As social justice initiatives continue to be a primary focus across the U.S., the workplace remains an area where inequality and discrimination is still a reality for many marginalized groups.
While Pew research finds that positive attitudes toward LGBTQ have seen double-digit increases, 45% of lesbian, gay and bisexual people surveyed by
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These challenges can negatively impact the career growth of LGBTQ employees. Indeed, LGBTQ individuals are vastly underrepresented on executive teams throughout the country, as only 7% of senior executives identify as such, according to the survey. Moreover, 9% of those surveyed do not feel the gender they express while at work conforms with their true gender identity.
"What we're seeing is an authenticity gap. Too many LGBTQ people can't show up as their authentic selves at work without facing negative consequences," Deena Fidas, Chief Program and Partnerships Officer for Out & Equal, said in a release. "Too many can't express their true gender identity. We are shining a light on this problem and providing employers with a roadmap they can use to address it."
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Employers are going to need all the help they can get if they actually want to create a more inclusive and diverse workplace. Only 17% of CEOs say they rank diversity and inclusion as “the most important organizational attributes for engaging employees,” according to a separate IBM study done earlier this year.
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There are several strategies employers can undertake to bridge this inequality gap and create a more welcoming environment for LGBTQ employees.
Employers need to establish non-discrimination procedures and policies throughout the workplace, the study suggests. Establishing gender-neutral restrooms and dress codes, as well as family leave policies catered to LGBTQ needs, are at the forefront of equity amongst a marginalized community.
Employers should also take a deep look at the benefits they offer to be sure they don’t inadvertently exclude certain groups. Providing LGBTQ-specific benefits, such as transgender healthcare coverage, can go a long way in showing employees you care about their overall well-being and want them to bring their authentic selves to work.
Corporate sponsorship and mentorship programs are another way employers can elevate all the voices within their workforce and help bring more LGBTQ employees into leadership positions.
“There is much more that corporations can do to support LGBTQ people’s career aspirations and allow them to bring their full selves to work,” said Ella Slade, global LGBTQ leader for IBM.
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Employers can make a big difference by utilizing their own brand to support LGBTQ rights through different partnerships with trade associations and NGOs, as well as issue position statements, and directly lobby to further LGBTQ rights.
Slade also emphasized mental health initiatives for LGBTQ employees, citing programs like Safe Spaces to Talk, which she says “give employees in the LGBTQ community and others a safe space for sharing their experiences and gaining support — especially during the COVID-19 pandemic.”
