First held in 1990, Johannesburg Pride is the oldest and largest LGBTQ+ pride celebration on the continent, taking place in a country whose Constitution protects against discrimination based on sexual orientation.

Unfortunately, those protections end at the departure gate. For multinationals that send people across borders, that means their travel policies and duty of care need to travel well too. As Mummy Mafojane, GM at FCM Travel South Africa, explains, an employee who is comfortable being out at work in Johannesburg or Cape Town may need different guidance before a trip to West Africa, the Gulf or parts of Asia.

“Unfortunately, some travel policies and risk programmes are still built with one kind of traveller in mind,” says Mafojane. “They assess the destination well enough, but they don’t always account for who is making the trip and what that person might face when they land.”

An evolving landscape

In 2025, the number of countries criminalising consensual same-sex relationships rose for the first time in almost a decade, to 65, according to the ILGA World Database. The increase was driven by a new law in Burkina Faso and a court ruling in Trinidad and Tobago that reversed decriminalisation.

Several African countries, including Senegal and Uganda, have targeted LGBTQ+ rights in recent years. In May 2026, for example, Ghana’s parliament passed a bill that criminalises identifying as LGBTQ+, introduces prison terms for promoting or supporting LGBTQ+ rights and creates a duty to report. In Central Asia, Kazakhstan banned so-called LGBT propaganda at the end of 2025, even though same-sex relationships are legal there.

For transgender and non-binary travellers, the changes in the US are about documents. New passports are issued only with an ‘M’ or ‘F’ marker matching sex at birth, and airline passenger data systems now reject anything else. Existing passports with a gender-neutral ‘X’ marker remain valid, but travellers should expect questions at check-in and at the border.

“The legal picture changes quickly, and it is rarely black and white,” says Mafojane. “In one country, same-sex relationships can be legal on paper and still unsafe in practice, while another has laws that are seldom enforced. You need to ensure your information is current, and flagged at the point of booking, so travel managers aren’t relying on what was true two years ago.”

Duty of care that fits the person

Duty of care has traditionally been built around the destination, but the same trip can carry a very different risk profile for different people.

The complication is privacy. Employers can’t (and shouldn’t) ask who their LGBTQ+ employees are, and many people prefer to keep that to themselves. The answer is to make LGBTQ+ destination briefings part of the standard pre-trip information every traveller receives, so nobody has to out themselves to get it.

“Good duty of care information reaches every traveller without anyone having to ask for it,” says Mafojane. “And when someone does need help, they should know exactly who to call, at any hour, and trust that the conversation remains confidential.”

What an inclusive travel policy looks like

Mafojane suggests a few practical updates:

• The right to decline travel to a high-risk destination without career consequences, along with alternatives such as a virtual meeting or sending a colleague instead.
• Confidential, personalised pre-trip risk assessments, so employees can raise concerns without having to disclose their sexual orientation or gender identity.
• Gender-neutral language, with “partner” in place of “spouse”, and clear rules on partners accompanying travellers or being named as emergency contacts. Some countries won’t recognise a same-sex partner as next of kin.
• Traveller profiles that match travel documents exactly, stored with strict access controls.
• Pre-trip digital safety guidance for every traveller, covering dating apps, social media and device checks at borders in countries with “promotion” or “propaganda” laws.
• Approved accommodation that is vetted for a welcoming environment and a secure location.
• Approved ground transport, such as trusted shuttle services.
• A confidential support line to HR or a travel risk manager, so travellers in hostile environments don’t have to turn to local police first.
• Up-to-date contact details for the traveller’s embassy or consulate.
• Clear contingency and evacuation plans for staff facing legal threats or harassment abroad (including comprehensive insurance cover).

Incentives and events

The same thinking applies to conferences and incentives. An inclusive organisation shouldn’t host an event where some delegates face legal risk for attending. Pride branding also needs care, as a rainbow logo or supportive social post celebrated at home could expose staff in markets with laws against promoting LGBTQ+ rights. For employees based in those countries, that exposure lasts well beyond a business trip.

