveyed by YouGov across England, Scotland, Wales and Northern Ireland. Stonewall’s first major report of this depth since 2018 examines almost a decade of change across six areas: equality, belonging, safety, health, work and the future.
The findings highlight progress in some areas of social acceptance, alongside persistent inequalities affecting trans+ people, disabled LGBTQ+ individuals and others experiencing overlapping forms of discrimination. Stonewall CEO Simon Blake OBE described the findings as a wake-up call, urging government, employers, public institutions and wider society to take meaningful action.
CONCEALING IDENTITY AT WORK
One of the report’s most significant workplace findings concerns how comfortable LGBTQ+ employees feel being open about their identities. Some 30% of LGB+ respondents had hidden or disguised their sexual orientation at work during the previous year because they feared discrimination.
Among trans+ respondents, 46% had concealed or disguised their gender identity for the same reason. Although both figures are lower than those recorded in Stonewall’s similar 2017 research – 37% for LGB+ people and 51% for trans+ people – they demonstrate that many employees still feel unable to be fully open at work.
The research also reveals significant differences in workplace openness. Almost two-thirds (65%) of LGB+ respondents were open about their sexual orientation at work, but only 36% were fully open. Among trans+ people, 49% were open about their gender identity in the workplace, while just 22% were fully open. A third (33%) of trans+ respondents were not open at all about their gender identity at work, compared with 17% of LGB+ respondents regarding their sexual orientation.
ACCEPTANCE AND INCLUSION AT WORK
However, employees who were open about their identities generally reported positive experiences of acceptance. Some 97% of LGB+ respondents who were open to colleagues felt at least some acceptance, with 64% feeling fully accepted. Among trans+ respondents who were open about their gender identity, 86% reported some acceptance, although only 37% felt fully accepted.
The findings highlight an important distinction between experiencing general acceptance and feeling completely safe, respected and included. They also reinforce recent Fair Play Talks reporting for National Coming Out Day, which explored why LGBTQ+ employees continue to face difficult decisions about visibility, disclosure and personal safety.
In that feature, Stonewall’s Simon Blake emphasised the importance of psychological safety, confidentiality and ensuring employees retain control over when and how they disclose their identities. The wider message is that coming out should remain an individual’s choice, while employers have a responsibility to create environments where people feel safe and respected.
DEALING WITH NEGATIVE WORKPLACE CONDUCT
Beyond the pressure to conceal identities, Stonewall found that 20% of LGBTQ+ respondents experienced negative comments or conduct related to their sexual orientation or gender identity at work during the previous year. The findings reveal that:
- 11% experienced negative comments or conduct from colleagues.
- 10% experienced negative comments or conduct from customers or clients.
- 30% of trans+ respondents reported being asked inappropriate questions in the workplace.
- 6% believed they had been denied a job or promotion because they were LGBTQ+, rising to 11% of trans+ respondents.
- 2% believed they had lost a job because of their LGBTQ+ identity during the previous year, rising to 3% of trans+ respondents.
Although the overall proportion reporting certain forms of discriminatory workplace conduct is lower than the 32% recorded in Stonewall’s similar 2017 research, the findings highlight continuing problems with harassment, exclusion and inappropriate behaviour. They also reinforce earlier research which found that more than half a million LGBTQ+ workers in Britain had experienced bullying, discrimination or harassment, according to the UK’s Trade Union Congress.
That study identified offensive jokes, discriminatory remarks, verbal abuse and intrusive questions among the experiences reported by LGBTQ+ employees. The latest Stonewall findings suggest that despite greater awareness of workplace inclusion, organisations still need to address everyday behaviours that can undermine employee trust, confidence and belonging.
MANY DO NOT REPORT WORKPLACE DISCRIMINATION
The report also identifies a significant gap between experiencing discrimination and reporting it. Among respondents who experienced workplace discrimination, more than half (52%) said they took no action. The most common reasons for not reporting their most recent incident included:
- 35% believed reporting was not worthwhile because nothing would happen or change.
- 29% considered the incident too minor, insufficiently serious or so commonplace that reporting seemed unnecessary.
- 17% said reporting had not occurred to them.
- 15% dealt with the incident themselves or with help from family or friends.
