Inclusivity at work: where are we going?

The European Commission has just adopted a strategy document for LGBTIQ+ equality for the coming years (2026 to 2030). Does it have a real impact on the situation in organizations?

Today, the theme of inclusiveness includes many things: from systems for the inclusion of people with disabilities, to the promotion of equality regardless of age or origin, to the recognition of the rights of LGBTIQ+ people. Inclusivity, or inclusion, was supposed to be an umbrella slogan under which all those who, for various reasons, experience systemic discrimination. Word Systemic is particularly important here, especially in the context of the arguments of those who respond to “equality” or “tolerance” with the statement - “everyone can say that in some part of life they are treated worse.” And although this argument sounds at first glance quite valid (because it actually happens), it has nothing to do with complex social reality.

Although we can argue about how inclusivity is used today - whether it has become just a PR slogan of large companies or a real tool against exclusion - its very appearance draws attention to something important. In fact, throughout the social system there are groups of people who are systematically, in a similar way and with similar effects, not treated as equal members of the community. This is particularly evident in the labour market. Systemic exclusion has a very specific characteristic and does not come from random anecdotes - the stories of an aunt and uncle at the name table. It is based on real, available data. One group that is experiencing such systemic marginalization, both in and out of the labor market, is the LGBTQ+ community. Homosexual, transgender or non-binary people regularly experience the oppression of the system in which they operate, although of course its scale and nature vary from country to country.

To better understand the mechanisms of exclusion of this group, it is enough to look at how their rights are formed in each country, and then compare the current situation with what the European Commission declares in its multiannual strategy for LGBTIQ+ equality and the real impact it has on the Member States of the European Union.

Is the Union a House of Equality?

Yearly Rainbow Map ILGA-Europe shows that the European Union is not a single area of equality for LGBTIQ+ people, but rather creates a patchwork of very different legal and political standards. Since 2009, the tool compares 49 European countries for the protection of LGBTIQ+ rights, analysing law and practice in seven key areas; from equality and family law, to protection against hate crime, gender reconciliation, civil society space and asylum.

The highest in the ranking are invariably countries that treat equality as a systemic element, not just a declarative one, with Malta, Belgium and the Nordic countries at the forefront. Malta in this comparison is quite an interesting case due to the strongly established Catholicism there and the most restrictive abortion law in the EU. At the same time, the map shows clear regressions where the rights of LGBTIQ+ people become a tool in the hands of the political class, whose legal oppression not only serves to mobilize elections, but is also a permanent element of anti-democratic activities such as in Hungary and Georgia, although its signs are visible in Poland as well. Poland, although still at the bottom of the list, recorded its highest score in a decade. However, this promotion is not due to comprehensive reforms, but to the removal of the most glaring institutional barriers, such as the so-called “LGBT-free zones”. This shows that even minimal systemic changes can improve the country's position in European rankings, but they do not replace real legal equality. It also shows the sad reality of LGBT rights in Poland, in which the removal of such inhumane measures as these zones becomes a “success”. The Rainbow Map, of course, does not provide a clear answer to whether the union is a “house of equality”, but it allows us to capture a series of changes over time; advances and regressions regarding LGBTQ+ rights and at the same time reminds us that social achievements in law are not given once and for all.

Poland against the rights of LGBTQ+ people

The discussion about partnerships in Poland has been going on for years and still has not seen a positive conclusion. Currently, the recognition in Poland of same-sex marriages concluded abroad is being considered, which would partially compensate for the lack of possibility of such unions in the country. Partnerships or same-sex marriages would be one of the more revolutionary changes in Polish law towards the LGBTQ+ community, giving, among others, the right to joint inheritance, access to the partner's medical information or the simplification of many formal procedures that today require complicated contracts and visits to a notary. A particular impetus for the changes is the judgment of the Court of Justice of the European Union of 25 November 2025, in which Poland was obliged to recognize same-sex marriages legally concluded in other EU Member States. In response to this ruling, work is underway on a draft regulation, which is intended to adapt the models of documents issued by the registry of civil status, allowing the practical implementation of the judgment.

Business and inclusivity: where does business start and respect for others ends?

So how does the Polish labour market cope with the law, which is still not very inclusive, and against the narrative of inclusivity? It is worth remembering that inclusivity is not only a matter of partnerships, but also a number of other legal solutions that protect LGBTQ+ people from violence, both physical and verbal, and from systemic discrimination, including in the workplace. The situation in Poland is quite ambiguous. On the one hand, organizations that care about inclusiveness can be distinguished, for example, by the Diversity Charter granted by the Responsible Business Forum, which fits into the global narrative about equality and anti-discrimination. On the other hand, many companies still lack even basic anti-mobbing systems or trained HR staff to effectively respond to discrimination or violence against LGBTQ+ people in the workplace.

In the legal sense, the Polish labor market is characterized by mixed standards: the declarative actions of some companies often do not coincide with the real protection provided by law, and the real mechanisms of defense of LGBTQ+ workers remain limited.

Stratejiya wekheviya LGBTIQ+ 2026-2030: What is the new strategy of the European Commission talking about?

The new Strategy for LGBTIQ+ Equality 2026-2030, adopted by the European Commission, is another EU step towards creating societies where everyone, regardless of sexual orientation, gender identity or gender characteristics, can live free from violence, discrimination and exclusion. It builds on the achievements of the 2020-2025 strategy to date and sets out the main lines of action for the next five years. SThe trategia emphasises three pillars: protecting LGBTIQ+ people from hate crime, discrimination and harmful practices (e.g. conversion therapies), strengthening their position and equal rights in social and professional life, and involving Member States and civil society in the implementation of equality policies. It also provides for action against online and offline violence, greater support for social organisations and the promotion of inclusion across the EU. Can such a strategy affect the law in Poland? Not directly. Rather, it is a suggestion and establishment of certain norms and values in the EU, which sets the direction of change and provides a reference point for Member States when creating their own legislation, as well as increasing political and social pressure to implement equality and protection standards for LGBTIQ+ people.

Sources:

Inclusivity at work: where are we going?

Poland against the rights of LGBTQ+ people

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