LGBTQ+ Rights

NHS services using Limbic's AI recorded significant improvements in accessibility for underrepresented groups. Non-binary patient referrals increased 179% and ethnic minority referrals increased 29%. The AI can classify mental health disorders with 93% accuracy and saved 430 weeks of patient waiting time within one month across four IAPTs.

In November 2025, Apple confirmed it removed popular gay dating apps Blued and Finka from its Chinese iOS Store following an order from the Cyberspace Administration of China. This continued Apple's pattern of complying with authoritarian censorship demands, following 2024 removals of WhatsApp and Instagram from China.

Microsoft has contributed over $17 million to organizations advancing LGBTQ+ equity, dignity, and human rights, including $1.3 million in the last year and a $100,000 Pride 2025 donation. The company was the first Fortune 500 company to provide same-sex domestic partnership benefits in 1993 and one of the first to include sexual orientation in its corporate non-discrimination policy. The GLEAM employee resource group drives LGBTQ+ inclusion across the organization.

In early 2025, Framework Computer faced community backlash after sponsoring the Omarchy Linux project (previously associated with the Hyprland window manager). The project's lead developer, Vaxry, had been criticized for transphobic and racist comments. Framework initially defended the sponsorship, then reviewed it after sustained pressure from the LGBTQ+ and open-source communities.

On January 7, 2025, as part of broader content moderation changes, Meta updated its Community Standards to expressly permit users to describe LGBTQ+ people as mentally ill or abnormal and to call for their exclusion from professions, public spaces, and society based on sexual orientation and gender identity.

Apple has received a score of 100% every year on the Human Rights Campaign's Corporate Equality Index across all 18 years of the report's existence. The company maintains 25,000+ employees in Diversity Network Associations including Pride@Apple, which partnered with Point of Pride to support transgender employees. Apple also signed an HRC letter opposing anti-LGBTQ+ legislation alongside 39 other companies.

In 2025, Sony Interactive Entertainment received a 100/100 score on the Human Rights Campaign Foundation Corporate Equality Index, being named a Best Place to Work for LGBTQ+ equality. Sony maintained its employee resource networks including Pride@PlayStation and expanded DEI specialist hiring, while many other tech companies rolled back DEI initiatives.

Amazon announced it was 'winding down outdated programs and materials' as part of a broader review of hundreds of DEI initiatives. VP of Inclusive Experiences Candi Castleberry stated the company would focus on 'programs with proven outcomes' rather than individual group programs. Amazon also streamlined its public policy webpage, consolidating separate sections for 'Equity for Black people,' 'Diversity, equity and inclusion,' and 'LGBTQ+ rights' into a single paragraph.

Thoughtworks secured 15th place in Stonewall's Top 100 Employers List 2024 for LGBTQ+ inclusion, a major leap from 64th place in 2023. The company received the Gold Award specifically recognizing work towards bi and trans inclusion, including bi allyship resources, explicit anti-biphobia policies, and the Interning with Pride program for LGBTQ+ representation in tech.

During the 2024 election cycle, DoorDash donated $625,000 to the Republican Governors Association (RGA), which was used to support Mark Robinson and other Republican gubernatorial candidates. Robinson has repeatedly maligned LGBTQ people with crude rhetoric, calling them 'filth' and 'devil-worshiping child molesters.' On June 4, 2024, the RGA received a $250,000 contribution from DoorDash.

In April 2024, Hitachi issued a revised Global DEI Policy adding coverage for LGBTQIA+ and disability/neurodiversity with focus on allyship and psychological safety. Hitachi was the only Japanese company included in the World Economic Forum's DEI Lighthouses 2024 Insight Report. The company set targets of 30% women and 30% non-Japanese in executive positions by 2030.