- 15% did not want to reveal their sexual orientation or gender identity by reporting the incident.
The latter figure rose to 24% among trans+ respondents. When employees did report discrimination, their experiences of employer responses varied. Some 45% were satisfied with how their employer handled their complaint, compared with 37% who were dissatisfied.
ACCESSIBLE REPORTING SYSTEMS
These findings raise questions about whether workplace reporting systems are sufficiently accessible, confidential and effective. Employees may be reluctant to speak up when they believe their concerns will be dismissed, when inappropriate behaviour has become normalised or when reporting could result in unwanted disclosure of their identity.
The issue is particularly relevant as UK employers face strengthened legal duties to prevent workplace sexual harassment and address third-party harassment. As Fair Play Talks recently reported, the Equality and Human Rights Commission (EHRC) is urging employers to take proactive steps to identify harassment risks, establish effective reporting procedures and ensure workers are protected from unacceptable conduct, including certain forms of harassment involving customers and clients.
Although different legal provisions apply to different forms of discrimination and harassment, the underlying principle is clear: employers need effective policies, appropriate safeguards and meaningful accountability. For organisations, creating a safe workplace requires more than simply having a policy prohibiting discrimination. It also means ensuring employees trust the people and processes responsible for addressing it.
LGBTQ+ INCLUSION INFLUENCES RECRUITMENT DECISIONS
The report also reveals that workplace equality policies and inclusive organisational cultures are important considerations for prospective employees. More than two-thirds (69%) of LGBTQ+ respondents selected at least one inclusion-related factor that mattered when deciding where to work. The most frequently selected considerations included:
- 49% — feeling able to be open about their sexual orientation.
- 49% — transparent workplace equality policies.
- 35% — visible examples of LGBTQ+ inclusion on organisational websites, publications and communications.
- 30% — LGBTQ+ representation in senior management.
- 30% — senior leadership involvement in diversity, equality and inclusion networks, groups or committees.
Inclusion was particularly important among younger respondents, with 73% of those aged 18–34 selecting at least one relevant factor. Among trans+ respondents, the proportion rose to 87%. Their leading considerations included:
- 70% — being addressed using the correct name and pronouns.
- 68% — feeling able to be open about their gender identity.
- 67% — transparent workplace equality policies.
- 63% — being able to wear clothing reflecting their gender identity.
- 60% — feeling able to be open about their sexual orientation.
INCLUSION MATTERS
The findings suggest that employers’ approach to LGBTQ+ inclusion can influence their attractiveness to prospective candidates. However, written policies and visible commitments alone may not be sufficient if they are not reflected in organisational culture, leadership behaviour and employees’ everyday experiences.
Earlier coverage of the Workplace Pride Global Benchmark 2026 highlighted how organisations maintaining sustained leadership commitments continued to advance LGBTQ+ inclusion despite wider pressures on diversity programmes. The benchmark emphasised the importance of embedding inclusion into recruitment, employee benefits, leadership development, workplace culture and corporate governance.
Separately, the recent Human Rights Campaign research found that reduced transparency around workplace inclusion commitments was associated with increased reports of stigma, concerns about job security and lower productivity among US LGBTQ+ employees. Although these studies examine different populations, they reinforce the importance of visible, consistent and credible workplace inclusion.
PROGRESS REMAINS UNEVEN
The workplace findings form part of a much broader picture of LGBTQ+ experiences across Britain. The report reveals that many people recognise progress in social acceptance over the past decade. Nearly half (48%) believe acceptance of LGBTQ+ people is higher than it was 10 years ago.
However, that sense of progress is not shared equally. Only 26% of trans+ respondents believe acceptance has improved, while 58% believe it has declined. Among trans women, 75% believe acceptance is lower than a decade ago.
The differences become even more pronounced when respondents consider the future. Half (50%) of LGBTQ+ people are pessimistic about the direction of equality in the UK, while just 24% are optimistic. Among trans+ people, pessimism reaches 80%, compared with 44% of cisgender LGB+ respondents. The findings suggest that improvements in legal rights, visibility and social acceptance have not translated into the same sense of confidence, safety or security for everyone.
