Bisexuality in the Workplace: Creating Inclusive Environments

Bisexuality, like all sexual orientations, is an essential part of identity, shaping how individuals experience the world - including the workplace. Yet, bisexual people often find themselves overlooked, misunderstood, or even excluded in professional settings. Despite growing awareness of LGBTQIA+ rights, bisexual individuals continue to face bi-erasure, biphobia, and a lack of visibility, which can have profound effects on their well-being, job satisfaction, and career growth.

For many bisexual employees, the workplace presents a unique set of challenges. They may feel pressure to "pick a side" when discussing their personal lives, experience skepticism or invalidation from both LGBTQIA+ and non-LGBTQIA+ colleagues, or struggle with a lack of representation in leadership and diversity initiatives. This can lead to feelings of isolation, stress, and even the difficult decision to remain closeted at work.

So, how can workplaces do better?

Bisexual inclusivity isn’t just about policy - it’s about culture, education, and intentional action. When bisexual employees feel seen, valued, and supported, workplaces become stronger, more diverse, and more innovative. Organizations must actively work to break down harmful stereotypes, challenge workplace bias, and foster an environment where bisexual individuals feel safe to be their authentic selves.

In this blog, we will explore:

✅ The unique challenges bisexual employees face at work

✅ Why bi-inclusivity is essential for workplace equity

✅ Practical steps organizations can take to foster a supportive atmosphere

This Bisexual Health Awareness Month, let’s commit to creating workplaces where all bisexual individuals can thrive - without fear of judgment, erasure, or discrimination.

The Challenges Faced by Bisexual Individuals in the Workplace

Creating an inclusive workplace means acknowledging and addressing the unique struggles bisexual employees face - yet too often, their experiences are overlooked. Despite being the largest subgroup within the LGBTQIA+ community, bisexual individuals frequently encounter bi-erasure, biphobia, and a lack of workplace support, making it harder for them to feel safe and valued at work.

Bi-Erasure and Harmful Stereotyping

One of the most persistent challenges bisexual employees face is bi-erasure - the assumption that they are either straight or gay, depending on the gender of their current partner. This erasure isn’t just frustrating - it invalidates bisexual identities and can lead to feelings of invisibility and exclusion in workplace culture.

🔹 “You’re straight now, right?” — A common and dismissive question bisexual employees hear when dating someone of a different gender.

🔹 “You’ll figure it out eventually.” — The assumption that bisexuality is a phase rather than a valid identity.

Alongside bi-erasure, harmful stereotypes persist, painting bisexual people as “confused,” “greedy,” or “indecisive.” These misconceptions make it harder for bisexual employees to be open about their identity without fear of judgment or being taken less seriously in professional settings.

Biphobia and Workplace Discrimination

Biphobia - prejudice or discrimination against bisexual individuals - often comes from both heterosexual and LGBTQIA+ colleagues, placing bisexual employees in an isolating in-between space. Some may feel unwelcome in LGBTQIA+ workplace groups, where they are seen as "not queer enough," while also facing skepticism from heterosexual coworkers who invalidate their experiences.

🚫 Subtle exclusion – Being left out of LGBTQIA+ workplace events or networking opportunities.

🚫 Inappropriate comments – Jokes or dismissive remarks about bisexuality, often framed as harmless banter.

🚫 Hostile environments – Some bisexual employees experience outright harassment or feel pressured to "prove" their queerness to be accepted.

These experiences can impact career progression, mental health, and overall job satisfaction, leading many bisexual employees to remain closeted at work just to avoid the added stress.

Lack of Support and Inclusive Policies

Even in workplaces with LGBTQIA+ initiatives, bisexual-specific support is often missing. Many diversity and inclusion efforts primarily focus on gay, lesbian, or transgender employees, unintentionally sidelining bisexual workers and their needs.

📌 Limited mental health support – Bisexual individuals face higher rates of depression and anxiety but may not find affirming resources in employee assistance programs.

📌 Workplace benefits that assume binary relationships – Health and family benefits sometimes fail to recognize the diverse relationship structures of bisexual employees.

