Where is Anti-LGBTQ+ Sentiment coming from?

If you’ve noticed more anti-Queer, anti-trans, and anti-LGBTQ+ messaging lately, you’re not alone. This fear-farming rhetoric has real-world consequences—people feel less safe at work and in their communities, and some companies are hiding or cancelling diversity programs due to fear of backlash.
 
It’s not just in the workplace. Removing protections for 2SLGBTQ+ people has real-life consequences. A recent peer-reviewed study in Nature Human Behavior found that anti-trans laws cause up to a 72% increase in suicide attempts among transgender and nonbinary youth.
 
But there’s promising news. Many organizations are recognizing the need to double down on inclusion strategies, awareness, and compassion. Thank you to those continuing their dedication to meaningful inclusion.
 
Why is this discrimination rising now?
People fear change, and for many, Queerness represents change. Politicians and pundits know it’s easy to direct frustration toward marginalized groups. “Punching down” is a known political strategy.
 
The pandemic (sorry for bringing it up!) led to a surge in distrust of public health measures, and conspiracy theorists latched onto that distrust to spread harmful disinformation. Longstanding homophobes and transphobes feel validated by this, now sharing ideas they once kept to themselves. Conservative religious groups have ramped up their anti-Queer messaging too. The result is a toxic mix of fear, religious influence, and hate—fueled by political signals—that we’re seeing manifest in our communities.
 
At LGBTQ Corporate Training, I focus on solutions. Here are some evidence-based strategies to fight discrimination in any organization:

1. Build connections. It’s easy to fear people you don’t know. Create opportunities for genuine connection, allowing others to hear the real stories of those affected.
2. Raise awareness. Training sessions and workshops like those offered by LGBTQ Corporate Training dispel misconceptions and help establish a culture of inclusion.
3. Involve equity-deserving groups in decision-making. Too often, the people affected are left out of conversations about their own needs.
4. Move intentionally. Instead of rushing to implement change, take the time to move forward thoughtfully. Too much, too fast can create burnout, conflict, and attrition.

 
If you’re looking for ways to boost inclusion in your organization, I’m here to help. I offer training and consulting to guide companies through this important work. You’re not alone!
 
BC Election Day is October 19th.
2SLGBTQ+ inclusion in schools is under attack from dangerous misinformation. Please take the time to vote for a party that supports the 2SLGBTQ+ community, instead of trying to erase us. Your vote for inclusion can save lives—it’s proven.
 
Announcement:
Catch Mischa Oak at TEDxSurrey on January 18, 2025, Western Canada’s premier TEDx event! Follow my journey on social media to get an inside look at the TEDx process.
 
Social Media Spotlight:
Last month’s post on Two-Spirit & Indigiqueer identities went viral! If you missed it, check it out on Instagram.
 
Coming Next Month:
Why talking about transgender identities and gender-affirming care isn’t “grooming.”