84% of LGBTQ+ graduates say diverse leaders influence their job choices – does your organization qualify?

myGwork’s new LGBTQ+ Student & Graduate Survey 2026 shows that most young LGBTQ+ professionals want to be open about who they are in the workplace. Yet for a significant part of this community, authenticity is something they simply can’t afford.

One of the most striking findings in myGwork's latest report is the experience of LGBTQ+ students and graduates of color. While some white LGBTQ+ respondents say they would turn down a job where they couldn’t be out, only 19% of LGBTQ+ people of color feel they can afford to reject such a role.

That gap reveals a harsh reality: for many intersectional LGBTQ+ talent, particularly those who are racialized, financial security and career progression often have to come before authenticity. In other words, staying closeted at work can feel less like a choice and more like an economic survival strategy.

The survey also highlights a growing trend of what we might call “pragmatic concealment.” Under pressure from the cost‑of‑living crisis, political instability, and backlash against DEI, more students say they would accept roles in environments that don’t feel fully safe or inclusive if the salary, benefits and career impact are strong enough. For LGBTQ+ people of color, who already face higher rates of discrimination and fewer safety nets, that compromise is even more pronounced.

Employers that fail to create environments where LGBTQ+ people – especially those at the intersections of race, disability, gender identity and class – can be out without penalty are signalling that psychological safety is optional. The result? Higher burnout, lower engagement, and a pipeline of diverse future leaders who feel they must mute parts of themselves to get ahead.

The full myGwork LGBTQ+ Student & Graduate Survey 2026 digs deeper into:

• How often LGBTQ+ students and graduates of color witness and experience discrimination compared with their White peers
• The trade‑offs young people are making between pay, purpose and safety
• What “signposts” they actively look for to decide whether an employer is genuinely inclusive
• The specific actions that make under‑represented LGBTQ+ talent feel safe to be out from day one

If your organization is serious about equity, this data is essential reading. Not only does it explain why inclusion is important, it shows where it’s failing, who is paying the highest price, and what you can do differently.

Download the full 2026 survey to explore the findings, hear directly from LGBTQ+ students and graduates worldwide, and benchmark your own approach to attracting, supporting and retaining the next generation of diverse talent.