New report finds 85% of LGBTQ+ professionals encounter career obstacles due to their identity

A new study from Pride in Leadership, surveying over 1,000 LGBTQ+ professionals, has revealed that 85% have faced career obstacles linked to their identity. These challenges range from discrimination in promotions and a lack of LGBTQ+ representation in leadership to verbal and physical attacks at work.

Other key findings show that 76% had no LGBTQ+ role models early in their careers, 42% said HR failed to support them, and 93% believe bias may exist in hiring processes. The barriers only grew as careers advanced, with one in four LGBTQ+ business owners or entrepreneurs reporting workplace abuse. Strikingly, just 5% of trans respondents reported facing no workplace barriers.

The report exposes the depth of homophobia in UK workplaces, revealing the significant challenges LGBTQ+ professionals face at every stage of their careers.

UK schools undermine confidence in LGBTQ+ youth

According to the findings, discrimination doesn’t start in the workplace. More than a third (34%) of respondents said their LGBTQ+ identity negatively impacted their education, with some recalling being encouraged to suppress their sexuality.

One respondent, who was bullied for being gay, said: “I was told I had brought it on myself for drawing attention and that I should focus more on blending in like the other boys and not trying to make everything about me. As a result, I drew into myself – directly impacting my schooling, social development, etc., as the bullying didn't stop but me talking about it did.”

This is far from a historical issue. Ongoing political debates in the UK and US continue to restrict discussions of LGBTQ+ identities in schools and government resources, fostering a culture where many feel compelled to conceal their identity from an early age.

Pressure to ‘be less gay’ constraining career choices

More than half (56%) of respondents said their LGBTQ+ identity influenced their career choices, steering them away from certain industries, roles, or locations due to fears of discrimination or lack of support. One in six (16%) believed they had been denied job opportunities because of their identity. One respondent recalled: "In a job interview, I was told they didn't want poofs working for them."

Another described how a company director changed their stance upon discovering they were gay and HIV-positive: "She did a total 180°, and the hiring manager sat there dumbfounded."

Location plays a crucial role in career decisions, with 80% of LGBTQ+ professionals saying their identity influenced where they chose to live. A quarter of respondents had turned down job offers or refused to apply for roles in areas they deemed less LGBTQ+-friendly.

As one participant explained: "I've been approached for roles in the Middle East. Despite higher pay and great material living conditions, I would never put myself in that sort of environment as a gay man for mental health, legal, and social reasons."

Going back into the closet for work

While many LGBTQ+ people are open in their personal lives, the workplace remains an unwelcoming space. Just over half (52%) were out to colleagues by age 24, rising to 82% by their mid-thirties. One respondent said: “Coming out allowed me to be more ‘myself’ at work and saved the energy I used to spend staying closeted.”

Yet 32% never disclose their identity to clients or customers. One shared: “I’ve lost followers and potential customers when posting LGBTQ+ designs. It’s something I’m working on accepting.”

A call for urgent action

The report calls for urgent reforms, including stronger legal protections against workplace discrimination, greater transparency in hiring practices, and more inclusive leadership. Companies must move beyond token gestures like flag-waving and tackle the root causes of inequality – from platforming role models and investing in LGBTQ+ training to stamping out homophobia and transphobia disguised as ‘banter’.

"This research reflects what I’ve seen as a gay leader. From homophobia in meetings to being invited on trade missions to a country where I could be sentenced to death just for being me... the playing field is far from level," stated Matt Haworth, co-founder of Pride in Leadership. “Now is not the time for organisations to step back from EDI initiatives. We need renewed commitment. Everyone deserves a fair chance to succeed, regardless of who they love or how they identify.”

The report is backed by key figures, including Baroness Barker, member of the House of Lords, who said: “We are fortunate to be the first generation of LGBTQ+ people who can choose and pursue our professions without hiding essential parts of ourselves. If we are not to be the last, and if we are to ensure future generations remain equally free, we must heed this report’s calls to action.”

Covering insights from over 1,000 LGBTQ+ professionals across different industries and career levels, the 90-page report offers a roadmap for progress. Its message is clear: systemic change is needed to ensure that LGBTQ+ professionals no longer have to choose between career success and personal authenticity.

The Pride in Leadership Report is the first of its kind to provide such a comprehensive insight into LGBTQ+ workplace experiences. “This report is truly groundbreaking. While other areas of diversity have been studied extensively, there has been a stark lack of data on LGBTQ+ experiences in the workplace until now,” shared Claire Ebrey, co-founder of Pride in Leadership and founder of On The Level Consultancy. “We hope it will drive real change, empowering organisations and policymakers to create truly inclusive environments where LGBTQ+ professionals can achieve their potential.”

There is still “far too little data on LGBT experiences in the workplace,” added Ebrey. “With this report, we aim to create something as well-known and influential for LGBT inclusion as the Parker Review is on race or McKinsey’s work is on gender. But unlike those reports, we don’t have a big corporate machine behind us – so we’re asking people to help us spread the word organically. Share it with your HR teams, EDI leads, LGBTQ+ networks – anyone who can help turn insight into action.”

You can download the full report here.