Issue #084: Why Every Entrepreneur Needs LGBTQ+ Inclusion Training

Allyship Isn’t a Vibe — It’s a Skillset

“I don’t need LGBTQ+ Inclusion training,” you might think.
“I work for myself. I don’t have a team. I’m already an ally. That’s enough.”

Nope. Try again.

Even as a solopreneur or freelancer, you are not exempt from doing the work. In fact, without the buffer of an HR department or corporate policy manual, your inclusion practices matter more — not less.

At best, skipping inclusion work means you’re missing opportunities to connect with LGBTQ+ colleagues, collaborators, or clients. At worst, you might be unintentionally gatekeeping, erasing identities, or causing harm — even when you mean well.

Let me give you an example.

The Time a Colleague Erased My Identity

Not long ago, I was approached by a colleague working on a Pride Month article about LGBTQ+ entrepreneurs. I was excited but not surprised — I’m openly queer and I offer LGBTQ+ Inclusion Training for SMEs. I assumed she’d reached out with that in mind.

But then came the awkward pivot.

“Wait... your partner is male, isn’t he?”

I said yes.

“Oh… they’re looking for non-hetero relationships for the article.”

Boom.

Just like that, I was disqualified — not because I’m not queer, but because I didn’t look queer enough. Because I’m in a straight-passing relationship.

It wasn’t malicious. My colleague was trying to do the right thing. But her lack of understanding led to the erasure of both my identity and my partner’s. In that moment, I had to out him — and explain more about my sexuality than I typically would in a professional setting — just to qualify as valid.

That sucks.

It’s also extremely common.

This Is Why Inclusion Training Matters

This kind of micro-erasure happens all the time — in pitch meetings, on client calls, in DMs between well-meaning collaborators.

It doesn’t take a rainbow flag in your bio to be inclusive. It takes language. Curiosity. Practice. And yes, training.

If you’re a freelancer, solopreneur, coach, or SME leader, LGBTQ+ inclusion isn’t just “nice to have.” It’s part of running an ethical, human-centered business. In today’s climate, it speaks volumes about who you are and what you value.

That doesn’t mean rewriting your entire brand in rainbow fonts or checking every identity box before posting online. It means learning how to recognize your blind spots so you don’t unintentionally exclude, offend, or erase someone. It’s knowing how to stand for equity even in times of trouble.

Yes, we can workshop your employee handbook or polish up your onboarding materials. Yes, we can look at your marketing language and social media copy.

But the most impactful part of LGBTQ+ Inclusion Training?

Helping you understand the community well enough not to accidentally gatekeep.

So you don’t have to ask, “Wait, are they queer enough?”
So you don’t accidentally disqualify someone based on a partner’s gender.
So you can refer, collaborate, and connect with partners with care.

If you want to become a more knowledgeable and thoughtful business leader, I’m here.
Let’s talk.