4/10 LGBTQ+ Staff Report Non-inclusive Behaviours at Work

Despite supportive actions from employers, non-inclusive behaviours persist at work for 42% of LGBTQ+ professionals globally, confirmed a new report.

These non-inclusive behaviours included unwanted comments of a sexual nature (33%); unwanted comments on gender identity (25%); and broader unacceptable behaviour, according to the latest Deloitte report, entitled LGBT+ Inclusion @ Work: A Global Outlook.  Furthermore, these behaviours are experienced in both office and remote working environments. Nearly half (47%) of those who reported experiencing non-inclusive behaviours said they experienced these in a physical office; while 20% have experienced them in a virtual setting. One-third (33%) experienced such behaviours in both physical and remote environments. Of those who encountered these behaviours, nearly three-quarters reported their experience to their employer; and six 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 behaviour wasn’t serious enough to report (33% versus 16%). Men were more concerned than women that the behaviour would get worse (38% versus 17%) if it was reported.

IMPACT OF ‘BEING OUT’ AT WORK

No wonder many still choose not to share their sexual orientation and/or gender identity with the majority of their colleagues. In fact, around one in five 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 organisation 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, nine 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 organisations, 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 behaviour is not tolerated; and leveraging visible and vocal allyship.”

POWER OF ALLYSHIP & ERGS

On a positive note, many organisations are prioritising 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 behaviours at work.

Surveying 600 respondents from organisations 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 organisations are getting right, and what can be improved.

“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 organisations to do to fully embed LGBTQ+ inclusion into their everyday culture. Organisations need to go beyond programmes to embed a truly respectful culture where non-inclusive behaviours are not tolerated; and everyone feels able to be out at work.”

OFFERING MEANINGFUL DE&I SUPPORT

Many organisations 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 organisations.

According to respondents, actions taken by organisations vary – nearly 40% say their company leaders speak openly about LGBTQ+ inclusion within the organisation; a third say their organisations have LGBTQ+ allyship programmes; 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 organisations also believe that organisation-level communications; and actions around LGBT+ inclusion are translating into meaningful support in their home countries. For more information about the report click here.

Around 70% of LGBTQ+ employees do not feel fully included at work, confirmed another recent study. Click here to read more.

Next week’s WorkPride 2022 features more than 360 speakers from around the world on LGBTQ+ inclusion matters, as well as opportunities for LGBTQ+ professionals both within organisations. Click here to find out more.