Inclusion is a talent issue

The way a company handles travel influences how its people see it as an employer. Booking.com’s 2026 Travel Proud research, which surveyed more than 13,300 LGBTQ+ travellers across 19 countries, found that 45% have hidden their identity on a business trip for safety reasons, and 42% have turned down a lucrative business opportunity because of safety concerns or a lack of employer support. The effect reaches recruitment too. According to the data, 44% have turned down or avoided applying for jobs at companies without clear LGBTQ+ travel protections, and 58% say those protections would influence their decision to work for a company.

Travel policies need to measure up. Business Travel Show Europe’s 2026 survey of corporate travel buyers and managers found that only 20% of organisations have policies in place for LGBTQ+ travellers, down from 22% in 2025. “Pride Month is a good moment to look at your travel policy with fresh eyes,” says Mafojane. “Ask whether it protects every traveller you send, and whether every traveller knows it does. If not, the fix is straightforward, and the right travel management partner can help.”

Research shows LGBTQ+ professionals face increasing discrimination and safety risks when travelling for work globally. A 2023 survey found that 94% of LGBTQ+ global business travellers experienced discrimination, and 82% changed hotels due to safety concerns – compared to just 53% of all business travellers. That’s a huge disparity.

“The lack of inclusivity in business travel is troubling. It creates uneven playing fields for LGBTQ+ employees, limiting their career opportunities if they feel unsafe travelling. This hurts both individuals and organisations. Plus, it undermines a company’s diversity efforts and reputation,” says Bonnie Smith, GM of Corporate Traveller.

To fix this, companies must prioritise supporting their LGBTQ+ employees when travelling, she says. “This means training all staff on inclusion, establishing clear policies to address discrimination, and partnering with LGBTQ+-friendly travel providers. By making business travel more inclusive, companies can support their diverse workforce and demonstrate a real commitment to equity.”

‘Companies clueless’ on supporting queer employees who travel

Smith acknowledges that many companies may be ill-equipped to handle the nuances of LGBTQ+-inclusive business travel. The rapid changes to LGBTQ+ rights and safety concerns worldwide can make it challenging for companies to stay up-to-date and provide adequate support.

Even in generally tolerant countries, LGBTQ+ travellers can face significant challenges. 90% of LGBTQ+ business travellers report having hidden their sexual orientation while on a trip. However, this strategy doesn’t always guarantee their safety, as risks remain even for those concealing their identity.

So how can companies better support their LGBTQ+ employees on the road? A good travel management company (TMC) can be invaluable, says Smith. These firms have global representatives with invaluable local knowledge to assist LGBTQ+ travellers. “They understand the unique risks and cultural sensitivities of specific destinations and are also accustomed to helping employees who may not have disclosed their identity but need guidance.”

The Healix Global Security Operations Centre’s 2024 LGBTQ+ Travel Security report recommends crisis protocols for medical or security incidents. Employees should also know how to access legal support if faced with assault, detention, imprisonment, or deportation.

A good travel company can ensure these safety measures are put in place, says Smith. A good starting point is a pre-trip assessment, where local laws and customs are examined, and irregularities noted (for example, Egyptian law doesn’t prohibit homosexuality, but you can be arrested for flouting public decency laws).

Pre-travel advice and training are also recommended, so employees know what to be aware of, who to contact in an emergency, and what their rights are. An extension of this is using technology to locate and communicate with travelling employees without invading their privacy. A detailed itinerary with GPS coordinates helps, and routine check-ins can be scheduled.

Inclusive travel policies should evolve in response to laws, sociopolitical changes, new safety considerations (for example, Russia has recently added the LGBT movement to its list of “terrorists and extremists”), and language usage (for example, the use of gender pronouns).

Why inclusive policies and diversity values matter more than ever

For companies with a significant number of business travellers, having an inclusive travel policy is crucial and closely tied to their diversity, equity, and inclusion (DEI) policies. Companies with robust DEI policies are better equipped to support the preferences and concerns of all employees when traveling for work. 

These DEI policies help embed non-discriminatory practices and safeguard employee wellbeing and mental health while on business trips. The CDC recommends mental health screenings for LGBTQ+ travellers, as lack of acceptance and discrimination can worsen their mental health when away from home.

Companies that truly live their DEI values ensure business travellers know what to expect and can avoid risky situations while on the road. This includes providing guidance on using dating apps and social media in different locations, as even these can potentially lead to problems.

