The 2025 U.S. Presidential election has made things harder for many within the LGBTQ+ community. With so much of our daily lives dedicated to our careers, remote work offers a unique opportunity to alleviate and manage some of the overall stress LGBTQ+ folks face.
Benefits of Remote Work
Working from home (WFH) can provide employees with a more flexible and supportive environment, allowing them to create a workspace that promotes well-being and balance. For some, remote work is little more than a benefit allowing folks to walk their dogs more frequently, or eat lunch at home, but for others remote work is pivotal. Working from home can create a barrier of safety around employees from marginalized communities. It is not a complete workaround fully sheltering them from bigotry or microaggressions, but at the very least it limits negative experiences.
The option of remote work allows some LGBTQ+ employees to live in cities where they have built support systems and communities, while being employed by companies they find suitable. It also highlights the fact that some LGBTQ+ workers find remote work to be a safer environment for self-expression, where they experience less fear of discrimination. Recent pushes from political leaders to increase in-person work, including a requirement for federal employees to work on-site, have generated discussion about the potential effects of these policies on the safety and flexibility that remote work offers to marginalized groups. For instance, Portland’s mayor has announced a full-time return-to-office policy for managers and supervisors, which may signal a broader trend that could impact LGBTQ+ workers across various industries.
For LGBTQ+ parents, remote work can also reduce stress by helping them save time and money on things like childcare and commuting. Analyst News writer Fatima Minhas highlights how “’flexible work models, including remote and hybrid work options, have allowed many working mothers to be more present for their children and to find a more effective work-life balance”. Remote work offers stay at home parents of all genders the flexibility to balance their professional responsibilities with the demands of childcare. They can create a schedule that better accommodates both work and family life, reducing stress and improving overall well-being.
Working parents aren’t the only ones who win with thoughtful WFH policies. Remote teams are more cost-effective for companies, with the average U.S. employer saving up to $11,315 annually on each part-time remote employee. For full-time roles, the financial benefits are even more significant. Remote work also helps the planet by reducing 54 million tons of carbon emissions each year, making it a win for both business and the environment.
Making Digital Workspaces Safe
Beyond the financial and environmental benefits, remote work also shapes the way teams interact and communicate in a digital space. As we shift to virtual workplaces, the question becomes how tech companies can ensure these digital spaces are inclusive for all employees.
Tech companies possess the potential to be leaders in developing inclusive remote workspaces for BIPOC, LGBTQ+, and diversely-abled employees. Leveraging their foundation in innovation and digital tools, these companies often have existing infrastructure—platforms like Slack, Zoom, and Google Workspace—that could be adapted to implement inclusive practices on a larger scale. This involves not only providing employees with the necessary software for their work, but also considering how company use of these platforms can contribute to employees feeling supported, connected, and empowered.
Remote work fosters office-space dynamics across digital spaces. Whether it be through Microsoft Teams or Slack, employees are engaging and communicating daily. There are endless ways, such as implementing a company-wide anti-online harassment policy, providing employees with the option of including their pronouns in email signatures, and more. When work environments are free of pressure for transgender and non-binary colleagues to share their identity, it can contribute to a more comfortable atmosphere.
Additionally, employee resource groups (ERGs) and wellness programs play an important role in creating a supportive workplace where diverse employees can connect and share their experiences. McKinsey & Co. emphasizes that “by aligning their work with corporate and employee expectations, employee resource groups can help people feel more included in the workplace.”
By fostering an environment where queer, BIPOC, and diversely-abled employees have spaces to share personal stories and challenges alongside their work, companies can ensure their workforce feels supported beyond simply completing tasks.
Remote Work & Employee Wellbeing
The building of supportive professional relationships often masks another issue of remote work: the blurring of lines between work and home. For BIPOC/LGBTQ+ employees this can lead to added stress. The pressure of navigating both personal and professional spaces can take a toll, especially in today’s political climate. It’s crucial that companies acknowledge this and prioritize their employees’ mental health.
Building a culture where mental well-being is valued can help minority employees thrive in remote environments. Providing mental health days, fostering open communication, and offering a real support system are essential for helping employees cope. Employment is not just about productivity: it’s about ensuring employees feel supported and cared for, even from a distance.
One way to accomplish this is to create visible and authentic representation across all levels and departments. This fosters a sense of belonging and allows LGBTQ+ employees and those from other marginalized groups to see a future within the company. This means moving beyond simply hiring diverse individuals and actively ensuring their identities are reflected in leadership, project teams, and internal communications. When minority employees consistently see themselves represented, it reinforces their value and contributes to a more inclusive and equitable workplace where everyone feels seen and heard.
On the topic of diversity and inclusion, Timoté Geimer of product management firm Dualoop asserts, “If you want to remain relevant in any business, having a diverse team is something you should definitely consider… Definitely a must-have… Diversity is an essential asset.” Moving beyond mere diverse hiring to actively reflect identities in leadership and communications is key. Having a diverse team is excellent, but having an inclusive team is where the secret lies,” Geimer says.
Creating a truly inclusive workspace goes beyond simply hiring diverse talent; it requires that companies foster an environment where talent from all backgrounds can thrive. Most companies these days have some sort of diversity statement posted online. But is their culture really set up to retain minority talent? Tangible efforts include offering mentorship, ensuring inclusive practices, and creating pathways for career development. True inclusion happens when the space is created to allow everyone to feel seen, valued, and empowered to advance.
The tech industry is leading the charge in remote work, and the rest of the world is watching. Let’s set the bar higher and make online workspaces truly inclusive for everyone.