📌 No visible bisexual representation – The lack of out, bisexual role models in leadership positions can make it harder for bisexual employees to envision a path forward in their careers.

When bisexuality is not explicitly included in workplace policies, training, and resources, bisexual employees are left feeling like they don’t fully belong - leading to higher turnover rates, lower job satisfaction, and increased workplace stress.

Why Inclusivity for Bisexual Employees Matters

Creating a truly inclusive workplace means going beyond surface-level diversity initiatives. For bisexual employees, inclusion isn’t just about representation - it directly impacts their mental well-being, career growth, and overall workplace culture. By addressing the unique challenges bisexual individuals face, organizations can foster an environment where all employees feel valued, respected, and empowered to succeed.

Enhancing Employee Well-Being

When bisexual employees feel accepted and supported at work, they experience higher job satisfaction, lower stress levels, and an increased sense of belonging. This, in turn, leads to greater motivation, productivity, and loyalty to their organization. A workplace that actively embraces bisexual inclusivity reduces stigma, fosters psychological safety, and empowers employees to bring their authentic selves to work.

However, a lack of inclusion can have serious consequences. Many bisexual employees struggle with stress, anxiety, and depression due to bi-erasure, discrimination, or fear of being outed. This can lead to:

🚨 Higher turnover rates – Employees are more likely to leave workplaces where they feel invisible or unsupported.

🚨 Increased absenteeism – Mental health struggles caused by workplace exclusion can lead to missed workdays.

🚨 Diminished performance – Employees who feel they must hide their identity often expend emotional energy managing their image instead of focusing on their work.

By fostering an inclusive workplace, organizations improve employee well-being, which benefits not only bisexual individuals but the company as a whole.

Fostering a Diverse and Inclusive Workplace Culture

Workplace inclusivity isn’t just about policies - it’s about culture. Ensuring that bisexual employees feel seen, heard, and valued strengthens workplace diversity efforts and signals a genuine commitment to equity and inclusion.

Why does this matter?

✅ A diverse workforce brings new perspectives. Bisexual employees, like all employees, contribute unique experiences and insights that can enhance decision-making, problem-solving, and creativity.

✅ Inclusivity encourages open-mindedness. A culture that embraces bisexual employees fosters greater acceptance, collaboration, and allyship among all workers.

✅ It strengthens team dynamics. When employees feel safe being themselves, they build stronger, more authentic relationships with colleagues—leading to better teamwork and communication.

When bisexual employees feel genuinely included, the workplace becomes more than just a job - it becomes a community where all identities are valued.

Attracting and Retaining Talent

The workforce is evolving, and so are employees' expectations. Millennials and Gen Z - who are more likely to identify as LGBTQIA+ than previous generations - actively seek employers that prioritize diversity, equity, and inclusion.

A 2021 study found that over 60% of LGBTQIA+ employees consider an employer’s DEI commitment a key factor in job decisions.

Organizations that cultivate an inclusive environment not only attract top talent but also retain their workforce. When bisexual employees see companies investing in their well-being, they are more likely to stay, reducing costly turnover and strengthening workplace morale.

The bottom line? Companies that champion bisexual inclusion benefit from a happier workforce, stronger employee retention, and a reputation as an employer of choice.

Inclusivity isn’t just the right thing to do - it’s a smart business strategy. In the next section, we’ll explore actionable steps organizations can take to create a truly supportive and affirming environment for bisexual employees.

Steps to Create an Inclusive Environment for Bisexual Employees

Creating a workplace where bisexual employees feel valued, supported, and respected requires intentional efforts. Inclusivity doesn’t happen by accident - it’s built through policies, education, and a culture of acceptance. Here are key steps organizations can take to ensure their workplace is truly inclusive for bisexual employees.

Develop Clear, Inclusive Policies

A strong foundation for bisexual inclusivity begins with explicit, well-communicated workplace policies that protect and support bisexual employees. Policies should make it clear that bisexuality is a valid and legitimate sexual orientation and that bisexual employees have the same rights and protections as all others.

