On 17 May, the International Day Against Homophobia, Biphobia and Transphobia (IDAHOT), we are reminded that equality at work begins with fundamental rights protected by law. Safe, dignified and non discriminatory working lives are not a matter of goodwill or individual actions. They rest on enforceable legal protections that must be defended, implemented and monitored.

Strong legislation against discrimination on the grounds of sexual orientation, gender identity and gender expression forms the foundation of equality at work. Defending these rights, and holding employers and authorities accountable when they are violated, is a core task of trade unions.

When targeting LGBTIQ+ people is part of a broader erosion of democracy and fundamental rights, workplaces are not separate from this development. They are one of its key arenas. What starts with attacks on equality may spill over into labour rights, collective bargaining, social dialogue and occupational safety.

But laws alone do not create inclusive workplaces. Legal protections set the floor, not the ceiling, for equality.

In the end, it comes down to us. Everyday working life is shaped by thousands of small interactions: how colleagues speak to one another, how managers react when discrimination occurs, and whether silence is chosen over solidarity or solidarity over silence. For LGBTIQ+ workers, discrimination is rarely about one major incident. It is often about the cumulative effect of remarks left unchallenged, jokes that go unchecked, and the constant uncertainty about whether one will be supported.

This is why individual actions a workplace culture that actively support LGBTIQ+ rights are crucial for developing and maintaining genuinely non discriminatory working lives. Inclusive workplaces are not created by declarations alone. They are created when people take responsibility in practice. Such cultures benefit not only LGBTIQ+ workers, but strengthen fairness, trust and safety for everyone. It comes down to us.

That means engaging employers and management to ensure workplaces free from discrimination. It means contradicting colleagues when inappropriate comments, stereotypes or jokes go unaddressed. It means having clear, lived through internal policies on inclusion, dignity and non discrimination including within our own trade unions. It comes down to every single one of us.

This is not just about marching once a year with a rainbow flag. It is about everyday defence and advancement of rights. Solidarity must be practised consistently: in collective bargaining, in social dialogue, on the shop floor, in offices, meetings and unions. Equality must be defended not only when it is easy or popular, but also when it is contested. It comes down to us – to us as trade unionists, as colleagues, as friends, as human beings.

Through our Pledge for LGBTIQ friendly workplaces, our Diversity at Work Award recognising outstanding shop floor initiatives, and our Bargaining for Equality project equipping unions with tools to negotiate inclusive agreements, industriAll Europe is turning principles into action. Because discrimination has no place in our movement and equality is something we must defend every day, together.