“Just kidding!” How many times have you heard that line after a display of casual homophobia at work? For LGBTQ+ people, homophobia in the form of offhand comments, jokes or assumptions is rarely harmless. These moments may seem small, but they quietly shape workplace culture and remind people that being themselves at work can come with a cost.

To tackle homophobia at work, it helps to understand where it comes from. Internal homophobia happens within the organisation through peers, colleagues, or managers, and directly impacts daily interactions. External homophobia arises from clients, customers, or business partners outside the company, and often puts employees in uncomfortable situations. Recognising this distinction helps companies design strategies that actually address both sides of the problem.

Internal homophobia often hides behind humour. Think about jokes about who someone dates, assumptions about a colleague’s partner, or comments on how masculine or feminine someone looks. These remarks may not always be intended as harmful, but they create an undercurrent of exclusion and send a message that difference is unwelcome. Over time, these comments build up and can make LGBTQ+ staff feel they have to self-censor to fit in.

Addressing this behaviour takes both awareness and courage. Employees can set boundaries by calmly responding with phrases such as, “That does not sit right with me”, or “Let us not assume people’s partners.” Allyship is crucial in these moments. When colleagues collectively challenge casual homophobia, it shows that respect is the shared expectation and not left on the shoulders of LGBTQ+ employees alone.

External homophobia presents another challenge. Imagine a client joking about LGBTQ+ identities during a meeting or a customer saying a slur toward a queer colleague. In these cases, employees often feel pressure to remain silent to maintain professionalism or protect business relationships. Without organisational backing, this can leave staff feeling exposed and unsupported.

This is why companies need clear guidance for handling casual homophobia. Anti-discrimination policies, reporting channels, and role-play training can give employees the confidence to respond appropriately while protecting their dignity. Employers must make it clear that no one will be penalised for addressing external prejudice. In Ireland, organisations such as Outhouse, Belong To, and TENI (Transgender Equality Network Ireland) offer workshops and resources that help businesses prepare their staff to navigate these challenges with confidence.

The annual Pride at Work Conference in Dublin further reinforced the momentum. Held at the Convention Centre Dublin, it featured topics such as landmark anniversaries in LGBTQ+ rights in Ireland, the impact of AI on LGBTQ+ workers, inclusive recruitment practices and strategies for supporting colleagues and community organisations in current times.

Even in industries with strong inclusion policies, casual homophobia at work persists. Ireland’s tech sector has built a reputation for progress, but other areas, such as finance, manufacturing, or construction, still lag behind. On a global level, disparities are even greater. While some countries provide robust legal protections and strong social acceptance, others criminalise same-sex relationships or deny basic rights entirely.

In those environments, workplace inclusion takes on an even more important role. For LGBTQ+ employees in less supportive societies, small gestures such as inclusive language, visible Pride support, or active allyship from managers can create vital safe spaces. These seemingly minor actions carry huge weight when external protections are weak or absent.

Leaders and managers hold a particular responsibility in shaping culture. Supporting LGBTQ+ staff is not only about having policies written on paper; it is about modelling inclusive behaviour daily. Leaders who challenge inappropriate remarks, show visible backing for Employee Resource Groups, and hold their team accountable demonstrate that homophobia will not be tolerated. Their example sets the tone for the entire organisation.

When leadership takes action, employees feel supported and valued. This ripple effect creates an environment where respect is not an afterthought but the baseline. Inclusion becomes the expectation, and every employee knows that they can show up authentically without fear of dismissal or ridicule.

Addressing casual homophobia at work takes persistence and solidarity. It requires employees and leaders alike to speak up, to support one another, and to challenge a culture of silence. Workplaces that commit to this journey move beyond tolerance and begin to embrace genuine inclusion.

The goal is simple but powerful: a workplace where LGBTQ+ people can show up fully as themselves, without having to brace for the next “just kidding”. Respect should not be aspirational; it should be the norm.