2/3 LGBTQ+ Staff Don’t Feel Fully Included at Work, Reveals Study

Around 70% of LGBTQ+ employees do not feel fully included at work, confirmed a new study by Bain & Company. This puts employers 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,” stated Brenen Blair, Expert Associate Partner at Bain & Company’s Houston office and a leader in its organisation and DEI practices. “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.”

CREATING INCLUSIVE WORKPLACES

Because the category “LGBTQ+” is so broad, and many organisations lack accurate data about the specific contours of their LGBTQ+ populations, it may seem daunting for employers to understand how to create greater inclusion for members of this group. For example, Bain’s 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 programmes and growth mindsets – notable differences exist between LGBTQ employees in North America and Europeas well as by gender.

The research from Bain & Company also shows which systemic and behavioural actions create the most inclusive workplace environments for LGBTQ+ employees across regions. For example, LGBTQ+ men in North America place greater importance on the overall diversity, equity and inclusion mission and goals of an organisation than LGBTQ+ men in Europe, who put a greater focus on open and honest communication. Bain’s research showed similar differences between LGBTQ+ women in North America, who place greater importance on the perceived empathy of others than women in Europe, who value growth opportunities and transparent feedback more strongly.

ENSURING LGBTQ+ INCLUSION AT WORK

Leaders looking to ensure all queer talent feels included should focus on the following areas, shared the report:

• 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 organisations 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 organisation.

CELEBRATING UNIQUE QUALITIES

“To be truly inclusive, we must recognise 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.”

The LGBTQ+ professional networking platform myGwork returns with an action-packed WorkPride conference for Pride Month to help promote LGBTQ+ inclusion at work. Click here to find out more.