Ensure Inclusive Travel For LGBTQIA+ Employees

Over half of corporate travel buyers don’t provide specific support for LGBTQIA+ travelers – a gap that poses real risks. BCD’s Mandy Jolley highlights simple steps to create inclusive travel programs that protect employees and strengthen duty of care.

A recent survey from Business Travel Show Europe revealed a pressing gap in travel program inclusivity: 55% of corporate travel buyers do not offer any specific considerations for LGBTQIA+ travelers – and only 9% expect that to change this year.

This isn’t just a policy gap. It’s a potential risk. LGBTQIA+ employees may encounter legal, cultural, and safety challenges when traveling, particularly in regions where their identity may be criminalized or socially stigmatized. Without inclusive practices, companies could be leaving their people and their duty of care – exposed.

The business case for inclusive travel

The global LGBTQIA+ travel market is expected to exceed $357 billion this year, with many professionals traveling for business as well as leisure. But while the traveler base evolves, many corporate travel programs lag behind – failing to reflect the diversity of their workforce.

“We are seeing increased risk to minority groups of travelers,” says Carolyn Pearson, CEO of inclusive travel safety experts Maiden Voyage, a BCD marketplace partner. “Whether it’s transgender employees facing passport issues or same-sex couples navigating hostile environments, the need for proactive, inclusive travel policies is urgent.”

“There is still important work to be done to support minority groups when it comes to traveling for business,” said Jonathan Carter-Chapman of Business Travel Show Europe.

Forward-looking travel policies aren’t only about risk mitigation. They’re also about employee well-being, productivity, and retention. When people feel supported, they’re better equipped to perform at their best – on the road and at work.

What inclusion looks like in practice

Inclusive travel programs don’t require a complete overhaul. Often, thoughtful, targeted changes make the biggest difference. Consider:

• Risk assessments for destinations where local laws or cultural attitudes may present challenges to LGBTQIA+ travelers
• Opt-in support services, such as destination-specific safety briefings
• Partnerships with LGBTQIA+-friendly suppliers, hotels, and airlines
• Training for travel managers and HR teams on inclusive travel best practices
• Updated travel insurance and emergency plans that reflect the needs of diverse travelers

Originally published on BCDTravel.com June 25 09:00