Over Two-Thirds LGBTQ+ Employees Still Don’t Feel Fully Included At Work, Reveals Study

Around 70% of LGBTQ+ employees still do not feel fully included at work, confirmed a new study carried out by Bain & Company. In short, employers are “at risk of missing out on the full value of these diverse skills and perspectives,” noted the report.

“Many companies are awakening to the business benefits of welcoming LGBTQ+ employees, including an ability to attract and retain talent,” commented Brenen Blair, Expert Associate Partner at Bain & Company. “But inclusion is about much more than ‘welcoming everyone.‘ Being LGBTQ brings a distinct feeling of ‘otherness’ and comes with a life backdrop that often translates into differentiated perspectives and abilities in the workplace. Our research identified some of the most important steps employers can take to build more inclusive work environments for their LGBTQ+ employees and truly reap the benefits of this diversity.”

As the category “LGBTQ+” is so broad, many organizations lack accurate data about the specific contours of their LGBTQ+ populations, which makes it harder for employers to understand how to create greater inclusion for members of this group. The research shows that while the top enablers for inclusion among the LGBTQ+ community consistently fall into areas of growth and career development – coaching, talent development programs and growth mindsets – notable differences exist between LGBTQ+ employees in North America and Europe, as well as by gender.

For example, LGBTQ+ men in North America place greater importance on the overall diversity, equity and inclusion mission and goals of an organization than LGBTQ+ men in Europe, who put a greater focus on open and honest communication. And LGBTQ+ women in North America, place greater importance on the perceived empathy of others than women in Europe, who value growth opportunities and transparent feedback more strongly.

According to the report, leaders looking to ensure all queer talent feels included at work should focus on the following areas:

Get the basics right. Create an environment where “coming out” is safe and easy. Revisit benefits packages, particularly healthcare and family leave, and ensure they meet the needs of all identities, genders, orientations and family setups. Build allyship programs that both educate and “lighten the load.”

Embrace individuality in talent management. Examine role expectations, performance reviews and accepted language for describing success. Ask whether the organization is set up to encourage and cultivate diversity of thought in its most critical roles.

Enable tailored career pathways. LGBTQ+ employees are continually coming out, and identities and passions may change significantly over the course of peoples’ careers. Inclusive organizations create clear pathways for lateral career moves that keep strong talent engaged. For example, part-time, hybrid, and remote roles and sabbaticals benefit everyone, but are particularly important for creating equity for queer employees.

Cultivate true sponsorship. Mentor programs for underrepresented groups are common, but true sponsorship opens doors, creates advocates and helps employees navigate their organization.

“To be truly inclusive, we must recognize the diversity of our people and celebrate their unique qualities,” highlighted Andrea Arroyo, a Senior Manager at Bain & Company’s London office. “For example, my sponsor at work pointed out that my sensitivity; a trait I originally thought of as a flaw in the workplace, helped to make me highly attuned to both clients and teammates who were uncomfortable or even struggling. It turns out, being fully myself has helped me to be more effective in serving my clients and made me a better team member.”

myGwork’s upcoming action-packed WorkPride 2022 Conference for Pride Month is a great way to learn how to help promote LGBTQ+ inclusion at work for free. Click here to find out more or sign up.