Non-inclusive Behaviors Persist at Work for 42% of LGBTQ+ Professionals, Reveals Report

Despite supportive actions from employers, non-inclusive behaviors persist at work for 42% of LGBTQ+ professionals globally, confirmed a new report. The findings shed some light on why many LGBTQ+ professionals still prefer not to come out at work.

These non-inclusive behaviors include unwanted comments of a sexual nature (33%); unwanted comments on gender identity (25%); and broader unacceptable behavior, according to the latest Deloitte report, entitled LGBT+ Inclusion @ Work: A Global Outlook.

Furthermore, these behaviors are experienced in both office and remote working environments. Nearly half (47%) of those who reported experiencing non-inclusive behaviors said they experienced these in a physical office; while 20% have experienced them in a virtual setting. One-third (33%) experienced such behaviors in both physical and remote environments. Of those who encountered these behaviors, nearly three-quarters reported their experience to their employer; and 6 in 10 were satisfied with the response.

The rationale as to why respondents didn’t report non-inclusive behaviors was generally similar across all gender identities; (for example, when it came to concerns as to the perception of colleagues). Women, however, were more concerned than men that their complaints would not be taken seriously (40% versus 22%); and that the behavior wasn’t serious enough to report (33% versus 16%). Men were more concerned than women that the behavior would get worse (38% versus 17%) if it was reported.

No wonder many still choose not to share their sexuality and/or gender identity with the majority of their colleagues. In fact, around 1 in 5 respondents are not out to anyone at work about their sexual orientation; while 34% are out only to their closest colleagues. Of the latter respondents, 36% reported that while their immediate team/colleagues made them feel comfortable disclosing their sexual orientation at work; the organization at large did not. From a gender identity perspective, nearly one-quarter (23%) who are out to some of their colleagues are worried that being out to the majority of their colleagues will adversely impact their career.

Of those respondents who are out to the majority of their colleagues, 9 in 10 agreed that this is because their workplace culture helps them feel comfortable being out. “It has been encouraging to see a focus on LGBTQ+ inclusion in the workplace,” shared Michele Parmelee, Deloitte Global Deputy CEO and Chief People and Purpose Officer. “However, the survey has also shown us that more needs to be done. Looking ahead as companies build future-ready organizations, it will be incumbent upon leaders and colleagues to focus on three critical elements to promote LGBTQ+ inclusion; enabling employees to feel comfortable being out at work, creating an environment where non-inclusive behavior is not tolerated; and leveraging visible and vocal allyship.”

On a positive note, many organizations are prioritizing LGBTQ+ inclusion, creating an overall positive impact in the workplace, according to nearly 80% of respondents in the latest Deloitte report. The research reveals that more than 70% of LGBTQ+ employees are more inclined to stay with their current employer because of its approach to LGBTQ+ inclusion; and many cited visible allyship and the availability of Employee Resource Groups (ERGs) as key enablers of an inclusive culture. Yet despite these efforts, 42% of all respondents reported experiencing non-inclusive behaviors at work.

“It is clear that employers are taking steps to incorporate LGBTQ+ inclusion into their DE&I strategies, and that this is regarded positively by their LGBTQ+ employees,” noted Emma Codd, Deloitte Global Inclusion Leader. “However, it is also clear that there is much more for these organizations to do to fully embed LGBTQ+ inclusion into their everyday culture. Organizations need to go beyond programs to embed a truly respectful culture where non-inclusive behaviors are not tolerated; and everyone feels able to be out at work.”

Many organizations are focusing on LGBTQ+ inclusion within their diversity, equity and inclusion (DE&I) strategies; with around 80% of respondents reporting that their employers have introduced LGBTQ+ inclusion actions and initiatives and 95% of those believing that this has led to meaningful support for LGBTQ+ employees across their respective organizations.

According to respondents, actions taken by organizations vary; with nearly 40% saying their company leaders speak openly about LGBTQ+ inclusion within the organization. A third say their company have LGBTQ+ allyship programs; and nearly a third (31%) say their employers discuss LGBTQ+ inclusion at external forums such as business events. Almost all (93%) of respondents who work for global companies also believe that organization-level communications; and actions around LGBTQ+ inclusion are translating into meaningful support in their home countries.

Surveying 600 respondents from organizations across 12 geographies and a range of sectors, Deloitte’s research provides a snapshot of the lived experiences of LGBTQ+ employees to understand their daily realities; what organizations are getting right, and what can be improved. Click here to download the report.