The engineering sector has long been seen as a technical, results-driven space, often measured by output and innovation. However, a growing awareness within the industry is shifting focus towards something equally critical: inclusivity. In particular, LGBTQ+ representation and inclusion in engineering has become a vital topic as companies strive to foster open, diverse and equitable workplaces.
While many engineering firms have embraced diversity, real inclusivity means going beyond metrics and ensuring all employees feel seen, heard and valued. In this article, we explore how to encourage inclusivity in engineering, how to avoid exclusive environments, and how organisations can support LGBTQ+ professionals, enhancing both their culture and business outcomes in the process.
Why LGBTQ+ Inclusion in Engineering Matters
Inclusivity isn't just about doing the right thing, it has tangible business benefits. A diverse and inclusive workforce brings broader perspectives, fosters innovation and supports stronger collaboration. For engineering, where problem-solving is a daily necessity, a variety of lived experiences can result in more creative, effective solutions.
Moreover, data from organisations such as McKinsey and the Harvard Business Review show that diverse teams outperform their less-diverse peers. For LGBTQ+ employees, knowing that their identities are welcomed and respected leads to higher engagement, better performance and improved retention.
In a sector where representation still lags behind other industries, prioritising LGBTQ+ inclusion can also position engineering firms as progressive, forward-thinking employers, attracting top talent in a competitive hiring landscape.
Current Trends: Is Engineering Becoming More LGBTQ+ Friendly?
Over the past decade, the engineering industry has made some positive strides:
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STEM diversity initiatives have increasingly included LGBTQ+ voices, with campaigns such as Pride in STEM, InterEngineering and LGBTQ+ STEM Day drawing visibility to the community.
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Professional bodies like the Institution of Engineering and Technology (IET) and Royal Academy of Engineering have published guidelines and case studies promoting inclusive practices.
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Employee Resource Groups (ERGs) within major engineering companies are giving LGBTQ+ employees support and platforms to share their experiences.
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Academic outreach efforts are encouraging LGBTQ+ students to pursue engineering careers, promoting mentorship and scholarships.
However, there's still work to be done. LGBTQ+ engineers are underrepresented, particularly in leadership roles. A study by the Institute of Physics found that many LGBTQ+ STEM professionals feel pressure to hide their identity at work. Inclusivity is growing, but progress must be intentional, visible and sustained.
How to Encourage Inclusivity in the Engineering Industry
If your organisation wants to foster LGBTQ+ inclusion in engineering, there are several steps you can take:
1. Establish Inclusive Hiring Practices
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Use inclusive language in job descriptions.
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Partner with organisations that support LGBTQ+ professionals in STEM.
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Ensure interview panels are diverse.
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Train hiring managers on unconscious bias and inclusive interviewing.
Inclusive hiring opens the door for a more diverse range of candidates to enter your business and ensures fair representation at all levels.
2. Foster a Culture of Belonging
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Encourage the use of correct names and pronouns.
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Promote inclusive dress codes and restroom policies.
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Celebrate LGBTQ+ awareness days, such as Pride Month and Trans Awareness Week.
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Create safe spaces for employees to speak up or raise concerns without fear of judgment.
Inclusivity is not about occasional gestures; it’s about everyday culture. Employees should never feel the need to mask their identity to feel safe or accepted.
3. Support LGBTQ+ Employee Networks and ERGs
Employee Resource Groups are a powerful way to provide community, support and visibility. Back these groups with time, budget and executive sponsorship.
Where ERGs don’t yet exist, consider establishing one with input from LGBTQ+ employees. These groups can help guide policy, events and internal education.
4. Champion Visible LGBTQ+ Leadership
Representation matters. When LGBTQ+ employees see people like them in leadership roles, it signals that they too can thrive and progress.
Highlight LGBTQ+ role models in internal comms, at events and during recruitment. Visibility is empowering and breaks down barriers.
5. Educate and Train Continuously
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Provide training on LGBTQ+ allyship and inclusive behaviours.
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Include LGBTQ+ topics in broader D&I programmes.
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Encourage peer learning through workshops and guest speakers.
Education leads to understanding. Normalising conversations around gender identity, sexual orientation and lived experience builds empathy and awareness across the workforce.
6. Audit Your Policies and Benefits
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Review your HR policies to ensure they are LGBTQ+ inclusive.
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Offer equal parental leave for all family structures.
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Provide healthcare that supports trans employees.
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Clearly communicate your anti-discrimination and anti-harassment policies.
Policies set the tone. If benefits only cater to traditional definitions of family or identity, inclusion cannot be fully realised.
Avoiding Exclusivity in Engineering
Exclusivity can sometimes be unintentional. To avoid it, organisations must be proactive:
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Challenge stereotypes that suggest engineering is only for certain demographics.
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Avoid tokenism. Including LGBTQ+ individuals only for diversity's sake without valuing their contributions is harmful.
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Don’t assume universal experiences. Not all LGBTQ+ professionals face the same challenges. Consider intersectionality with race, gender, disability and socio-economic background.
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Review internal communications. Make sure all messaging, from newsletters to websites, reflects your inclusive values.
The Business Case: Why LGBTQ+ Inclusion Helps Companies Thrive
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Stronger recruitment and retention: Talented candidates increasingly want to work in environments where inclusion is prioritised.
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Higher engagement: Employees who feel they can be themselves at work are more productive and loyal.
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Better problem-solving: Diverse teams are more likely to challenge assumptions, leading to more innovative solutions.
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Enhanced reputation: Brands known for inclusivity appeal to wider customer bases, investors and partners.
Building inclusive engineering teams isn’t just an HR initiative, it’s a business imperative.
How Companies Can Maximise LGBTQ+ Inclusion
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Conduct regular inclusivity audits. Use surveys, interviews and analytics to assess how inclusive your workplace truly is.
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Collaborate with LGBTQ+ organisations. Partner with advocacy groups or join campaigns that raise awareness and provide support.
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Mentorship schemes. Pair LGBTQ+ junior employees with mentors who understand their challenges and ambitions.
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Celebrate success stories. Whether internally or externally, sharing real stories of LGBTQ+ employees succeeding can inspire others.
Building the Future of Inclusive Engineering
Inclusivity doesn’t just happen, it requires leadership, policy and genuine commitment. The engineering industry has made progress, but the journey is far from over. By promoting LGBTQ+ inclusion, organisations not only do what is fair and ethical, but also position themselves as modern, resilient and human-centric employers.
At Platform Recruitment, we understand that inclusivity isn’t a ‘nice to have’ - it’s essential.
If you’re looking to attract top talent or want to improve your hiring processes to support inclusivity, get in touch with us today. We can help you align your recruitment strategies with inclusive values and find candidates who not only fit the job, but thrive in your culture.
