LGBTQ+ employees who do not come out during their first 12 months at a workplace, are unlikely to do so at all, according to a new survey by Boston Consulting Group (BCG).
The report, titled Why the First Year Matters for LGBTQ+ Employees, highlights the findings of the Out@Work Barometer, a global survey of about 8,800 people in 19 countries. Overall, 70% of LGBTQ+ respondents said that they came out during the hiring process or within their first 12 months of starting their job. Just 10% came out after the first year; and the remaining 20% stayed closeted, underscoring how important it is for companies to create inclusive cultures from day one for all employees.
“Our survey found that LGBTQ+ employees who are out at work are more empowered and feel more comfortable about speaking up, being themselves, and building close friendships at the office,” stated Gabrielle Novacek, a BCG Managing Director and Partner; and a co-author of the report. “We believe that this in turn leads to more productive teaming and reduced employee turnover.”
GEOGRAPHICAL VARIATIONS
Although on average nearly a quarter (24%) of LGBTQ+ people surveyed across all countries believe that being out at work is an advantage professionally and 53% see it as a neutral factor, nearly a quarter (23%) see coming out as a disadvantage in the workplace, with many worrying that doing so is a potential risk to their careers.
Furthermore, there are striking variations across countries, as the chart below illustrates. In Australia, for instance, 50% of LGBTQ+ respondents see being out at work as an advantage; as do 43% of respondents in the US. In contrast, 40% of LGBTQ+ respondents in Mexico and 36% in France see coming out as a disadvantage to their careers.
CHALLENGES WITHIN LGBTQ+ COMMUNITY
The survey findings also shed light on the challenges that trans and gender nonconforming (TGNC) employees and LBTQ+ women face when making choices about being out at work. For instance, 74% of TGNC respondents reported instances of discrimination versus 57% of LGBQ+ respondents. And LBTQ+ women who are out reported a 13% greater incidence of sexual harassment than did their male counterparts.
Providing an environment in which LGBTQ+ employees feel comfortable bringing their authentic selves to work from day one is not a simple matter of rolling out a multitude of new initiatives. Companies need to develop a holistic plan to ensure that all stages of an employee’s journey during the first critical year reflect and are shaped by a diverse, equitable, and inclusive culture.
SUGGESTED ACTIONS
The report outlines concrete actions that companies can take across the employee life cycle to encourage employees to be comfortable being out. These include:
- Foundation. Ensure that the right HR policies and supportive infrastructure are in place and are communicated effectively.
- Recruiting. Focus on building a truly diverse workforce, including making targeted outreach to LGBTQ+ candidates and giving them support throughout the process.
- Onboarding. Immediately connect LGBTQ+ employees with mentors who can help them navigate their careers and be a resource in managing any concerns or issues.
- Day-to-Day Work Environment. Create a respectful, inclusive culture, with a structured programme in place for allies that offers, among other things, sensitisation training on diversity, equity and inclusion.
- Continued Engagement. Include regular and frequent expressions of support for, celebrations of, and events that recognise the Pride movement, and support broader LGBTQ+ rights and inclusion as a regular component of the company’s calendar.
WALKING THE WALK
“The good news is that companies can help ensure that employees feel comfortable bringing their authentic selves to work from day one,” stated Elliot Vaughn, a BCG Managing Director and Senior Partner; who is also the global leader of Pride@BCG – the firm’s network for LGBTQ+ colleagues and allies; and a co-author of the report. “The key is to foster diversity, equity, and inclusion at all stages of the employee journey. These actions signal that the company is actually ‘walking the walk’ when it comes to building an inclusive culture.”
Click here to download the report.
Did you know just 24 out of 5,690 Director seats (0.2%) in Fortune 500 companies are held by openly LGBTQ leaders? Click here to read more.
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