Move to Colorado, Floridians. We respect, protect LGBTQ — and everyone else | Opinion

Dear Florida business owners, employees, recent graduates and job-seekers:

Please move to Colorado.

You will be welcomed here, not only because we have the country’s No. 1 economy according to U.S. News and World Report with a mere 2.6 percent unemployment rate, strong venture capital investment, a burgeoning tech scene and unbeatable year-round recreational opportunities, but also because we have an inclusive business environment.

We are eager to expand our diverse workforce; we demonstrate that in our culture, our communities and our workplaces. Among many legal benefits, Colorado guarantees important protections against discrimination based on sexual orientation and gender identity in employment, housing and public accommodations.

In Colorado, we have the ability to be ourselves at work. That helps make our state a great place for LGBTQ businesses and allies, and attractive to innovators, entrepreneurs and top talent.

In contrast, Florida’s LGBTQ business owners and workers don’t have comprehensive protections. Workers wish Florida did.

As a U.S. Chamber of Commerce report found, “Prospective talent and current employees care deeply about how their company engages LGBT culture. In a 2017 national survey, 80 percent of respondents said inclusion is an important factor in choosing an employer, and 72 percent would leave an organization for another that was more inclusive.”

When’s the last time seven or eight out of 10 Americans agreed on anything?

Such attitudes create a terrific opportunity for Colorado’s businesses. If a welcoming workplace is a priority, at least some of those in the 80 percent are going to find Colorado more attractive than Florida.

Without workplace protections for LGBTQ people, Florida workers have suffered. There are several civil rights and anti-discrimination lawsuits currently moving forward in Florida. Two cases involve gay men who were fired after their employers discovered their sexual orientation. Another is about gender, not orientation – a transgender woman employed at a mortuary was fired after dressing and presenting as a woman and announcing she would undergo gender reassignment surgery.

Obviously, that kind — any kind — of discrimination is wrong. Of course, we believe that creating an inclusive culture is the right thing to do, but that’s not enough for CEOs and shareholders; they’re focused on staff retention and profit.

And profit they do. As the U.S. Chamber reports, “[W]hen companies formalize their inclusive workplace practices, they improve their financial standing. . . . Company stock performance, compared to their industry sector, increased by an average of 6.5 percentage points after engaging the [LGBT inclusive] policies.”

Perhaps that’s why, aside from wanting to provide a diverse and welcoming culture, more than 90 percent of Fortune 500 companies include sexual orientation in their nondiscrimination policies, and 83 percent include gender identity as well.

The benefits of LGBTQ inclusion are clear, showing positive outcomes for company efficiency, effectiveness and success. Protecting LGBTQ employees is good for business.

That’s why Good Business Colorado has launched a campaign to recruit Floridians working for an inclusive business and work culture. With print and digital ads running across the Sunshine State, we hope Florida businesspeople will recognize the opportunity that our strong workplace protections for LGBTQ employers and employees provide in terms of recruiting and retaining the diverse workforce that fosters an economy competitive in the global market.

Come to Colorado, where we welcome you.

Debra Brown is the executive director of Good Business Colorado, a business organization for values-driven companies.