Can you go too far supporting LGBTQ+?

This year, lots of companies have been debating whether to "rainbow" their logo for Pride month. It's part of their ongoing efforts towards diversity, equity, and inclusion.


They are eager to show support for their gay employees -- being an ally is a popular position, de rigueur, even. It's tricky, though, because in their rainbow exuberance these companies don't want to come off pandering or disingenuous.


Other companies are rainbow-reluctant for a different reason altogether. They don't want to be accused of going too far. After all, not everyone agrees on every issue. And when we build an inclusive workforce, we want to be sure to include everybody, right?


The logic goes like this: We can't have a rainbow logo to support LGBTQ+ because not everyone who works here agrees with LGBTQ+.

That statement is incorrect. It is a logical fallacy.


You cannot agree or disagree about people. To do so is a statement about their right to exist. You cannot agree or disagree about women. Or children. Children might not be for you, but that doesn't mean they don't have a right to exist. Likewise, you cannot "agree" or "disagree" about people who are lesbian, gay, bisexual, transgender, queer, or any other gender or sexual identity. They are people and they have a right to exist.


In defense of the going too far position, one can point out how anti-inclusive it is to demand that people agree with you on everything, or that if they don't agree with you, it is they who are not welcomed. These people reason, "A Trump supporter should be just as welcomed at our company as a Biden supporter. A gun-rights supporter should be just as welcomed as someone who is anti-guns."


Yes, this is true. It is impossible for me to agree more with that statement!