Bark Technologies monitors 3,400+ schools, assigning mental health 'risk scores' to students based on their communications. Research found 44% of schools report students contacted by police due to monitoring. GoGuardian (similar tool) flags LGBTQ+ resources and counseling sites. A trans student was reported to officials for a writing assignment about past therapy. Students report self-censoring and avoiding online mental health resources due to surveillance. Academic research found 'universal mental health screening does not improve clinical or academic outcomes and has harmful effects.'

Palo Alto Networks received a perfect score of 100 on The Disability Equality Index (2022) and earned its third consecutive 100% rating on the Human Rights Campaign Foundation's Corporate Equality Index for LGBTQ Equality. The company states it is a 'fair pay company: validated by external audit year over year' with no differential in promotions for underrepresented talent.

In 2024, Salesforce employees performing similar jobs were paid on par across genders globally and race in the US. The company, which pioneered equal pay audits in 2015, offers gender affirmation benefits including four weeks paid leave, medical reimbursement for surgeries, hormonal therapy, and legal fee reimbursements. Nine Ohana employee resource groups serve one in three employees, including Outforce for LGBTQ+ inclusion.

Before discontinuing DEI hiring targets in 2025, Adobe had built a strong equality record. The company achieved global gender pay parity, with women and men receiving dollar-for-dollar equal pay for comparable roles. Adobe scored 100% on the HRC Corporate Equality Index for over 7 consecutive years, indicating comprehensive LGBTQ+ workplace protections. The company offered 26 weeks paid maternity leave and 16 weeks for non-birth parents, and supported employee networks including Adobe Pride, Adobe Women's Leadership, and Black@Adobe.

Netflix offers up to 52 weeks of paid parental leave to all salaried employees regardless of gender, tenure, or family formation method (birth, adoption, surrogacy). The policy, introduced in 2015, makes Netflix the highest-ranked Russell 1000 company for parental leave according to JUST Capital. Benefits include global family forming support for fertility, surrogacy, and adoption regardless of marital status, gender, or sexual orientation. Average usage is 6.3 months (US) and 7.5 months (international).

Spotify provides six months of fully paid parental leave to all parents regardless of gender or sexual orientation, including birth parents, adoptive parents, same-sex couples, and surrogates. Leave can be taken up to the child's third birthday. Nearly 60% of leave-takers are male, reflecting genuine gender equity in uptake. The company also confirmed equal pay and promotion rates across genders for three consecutive years.

IBM was among the first corporations to add sexual orientation to its non-discrimination policy in 1984, decades before most companies. In 1995, the company launched an LGBT Executive Task Force. By 1996-97, IBM extended health benefits to same-sex domestic partners across all 110,000 US employees, the largest US company to do so at the time. Gender identity was added to global policy in 2002. In 2020, IBM apologized for its 1968 firing of transgender computing pioneer Lynn Conway and awarded her a Lifetime Achievement Award. The company earned 15 consecutive perfect scores on the HRC Corporate Equality Index.

Before its 2025 DEI rollback, Google had built substantial diversity programs. It achieved its racial equity commitment goal of increasing leadership representation of Black, Latino, and Native American employees by 30% — three years ahead of its 2025 target. Women's leadership rose from 30.6% to 34.1% by 2023. Women Techmakers, launched in 2012, provided visibility, community, and resources for women in technology worldwide. Google supported 16+ employee resource groups and offered 24 weeks paid maternity leave and 18 weeks paternity leave. The company also offered gender reassignment surgery coverage and cryopreservation for transitioning employees.

Before its 2024 DEI rollback, Amazon had built substantial diversity infrastructure. Its 13 employee affinity groups had 130,000+ members in 2,000+ chapters across 58 countries. Glamazon, the LGBTQIA+ group formalized in 2005, grew to 20,000+ members across 80 global chapters. Amazon doubled representation of Black directors and VPs in 2020, provided transgender healthcare including hormone therapy and gender transition coverage, and committed $53M to female climate tech entrepreneurs. CEO Jeff Bezos received the Human Rights Campaign National Equality Award in 2017.