Most LGBTQ+ Workers from Marginalized Racial and Ethnic Communities Are Under Constant Threat of Bias, Reveals Global Report

The majority of LGBTQ+ employees from marginalized racial and ethnic communities constantly fear bias at work, according to new global research.

The report carried out by Catalyst, a non-profit helping to create workspaces that work for women, found that three-quarters (74%) of LGBTQ+ employees from marginalized racial and ethnic groups are highly on guard against bias a within their work teams, with the figure soaring to 85% for transgender and nonbinary employees. Overall, 61% of employees from marginalized racial and ethnic groups in Australia, Brazil, Canada, the UK and the US countries are on guard against bias and discrimination from their teams.

The report also revealed that women (56%) and men (54%) from marginalized racial and ethnic groups are on guard against bias within their work teams at similar rates.

The research shows that this constant threat of bias affects an employee's ability to thrive at work. Instead, they stay on guard to protect themselves from intentional and unintentional experiences of bias, for example by bracing for insults, avoiding certain situations and places, and changing the way they look to protect against being stereotyped by others. This experience of constantly being on guard against bias because of race, ethnicity, and gender is described in the report as 'emotional tax'.

“The emotional tax people from marginalized racial and ethnic groups experience in the workplace is persistent, pervasive, and global,” stated Catalyst President and CEO Lorraine Hariton. “Companies must take intentional action to create safe, empowering, and inclusive work environments where this burden is lifted and all employees can thrive.”

Too often, experiences of racism are “construed as something that happens ‘out there’ rather than right here,” shared report author Sheila Brassel. “These data show with clarity that that idea is patently false. Around the world, people from marginalized ethnic and racial groups are under a near constant threat of bias in their work teams.”

However, businesses and teams cannot reach their full potential when talented and valuable employees are experiencing emotional tax. The report reveals two ways that organizations can mitigate this. They include:

• · Team climate for psychological safety.
• · Team racial and ethnic diversity.

In other words, the more psychologically safe and racially and ethnically diverse a team is, the less likely team members from marginalised racial and ethnic groups will be on guard.

According to the report, when employees from marginalized racial and ethnic groups are less on guard, they are three times more likely to stay in their organisation, be engaged or emotionally invested in their work and their company mission, experience team cohesion – connection among team members as they work toward a common goal, and are more effective at team problem-solving. They are also four times more likely to experience inclusion; in other words, feel valued, trusted, authentic, and psychologically safe ­– at work. In short, when employees are less on guard they are more likely to focus on their job and career, and thrive.

Click here to read the full report.

Keep up to date with the latest myGnews

LGBTQ+ professionals, LGBTQ+ Graduates, LGBTQ+ professional network, LGBTQ+ professional events, LGBTQ+ networking events, LGBTQ+ Recruitment, LGBTQ+ Friendly organizations, LGBTQ+ Friendly companies, LGBTQ+ jobs