LGBTQ+ employees report on their experiences in the workplace

June 12, 2023

You might have read news reports about a survey commissioned by the recruiting firm Indeed.com which demonstrated some serious workplace concerns among LGBTQ+ respondents. In this survey of 732 LGBTQ+ employees, over a quarter (26%) tried to hide their identity in the workplace, and two thirds (65%) reported that they were concerned that anti-LGBTQ+ legislation would impact their job prospects (65%). Only a third (34%) reported that their workplace had an LGBTQ+ employee resource group (ERG). Two thirds of respondents said they did not know of any “out” executives or leaders at their company. This survey was performed by a third party which did not provide data on recruitment methodology, so it’s possible that recruitment oversampled dissatisfied employees.

WTW asked about perception of the workplace in its Global Benefit Attitudes Survey fielded in late 2021. This was an exceptionally large survey (9658 employees in the US weighted to be nationally representative). Those who identified as LGBT expressed consistently lower perceptions of caring in the workplace, although only one of these (wellbeing is an important part of company culture) clearly reached statistical significance. It’s possible that current anti-LGBTQ+ legislation and rhetoric has intensified worries of those who are LGBTQ+, which could explain some worsening of workplace concerns among LGBTQ+ colleagues over the last year and a half.

Source: WTW Global Benefit Attitudes Survey, Fall, 2021 LINK

The confidence interval for LGBT is 3.6% and for others is 1.1% * Statistically significant

This data shows that there is much room for many employers to improve employee perception of the company and the workplace, and perhaps more room for companies to address concerns of LGBTQ+ employees.  

Implications for employers:

-        An inclusive workplace is likely to have better recruiting, better productivity, and better retention of talented employees. Diversity is associated with better overall company performance.

-        Diverse leadership teams can help demonstrate and create an inclusive work environment.

-        Despite greater awareness of the needs of LGBTQ+ employees in the workplace, many in this community don’t feel comfortable bringing their authentic selves to the workplace

-        Employers can achieve a culture of inclusivity and reduce stigma in the workplace through leaders setting an example and through training, especially of managers and supervisors.

-        If employers don’t already have one, an ERG that supports the LGBTQ+ community can be part of a comprehensive strategy.

-       Employers can consider submitting data on their equality efforts to the Human Rights Campaign’s (HRC) Corporate Equality Index, a national benchmark of what other employers are doing in this space

Tomorrow: Chatbots gave harmful information to those with eating disorders