Key elements to include in workplace policies:

✅ Non-discrimination clauses that explicitly mention bisexuality, ensuring protection from bias and exclusion.

✅ Equal benefits for bisexual employees, including healthcare coverage that acknowledges both same-sex and opposite-sex partners.

✅ Anti-harassment policies that clearly define and address biphobia, bi-erasure, and microaggressions.

Actionable Tip: Policies should be regularly reviewed and updated to stay aligned with best practices in LGBTQIA+ workplace inclusion. Employees should also be made aware of these policies through clear communication, training, and inclusion in onboarding materials.

Provide Training and Education

One of the most effective ways to combat bi-erasure and biphobia in the workplace is through education and awareness initiatives. Employees and managers alike should be trained on bisexuality and broader LGBTQIA+ inclusivity.

Topics to cover in training sessions:

✅ What bisexuality is and why it matters – Breaking down myths and fostering understanding.

✅ Common misconceptions and stereotypes – Addressing myths like “bisexuality is just a phase” or that bisexual individuals are “indecisive.”

✅ The importance of using inclusive language – Encouraging terms like “partner” instead of assuming heterosexual or monosexual relationships.

✅ How to create a more inclusive and supportive workplace – Empowering employees to be allies and challenge bi-erasure when they see it.

Actionable Tip: Training should be part of onboarding for new employees and offered regularly to ensure ongoing awareness and reinforcement of inclusive practices.

Create LGBTQIA+ Employee Resource Groups

LGBTQIA+ Employee Resource Groups (ERGs) are a powerful way to provide bisexual employees with a sense of community and support within the workplace. These groups offer a safe space where bisexual employees can connect, share experiences, and advocate for their needs.

Why ERGs matter:

🌟 Provide peer support for bisexual employees facing workplace challenges.

🌟 Offer a platform for advocacy, ensuring bisexual voices are heard in policy discussions.

🌟 Create opportunities for networking and mentorship, helping bisexual employees advance in their careers.

Actionable Tip: Ensure that LGBTQIA+ ERGs explicitly include and uplift bisexual employees, rather than unintentionally centering only gay and lesbian experiences.

Foster an Open and Supportive Culture

Workplace policies and training are essential, but true inclusivity is built through daily interactions and workplace culture. Bisexual employees should feel safe expressing their identity without fear of judgment or exclusion.

Ways to foster an inclusive culture:

✅ Normalize bisexuality – Avoid making assumptions about employees' orientations and recognize bisexuality as a legitimate identity.

✅ Encourage leadership support – Managers and executives should lead by example, using inclusive language and promoting diversity.

✅ Celebrate bisexual visibility – Recognize Bi Visibility Day, Bisexual Health Awareness Month, and other key moments in bisexual advocacy.

✅ Incorporate bisexual representation – Feature bisexual voices in workplace communications, speaker panels, and diversity campaigns.

Actionable Tip: Representation matters. Ensure bisexual employees see themselves reflected in workplace initiatives, rather than being treated as an afterthought in LGBTQIA+ inclusion efforts.

Moving Toward True Inclusivity for Bisexual Employees

Creating a truly inclusive workplace for bisexual employees goes beyond simply acknowledging their existence - it requires active commitment, meaningful change, and ongoing support. Bisexual individuals often navigate bi-erasure, biphobia, and a lack of tailored resources, which can make it difficult for them to feel fully seen and valued at work. However, by taking intentional steps to recognize their unique experiences and amplify their voices, organizations can foster a culture where all employees thrive.

By developing inclusive policies, providing education and training, creating support networks, and fostering an open and affirming workplace culture, companies can ensure that bisexual employees feel respected, empowered, and able to bring their authentic selves to work. These efforts not only improve the well-being and engagement of bisexual employees but also contribute to a more diverse, innovative, and successful workplace for everyone.

Inclusivity isn’t just about avoiding discrimination - it’s about actively celebrating and supporting all identities. Let’s work together to ensure that bisexual employees - like all members of the LGBTQIA+ community - are recognized, valued, and empowered in every workplace.