Organizations operating in competitive environments or experiencing renewal and uncertainty tend to expect their employees to exhibit work behaviors often beyond their contractual agreements to cope with uncertainty and the fast pace of change. One of those behaviors that organizations expect of employees beyond the call for duty is proactive behavior (PB). Proactive behaviors are often associated with masculinity in organizations due to their assertive nature. Despite this common observation, gender bias is largely ignored in research on proactive behavior. In addition, there is no research on the proactive behavior of LGBTQ+ employees in organizations. In this chapter, we discuss proactive behavior from gender, gender identity and sexual orientation perspectives, exploring the extent to which PBs are framed in inclusive ways in the extant literature. We also discuss mitigation strategies that frame proactive behaviors according to gender and LGBTQ+ inclusive lines.