Issue #64 - Monday, 24 March 2025
Welcome to issue 64 of the LGBT Great News Digest, a short briefing on the 5 LGBTQ+ news stories you need to know about right now. As always, here are 3 updates for you: 🎉1 - Mentoring Event at Nomura: Join LGBT Great and Nomura for an inspiring and enlightening event celebrating the power of mentoring and inclusion within the LGBTQ+ community and the world of business. - Click here to register.
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Check out this issue’s five news stories below and watch out for our next Digest issue on Monday, April 7th. Should you have any questions or require further information, please feel free to reach out to us. Our team is dedicated to providing any assistance you may need. The LGBT Great Team
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| 1. Disney shareholders overwhelmingly reject anti-LGBTQ+ proposal |
| On 20 March 2025, Disney shareholders overwhelmingly voted to reject a proposal from a think tank that requested Disney to “cease” its participation in the Human Rights Campaign Corporate Equality Index. Only 1% of the shareholders voted in favour. _____ Our View: This overwhelming rejection represents a strong reaffirmation of Disney's commitment to DE&I, a powerful signal from a major US-based media organisation. It demonstrates that even amidst political backlash, companies can, and should, stand firm in protecting their LGBTQ+ employees.
While historical political trends have often challenged organisations' ability to prioritise inclusion for underrepresented groups, these political headwinds are ultimately transient. In contrast, the benefits of inclusive practices, such as improved business outcomes and more innovative teams, are enduring and demonstrable.
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On 18 March 2025, the Hungarian parliament passed a law that bans Pride marches and other similar events, penalising public assembly in support of the LGBTQ+ community. The law grants permission to authorities to use facial recognition to identify event organisers and attendees. Both groups face fines up to €500. _____ Our View: This latest legislative action represents a deeply concerning escalation in the Orbán government's ongoing assault on LGBTQ+ rights. It follows the 2021 law that banned the "portrayal" and "promotion" of LGBTQ+ content to minors, demonstrating a clear pattern of systemic discrimination.
Public sentiment in Hungary reflects this hostility, with nearly one in four individuals expressing opposition to anti-discrimination laws protecting LGBTQ+ people. This negative sentiment has been actively fuelled by Viktor Orbán's inflammatory rhetoric regarding "LGBT propaganda," which he uses to justify the imposition of "traditional family values" on the LGBTQ+ community.
This ban on Pride marches is not simply a restriction on freedom of assembly; it is a calculated attempt to erase the visibility and voice of the LGBTQ+ community.
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| 3. Research finds authentic leadership styles from LGBTQ+ employees can be psychologically enriching |
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A paper published in the March issue of the Journal of Occupational and Organizational Psychology found that LGBTQ+ leaders who are authentic and open about their identity can have psychologically enriching experiences and affirm their sense of own identity. The paper also urged organisations to cultivate environments where LGBTQ+ leaders and employees can be their true selves. _____ Our View: A separate piece of researchfound that companies with LGBTQ+ CEOs tend to outperform the market buy 0.69-1.08% every month. This phenomenon, known as the "rainbow ceiling," highlights the existence of investor bias against companies with LGBTQ+ leadership, despite the demonstrated financial advantage.
These studies reinforce the compelling business case for creating workplaces where LGBTQ+ leaders can thrive authentically. Not only does this foster positive psychological experiences for these individuals, but it also contributes to improved business performance. By dismantling the "rainbow ceiling" and cultivating inclusive environments, organisations can unlock the full potential of their LGBTQ+ leaders and employees, driving both individual well-being and organisational success.
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| 4. 2024 saw 78.7% increase in discrimination complains against LGBTQ+ people in Chile |
| On 18 March 2025, Movilh, a Chilean advocacy group, released a new report that found a 78.7% increase in discrimination complaints against LGBTQ+ people. It also noted that 23.5% of human rights violations against LGBTQ+ people over the last two decades occurred last year. _____ Our View: Chile has historically been a regional leader in LGBTQ+ equality within Latin America, bolstered by largely positive public sentiment regarding LGBTQ+ rights and protections.
However, these findings reveal a deeply concerning trend of escalating anti-LGBTQ+ discrimination which has been linked to the rise of ultra-right hate speech, coupled with a perceived silence from the government on these matters.
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| 5. LGBTQ+ people face increased risk of hidden homelessness |
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akt and the University of Kent released a new report in March titled “No Place Like Home” which revealed that LGBTQ+ youth were 2x likely to experience hidden homelessness such as sofa surfing or squatting. The report also found that 1 in 4 LGBTQ+ youth surveyed had experienced hidden homelessness. _____ Our View: Th is report reinforces the findings of a previous akt report which showed that 24% of the youth homeless population identify as LGBTQ+ in the UK, highlighting the disproportionate impact of homelessness on this community. 77% referrals to the Homeless Link cite rejection and abuse for being LGBTQ+ by their family members as their reason for being homeless.
It is imperative that we address the stigma and abuse faced by LGBTQ+ youth, which can trap them in a cycle of deprivation characterised by poor mental health, hidden homelessness, and poverty. By tackling the root causes of this issue, including family rejection and societal prejudice, we can work towards creating a more just and supportive environment for vulnerable LGBTQ+ young people. |
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Disclaimer The information contained in this newsletter is for general information purposes only. The information is provided by LGBT Great and while we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the newsletter or the information, products, services, or related graphics contained in the newsletter for any purpose. All the quotations in the news are presented as originally published. LGBT Great does not necessarily share the views of the quoted authors and is not responsible for the accuracy of the information or quality of the analysis provided by them. Any reliance you place on such information is therefore strictly at your own risk. |
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