As global companies strive to modernize their values and embrace diversity, equity, and inclusion (DEI) within their workforce, a recent survey reveals a stark contrast in how these principles are applied to corporate travel policies. In the run-up to Pride Month 2025, new findings from Business Travel Show Europe indicate that minority groups — including LGBTQ+ individuals, people with disabilities, neurodivergent travelers, women, and both younger and older employees — are increasingly overlooked in business travel planning.
This growing gap underscores a critical need for businesses to reassess their duty of care and ensure travel programs reflect the diverse needs of their workforce.
Lack of Consideration for LGBTQ+ Business Travelers Persists
Despite global advocacy for LGBTQ+ rights, 55% of surveyed travel managers reported that they do not offer specific provisions for LGBTQ+ travelers — an increase from 54% in 2024. Alarmingly, only 9% plan to implement any form of tailored support in the near future, and just 22% currently do, marking a decline from 27% last year.
This drop suggests a troubling trend: inclusion is not keeping pace with awareness. LGBTQ+ employees often face heightened safety risks in countries where their identities are not legally or culturally protected. A lack of company support can leave these travelers vulnerable to discrimination, harassment, or worse during international business trips.
Accessibility Needs Are Falling Off the Radar
A Declining Focus on Travelers With Disabilities
Accessibility remains a major concern. The survey shows only 35% of organizations consider travelers with disabilities in their corporate travel programs — down significantly from 43% in 2024 and 48% in 2023.
Travelers requiring mobility assistance, accessible hotel rooms, or visual and hearing accommodations are too often left to fend for themselves. This negligence not only violates the principle of inclusion but may also expose companies to legal risks under disability protection laws.
Neurodivergent Employees Are Being Ignored
Approximately 1 in 5 people globally are neurodivergent, encompassing conditions such as ADHD, autism spectrum disorder, and dyslexia. Yet, only 15% of survey respondents currently account for neurodivergent travelers in their planning — down from 18% in 2024.
This segment of the workforce may need sensory-friendly environments, structured travel itineraries, or clear communication strategies. Failure to consider these needs may result in travel-related stress, decreased productivity, or even attrition.
Solo Women Travelers Still Face Unique Challenges
Women remain underrepresented in travel safety policies. Despite evidence showing the economic benefits of female workforce participation, only 29% of travel programs address the specific needs of solo women travelers, down from 36% last year.
This oversight is particularly troubling given the increased risk of harassment, sexual violence, and gender-specific health issues (such as navigating Zika zones or medication restrictions abroad) that female travelers may encounter.
Younger and Older Employees Are Also Left Behind
The survey highlights that only 22% of travel managers accommodate younger workers, while just 20% consider the needs of older travelers — both figures down from 26% and 23% respectively in 2024.
Younger employees may benefit from additional guidance and safety training, while older travelers may require medical accommodations or less physically demanding itineraries. Disregarding these factors can lead to reduced engagement and increased attrition across generations.
Expert Opinions Call for Action
Safety, Legality, and Morality Must Drive Policy
Carolyn Pearson, CEO of Maiden Voyage, stressed the urgency of inclusive travel planning:
“Employers have a duty of care toward their employees, and appropriately preparing them to travel is a better outcome for all — morally, fiscally, and legally.”
She highlighted real dangers such as illegal menopause medications in some countries, fit-to-fly airline rules for pregnant travelers, and accessibility barriers for disabled employees.
Industry Leaders Urge Inclusive Transformation
Jonathan Carter-Chapman, Marketing Director at Business Travel Show Europe, echoed these concerns, stating:
“There’s still important work to be done to support minority groups. Lack of inclusion appears to be less about budget and more about willingness.”
He emphasized the importance of education, data collection, and inclusive ESG strategies, and promoted upcoming sessions at the 2025 Business Travel Show Europe focusing on sustainability and equal opportunities.
Time for Change in Corporate Travel Culture
The findings from this year’s survey — based on responses from 115 corporate travel and procurement professionals — reveal a disconcerting trend: diverse business travelers are not being prioritized. As companies seek global growth and top-tier talent, failing to ensure inclusive travel programs not only hampers performance but risks legal and reputational damage.
The business case for inclusion is clear. To remain competitive and equitable, organizations must begin integrating minority-focused travel policies that reflect the diverse reality of today’s workforce.
FAQs
Q1: Why is it important to consider minority groups in corporate travel policies?
A: Inclusive travel policies ensure safety, comfort, and productivity for all employees. They reduce legal risks and help retain diverse talent in global organizations.
Q2: What are the risks LGBTQ+ employees face when traveling for work?
A: LGBTQ+ employees may face discrimination, legal issues, or safety threats in countries where same-sex relationships are criminalized or stigmatized.
Q3: What accommodations can support neurodivergent business travelers?
A: Clear communication, structured schedules, quiet spaces, and sensory-friendly environments are some ways to make business travel easier for neurodivergent individuals.
Q4: How can companies better support solo female travelers?
A: Organizations should offer destination safety briefings, gender-sensitive policies, travel escorts, and ensure access to female-friendly accommodations and transport.
Q5: What steps can travel managers take to become more inclusive?
A: Conduct internal audits, consult experts, gather employee feedback, and update policies to reflect the diverse needs of all employees — from LGBTQ+ and neurodivergent individuals to older and disabled travelers.
