Third of LGBTQ+ staff believe their sexuality has negatively affected their career
May 28, 2024According to recent research, one in three LGBTQ+ workers believes their sexuality or gender identity has negatively impacted their career.
The latest Workmonitor Pulse survey from Randstad, the world's leading talent company, highlights the ongoing challenges faced by LGBTQ+ workers in the workplace. The insights are gathered from the perspectives of over 2,000 LGBTQ+ employees worldwide.
As ‘HR Grapevine’ reports, despite significant strides toward more inclusive workplaces over past decades, 41% of respondents report experiencing discrimination or prejudice at work, and a third (33%) feel that their sexuality or gender identity has adversely affected their career, compensation, or advancement (35%).
The research indicates that this lack of inclusion and acceptance at work is impacting the overall career potential of LGBTQ+ workers. More than a third (36%) reported that they have been less motivated or productive because they cannot be their authentic selves at work, while an equal proportion (36%) choose to work remotely because the office environment doesn’t feel inclusive.
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Businesses are also missing out on key talent, as concerns over workplace discrimination have driven nearly a third to resign from their jobs (29%) or seek alternative career paths (32%), demonstrating the correlation between non-inclusive workplaces and talent retention.
While the research shows that discrimination at work remains a reality for many, improvements have been made over the last five years. Two in five (41%) LGBTQ+ workers indicate they face less discrimination now compared to 2019, and over half (51%) acknowledge that their employer has taken meaningful actions to create an equitable workplace.
In line with these improvements, worker expectations have also increased in recent years, raising the bar for the desired level of workplace inclusivity. Three in five (58%) workers believe that the ultimate responsibility for fostering an inclusive environment lies with their employer, and nearly half (48%) value allyship and support from their employer more now than before.
Younger generations are at the forefront of calling for further changes from their employers, with Gen Z more concerned about the impact of discrimination on their career progression than Baby Boomers (45% vs 29%).
Over half (57%) of LGBTQ+ workers believe businesses should take a stance on LGBTQ+ issues internally and implement positive changes in a consistent and ongoing manner. Workers are highly aware of tokenism, and businesses must be cautious of appearing inauthentic in their actions.
This is reflected in the research, which found that while 41% of LGBTQ+ workers said their employer actively engages with Pride month, over a third (39%) view their employer’s contributions as tokenistic.
In response to these findings, Randstad has today outlined three tangible ways employers can create an inclusive environment for LGBTQ+ workers, including:
• Empower employee-driven groups: ensure that all initiatives are rooted in the actual experiences of employees. This results in informed, targeted business actions that support and enhance workplace inclusivity.
• Instill a culture of respect and empathy: acknowledge and respect the diverse range of experiences of LGBTQ+ workers, rather than perceiving them as "others" or defining them solely by their gender or sexual orientation.
• Authentic allyship, year-round: while Pride Month is an important time for businesses to reflect on their LGBTQ+ inclusivity efforts, this awareness must extend beyond just one month.
Sander van 't Noordende, CEO of Randstad, commented: “As a member of the LGBTQ+ community, I’ve seen throughout my career the positive strides companies have taken to create more inclusive and equitable workplaces, but the journey is far from over.
“A concerning number of LGBTQ+ workers are still facing discrimination and experiencing effects on their career progression simply for being themselves.
“Business leaders have a responsibility to continue making improvements. They need to take actions that lead to meaningful change and increase the feeling of belonging in the workplace.”
Van ’t Noordende added: “Workers consistently tell us that being able to be themselves at work makes them feel more productive, motivated, and capable of reaching their full potential.
“In a talent-scarce world, companies need to attract and retain their best talent more than ever. It’s not just the right thing to do; it also makes sound business sense.”
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