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This article aims at showing that it is not always a good idea to oppose egalitarian and anti-discriminatory approaches to more recent American approaches such as “diversity management” in France. For certain discreditable minorities (as opposed to discredited minorities), the demand for equal rights within society and the wish to benefit from “inclusive” policies in companies coexist, as shown by the results of an enquiry carried among 1 413 gay and lesbian workers. Since a large proportion of them hides on the workplace, the subject of discrimination becomes secondary. For these workers, the point is rather to estimate the level of tolerance for “non traditional” sexual orientation, especially through the degree of heterocentrism of their work environment. The study shows that diversity management policies ensure gays and lesbians the possibility to safely reveal their sexual orientation on the workplace much more than policies fighting discriminations.