TACKLING INEQUALITY
“The data in this report should be a wakeup call for all of us,” stated Stonewall CEO Simon Blake. “While we have made real progress towards equality for LGBTQ+ people, progress is not the same as arrival. What this report overwhelmingly reveals is that action is needed – urgently – to address the intolerable situation in which trans+ people in the UK lives their lives, as well as a coordinated effort to tackle the root causes of inequality and harm for the whole lesbian, gay, bi, trans+ and queer community. I am proud that we now have the most comprehensive picture of the experience of the LGBTQ+ community in the UK for almost a decade.”
The report also highlights limited confidence in public institutions. Fewer than one in five LGBTQ+ respondents believe politicians take their rights seriously, while fewer than one in four trust institutions such as the police, courts and government bodies to protect them. These findings underline concerns about the gap between formal equality protections and people’s experiences of safety, inclusion and belonging.
CHANGING BEHAVIOUR TO AVOID DISCRIMINATION
Despite improvements in social acceptance, the research reveals that many LGBTQ+ people continue to change their behaviour because they fear discrimination, harassment or violence. Fewer than half say they would feel comfortable holding their partner’s hand in the street. One in four (25%) avoid certain bars or restaurants because they do not feel safe, rising to 47% of trans+ respondents. Nearly one in four (23%) change the way they dress in public because they fear discrimination or harassment, rising to 49% of trans+ people.
Other findings reveal that:
- 22% avoid certain streets, rising to 39% of trans+ people.
- 11% avoid gyms, exercise classes or sports groups, rising to 29% of trans+ people.
- 12% avoid single-sex spaces such as toilets or changing rooms, rising to 37% of trans+ people.
- 13% visit family less frequently because they do not feel accepted, rising to 31% of trans+ people.
The findings illustrate how discrimination can affect everyday freedoms, including where people go, how they dress, who they spend time with and whether they feel comfortable expressing affection in public. The report also found that people who had previously experienced anti-LGBTQ+ hate crime were particularly likely to change their behaviour. Among those respondents, 64% avoided certain bars or restaurants and 62% avoided particular streets because of concerns about discrimination.
These findings suggest that the effects of harassment and abuse can extend well beyond the original incident, influencing how people navigate public spaces and social situations. For employers, the implications extend beyond the workplace. Employees who regularly experience hostility or fear for their safety outside work may also face additional pressures affecting their wellbeing, confidence and sense of belonging.
TRANS+ PEOPLE FACE HIGHER LEVELS OF HARASSMENT
Almost one-third (32%) of LGBTQ+ respondents reported experiencing at least one potentially criminal incident involving harassment, intimidation or assault during the previous year. The most commonly reported experiences were verbal harassment or intimidation (19%) and sexual harassment (12%).
However, trans+ respondents reported substantially higher levels of harm. Some 45% experienced at least one potentially criminal incident during the previous year, compared with 30% of cisgender LGB+ people.
Disabled LGBTQ+ respondents were also more likely to report these experiences, at 38%, compared with 26% of those without disabilities. The research highlights further concerns about experiences in single-sex spaces.
Overall, 7% of LGBTQ+ respondents said they had ever been questioned about their sex assigned at birth while using facilities such as public toilets or changing rooms. However, this increased to:
- 41% of trans men
- 32% of trans women
- 11% of lesbians
The findings show that questioning and scrutiny relating to sex or gender identity can affect a wider range of individuals than is sometimes assumed.
Online hostility is another significant concern. Almost two-thirds (64%) of trans+ respondents had witnessed transphobic abuse directed at others online during the previous month.
The report also found that 17% had experienced transphobic abuse directed at themselves during that period. Stonewall’s findings suggest that while legal protections and social acceptance have developed over time, many LGBTQ+ people continue to experience hostility and insecurity in everyday life.
MOST HATE INCIDENTS GO UNREPORTED
The report also reveals a significant gap between experiencing potentially hate-motivated incidents and reporting them to the police. Only 18% of respondents who experienced a potential hate incident during the previous year said they reported it.
Among those who contacted the police, more than half (54%) were dissatisfied with the response. The findings raise questions about trust in reporting systems and whether people believe authorities will take their experiences seriously.