Organisations that make employees feel safe and respected, including when traveling for work, are more likely to retain talent. “An inclusive travel culture can improve morale and make staff feel valued by their employer,” says Smith.  

This extends to corporate travel policies, where addressing employees’ rights, concerns like being welcomed without judgment, and needs are vital. Booking LGBTQ+ employees into supportive accommodations when travelling creates a positive employer perception, for example.

However, some LGBTQ+ business travellers may prefer to keep a low profile and “do as the locals do” to avoid unwanted attention. Companies must be sensitive to the daily realities LGBTQ+ community members face, which can be amplified when traveling to certain destinations.

Smith has the following tips towards embracing inclusivity in your business travel programme and travel policies:

Practical tips for supporting LGBTQ+ travellers:

1. Offer staff members a pre-trip risk assessment while respecting the privacy of those who have not ‘come out’ to their colleagues. This will help you better understand their needs and concerns so that you can address them effectively.

2. Work closely with your employees to craft an inclusive travel policy. Appoint diversity representatives who can engage directly with your travel management company, ensuring the needs of all staff are heard and met.

3. Many non-binary and transgender people are hesitant to use gender-neutral travel documents due to concerns about increased security checks or bureaucracy. Find out your employees’ views on this, and work with your travel provider to accommodate their preferences where possible.

4. Ensure your travellers have access to LGBTQ+-friendly services, including healthcare, at their destinations. Consult resources like the International Gay and Lesbian Travel Association (IGLTA.org) to identify businesses owned by or welcoming to sexual and gender minorities, or ask your TMC to pre-screen service providers.

5. If corporate travel is particularly uncomfortable or unsafe for your LGBTQ+ staff, consider alternatives such as shorter trips or teleconferencing, especially for destinations that pose higher risks.

The webinar’s esteemed panellists included Aisha Shaibu-Lenoir, Queer Activist, Cultural Producer and Founder of Moonlight Experiences; Michael Gladwin, Founder of Afrigay Travel and AllStay LGBTQ+ Education; Rodney Otieno, Co-Founder and Director of Policy Development and Membership for the Queer and Allied Chamber of Commerce Africa; and Nonhlanhla ‘MC’ Mkhize Co-Founder and Executive Director of The Lesbian and Gay Community and Health Centre.

The panellists explored various crucial topics within the LGBTQ+ community, including how Pride events provide that push for countries – and the governments and businesses operating within them – to fully embrace the idea of inclusivity instead of ‘pinkwashing’ once a year in June.

“Pride events, like Durban Pride, are selling the concept of pride as not just a one-day activity, but a year-long campaign and investment,” said Mkhize.

“It’s really important to think beyond the concept of ‘we welcome everyone’. We need to understand why we need to be inclusive and how we need to be inclusive – what we need to do in order to become truly inclusive. We can’t just say we are. We need to action it,” added Gladwin.

The panellists also highlighted the importance of allies in the fight for change, addressing how there’s often a ‘fear factor’ at play amongst many individuals, organisations, and business owners who wish to support the community.

“LGBTQ is a very complex community, and sometimes people get scared. ‘What if I say something wrong? What if I mess up the acronym? Or what if I say something that offends you?’ That fear, again, goes back to education. We need to have open conversations with people who are open to being our allies but don’t understand how to come into our world,” Otieno commented.

Despite the many concerns in countries like Uganda at the moment, it’s true that Africa has taken many great strides towards inclusivity, and each panellist is hopeful for continued

progress across the continent in the future. Gladwin noted how much work is being done to bring the World Pride 2028 event and InterPride 2024 Annual General Meeting & World Conference to Cape Town, often seen as Africa’s LGBTQ+ beacon of hope.

“We need to create a global conversation, find the gaps, and find the solutions. Let the conversation begin in Cape Town,” he said.

Shaibu-Lenoir concluded the webinar by reminding everyone of the foundation of these Pride events.

“Anyone who wants to be an authentic ally must understand that queerness has always been political. Pride, in its foundation, is a protest. That needs to lead the way in Africa like it has in so many other countries. Pride is also a wondrous celebration, but we mustn’t forget that, at its core, it’s about change. Things can get better.”

Interested parties who would like to watch the webinar can click here.