This work examines organizational-level inclusion signals and their subsequent effects on employees. Answering the call for more research on concealable stigmatized identities, we consider the effect of such organization-level inclusion signals for sexual and gender minorities (lesbian, gay, bisexual, and transgender employees) while also considering the effect on non-target employees. In a time-lagged observational study (N = 1,165 ), archival data (N = 229), and a randomized experiment (N = 380), we show that organizational-level inclusion efforts lead to more positive perception of the organization’s psychological climate for sexual and gender minorities, closing the psychological safety gap between non-LGBT and LGBT employees. Notably, these intentional inclusion efforts also benefit non-LGBT employees, which contradicts recent theoretical assertions that intentional inclusion can harm majority groups, or that organizational inclusion is a zero-sum game. In sum, we show that such signaling improves psychological safety for all employees, reducing or eliminating the deficit between target and non-target employees while also encouraging value-aligned positive behaviors.