Low reporting rates can also make it difficult for policymakers and institutions to understand the full extent of harassment and abuse. Stonewall argues that improving confidence in public institutions, ensuring appropriate responses to incidents and strengthening protection from discrimination must remain priorities.
FAMILY AND FRIENDS: IMPORTANT SOURCES OF ACCEPTANCE
Alongside concerns about safety, the report identifies important sources of belonging and support. Most LGBTQ+ people who are open about their identities to family and friends report feeling accepted.
However, the extent to which people disclose their identities varies considerably. Among LGB+ respondents, 67% were open about their sexual orientation to family members, rising to 88% among friends. For trans+ respondents, 52% were open about their gender identity to family, compared with 85% who were open with friends.
Acceptance among those who were open was generally high:
- 93% of LGB+ people felt accepted by family.
- 99% of LGB+ people felt accepted by friends.
- 86% of trans+ people felt accepted by family.
- 95% of trans+ people felt accepted by friends.
The findings suggest close personal relationships remain important sources of support, although trans+ people are less likely to feel accepted by family members than cisgender LGB+ respondents. Stonewall also identified a positive relationship between being able to live openly, feeling accepted and reporting greater happiness.
However, openness cannot be treated simply as an individual choice without considering whether people feel safe enough to disclose their identities. The findings reinforce why inclusion must extend beyond legal protections and organisational policies to the everyday environments in which people live, work, study and socialise.
HEALTHCARE INEQUALITIES REMAIN SIGNIFICANT
The report also reveals persistent differences in LGBTQ+ people’s experiences of healthcare. Some 18% of LGB+ respondents said healthcare staff lacked understanding of their specific health needs. Among trans+ respondents, the figure rose to 39%. Overall, 10% of LGBTQ+ people reported difficulties accessing healthcare that they believed were related to their sexual orientation or gender identity.
However, this increased to 33% among trans+ respondents, compared with 6% of cisgender LGB+ people. The findings suggest many trans+ people experience additional barriers when seeking appropriate healthcare. Some 11% of LGBTQ+ respondents said they had avoided treatment because they feared discrimination. Among trans+ people, the proportion rose to 34%, compared with 7% of cisgender LGB+ respondents.
The report also found that 89% of LGB+ respondents who were open about their identities to healthcare providers felt accepted, compared with 74% of trans+ people. These differences highlight the importance of ensuring healthcare professionals understand the needs and experiences of LGBTQ+ patients.
For employers, the findings also reinforce the value of accessible healthcare benefits, confidential support and workplace cultures that allow people to address health concerns without fear of discrimination.
SUICIDAL THOUGHTS AND ATTEMPTS
Mental health inequalities are among the most concerning findings in the report. More than half (54%) of LGBTQ+ respondents said they had considered suicide at some point in their lives, while 22% reported having attempted suicide. The figures were substantially higher among trans+ respondents. Some 71% of trans+ people reported having considered suicide, while 32% had attempted suicide at some point in their lives.
These are lifetime experiences, rather than incidents recorded solely during the previous year. The findings do not establish that any single factor caused these experiences. However, they highlight serious mental health inequalities and the importance of access to appropriate, non-discriminatory support. The report also found that trans+ respondents were more likely to encounter barriers to healthcare and support because they feared discrimination or a lack of understanding about their gender identity.
These findings reinforce recent Fair Play Talks reporting on World Mental Health Day 2026, which highlighted growing workplace mental health pressures and the importance of recognising employees’ different experiences. At a Deutsche Bank event held in partnership with Stonewall, LGBTQ+ leaders and mental health specialists discussed the emotional burden of concealing identities, navigating exclusion and continuously monitoring behaviour in professional environments. The discussions highlighted why psychological safety, inclusive leadership and access to appropriate mental health support matter for LGBTQ+ employees.
FINANCIAL SECURITY AND RETIREMENT CONCERNS
The Stonewall report also examines how discrimination, workplace experiences and wider inequalities can affect people’s financial futures. More than half (55%) of LGBTQ+ respondents said they lacked confidence that they would be financially secure in retirement. The research also found that 86% were worried about the cost of living.
Stonewall highlights how employment barriers, discrimination and limited career opportunities can compound financial insecurity over time. The findings are particularly relevant for people experiencing multiple forms of disadvantage, including disability-related barriers, discrimination linked to gender identity and unequal access to employment.
For employers, they reinforce the importance of fair recruitment, equal access to career development and promotion, appropriate benefits and inclusive financial wellbeing support. The consequences of workplace exclusion may extend well beyond an individual’s immediate experience, potentially affecting earnings, pensions and longer-term financial security.
CARE PROVIDERS MUST UNDERSTAND LGBTQ+ NEEDS
Looking ahead to later life, the report identifies concerns about whether health and social care services will understand and respect LGBTQ+ identities. Only one-third (33%) of respondents felt confident that care providers would understand their needs as an LGBTQ+ person.
Among trans+ people, that figure fell to just 18%. The report also found that 67% of LGBTQ+ respondents considered it important that future care services were affirmative and tailored to their identities and needs. Among trans+ respondents, 85% considered this important.
Despite these concerns, most respondents had not made detailed plans for future care. Some 58% had not thought about their future care needs, while only 4% had made specific arrangements, such as an advance care plan or power of attorney. Even among respondents aged 65 or over, just 23% had made specific plans.
These findings raise important questions for care providers, commissioners and policymakers about how services can ensure dignity, recognition and appropriate support for LGBTQ+ people as they age. They also highlight the importance of recognising diverse family structures, chosen families and individual preferences in future care planning.
WHY EQUALITY IS NOT AUTOMATIC
Broadcaster, writer and LGBTQ+ advocate Sandi Toksvig OBE, who contributed the foreword to the report, reflects on the changes she has witnessed throughout her life and the importance of continuing to challenge prejudice. Drawing on her experiences of discrimination and the progress achieved through campaigning, she argues that evidence must help guide further change.
“Equality is not only achievable but inevitable, even when progress is hard to see. But inevitable does not mean automatic. It takes work, and it takes evidence like this to show those in power exactly what needs to change. Prejudice thrives on silence and assumption. Data does not leave much room for either,” shares Toksvig. “We cannot allow another generation to grow up with the silence, fear and prejudice that so many of us did.”
Toksvig’s message reflects one of the report’s central themes: progress towards equality requires sustained effort, informed by evidence and the lived experiences of those affected.
CALLS FOR NEW NATIONAL LGBTQ+ STRATEGY
Stonewall is calling for renewed national action to address the inequalities identified in the report. The charity wants the government to invest in a new LGBTQ+ Strategy and work alongside civil society, businesses and public institutions to address discrimination, improve safety and strengthen inclusion. Blake argues that improving LGBTQ+ lives requires coordinated efforts across government, healthcare, education, employers and wider society.
“The work that follows now is urgent: we must rebuild trust in the institutions that are meant to protect us; we must create safe and inclusive spaces for work and play; we must build understanding and tolerance into our health and education systems; and we must bring an end to the unjustified scapegoating, anger and violence being directed towards trans+ people. The progress that this report details was not won by chance. It took decades of campaigning and courage in order to make real change,” explained Blake. “It’s time to recommit to action, to hard work, to pushing for a change so that we live in a country in which all LGBTQ+ people can thrive, and of which we can all feel proud.
He has also called on the government to “invest meaningfully in a new LGBTQ+ Strategy and to work with civil society, business and others to create an action plan that enables the UK to once again be a world-leader in LGBTQ+ rights.”
The report highlights areas where Stonewall believes progress has been made alongside those requiring renewed attention, including public safety, workplace inclusion, healthcare, financial security and trust in public institutions.
WHAT EMPLOYERS SHOULD DO NEXT
For organisations committed to creating inclusive workplaces, the findings highlight several practical priorities. They include:
Make LGBTQ+ inclusion visible and meaningful
Employers should communicate their equality commitments clearly and demonstrate how these are reflected in recruitment, workplace policies, employee benefits and leadership decisions. Inclusion must extend beyond statements of support to everyday behaviour and practice.
Create environments where employees feel safe being themselves
Employees should be able to express their identities without fear of discrimination, harassment or pressure to disclose personal information before they are ready.
Protect privacy and confidentiality
Organisations should ensure that employees retain control over when, how and with whom they disclose their sexual orientation or gender identity. Managers should never assume that disclosure to one colleague constitutes permission to share that information more widely.
Strengthen reporting and accountability
With more than half of respondents who experienced workplace discrimination taking no action, employers need accessible, confidential reporting procedures that employees trust. Complaints should be handled promptly, fairly and consistently, with appropriate protection against retaliation.
Equip managers to challenge discrimination
Training should focus on practical situations, including inappropriate jokes, intrusive questions, exclusion, harassment and unwanted disclosure. Managers need to understand how to intervene appropriately and support employees who raise concerns.
Review recruitment and career progression
Employers should examine whether LGBTQ+ employees face barriers to recruitment, promotion, professional development or leadership opportunities. Representation and transparency can also help prospective candidates assess whether an organisation is genuinely inclusive.
Support trans+ employees consistently
Organisations should consider respectful communication, appropriate workplace arrangements, privacy, individual circumstances and compliance with relevant equality legislation and guidance. Policies should be applied fairly, with particular attention to employees facing discrimination or exclusion.
Embed LGBTQ+ inclusion into wellbeing strategies.
Employee assistance programmes, mental health support and occupational health provision should recognise the different experiences and needs of LGBTQ+ employees, including those who are trans+, disabled or face other forms of disadvantage.
Support employee networks and visible allies
LGBTQ+ networks, inclusive leadership and active allyship can help create environments where employees feel represented and supported.
Review financial wellbeing and benefits
Employers should consider whether workplace benefits, pensions, healthcare provision and financial wellbeing programmes are inclusive of diverse family structures and employees’ different circumstances.
Measure inclusion through employee experience
Employee feedback, confidential surveys, workforce data and regular policy reviews can help identify gaps between an organisation’s stated commitments and employees’ everyday experiences.
UNDERSTANDING DIFFERENCES
More importantly, employers should not assume that LGBTQ+ employees are a homogeneous group. The report identifies substantial differences between the experiences of cisgender LGB+ people and trans+ respondents, alongside additional barriers affecting disabled LGBTQ+ people and those experiencing multiple forms of discrimination.
Effective inclusion requires organisations to understand those differences without making assumptions about individual employees. Stonewall’s latest findings present a complex picture of LGBTQ+ life in Britain. Many respondents recognise progress in acceptance over the past decade, particularly within families, friendship groups and communities.
However, that progress is not experienced equally. For trans+ people, the report identifies substantially greater pessimism about the future, higher reported exposure to harassment and abuse, more obstacles in healthcare and continuing pressure to conceal their identities at work.
Across the wider LGBTQ+ population, concerns about safety, mental health, workplace discrimination, financial security and future care remain significant. The findings demonstrate why legal protections and corporate equality commitments need to translate into meaningful experiences of dignity, safety and belonging.
HOW WORKPLACES CAN HELP TURN EQUALITY COMMITMENTS INTO REALITY
For employers, creating inclusive workplaces is not simply about preventing discrimination or meeting legal obligations. It also means ensuring employees can contribute fully, access appropriate support and pursue career opportunities without their identities becoming a barrier.
For policymakers and public institutions, the report raises broader questions about trust, accountability and whether existing protections are delivering the outcomes people need. Yet there are also encouraging signs. Many LGBTQ+ people recognise greater acceptance than a decade ago, while most who are open with friends, family and colleagues report positive experiences. That suggests meaningful progress is possible when institutions, organisations and individuals create environments where people feel safe, respected and accepted.
For employers, the challenge is moving beyond formal commitments to equality and ensuring that inclusion shapes everyday workplace experiences. Stonewall has reaffirmed its commitment to continued campaigning, stating: “We’ve changed laws and lives before, and we’re not stopping now. Rest assured, we’ll keep campaigning until everyone, everywhere, has equal rights.”
As the organisation reflects on almost a decade of change, the central message is that progress cannot be taken for granted. The challenge for employers and wider society is not simply to protect the advances already made, but to ensure that those who continue to experience the greatest barriers are not left behind. Because the real measure of equality is not simply whether organisations and institutions say they value inclusion, but whether people experience that commitment in their everyday lives.
Click here to read the full Stonewall’s LGBTQ+ Life in the UK: 2026 report.
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