How to Build a More Equitable Workplace for LGBTQ+ Employees, According to LinkedIn Survey Data
By | Samantha McLaren
Scroll through LinkedIn during Pride Month and you’ll likely see posts from LGBTQ+ employees discussing how thankful they are that their company has made them feel comfortable bringing their true selves to work. These stories are inspiring and heartwarming, but they don’t relate a universal experience.
New research from LinkedIn found that 31% of LGBTQ+ professionals in the United States have faced blatant discrimination or microaggressions at work. Among those aged between 18 and 34, 25% feel they’ve been intentionally passed over for career advancement opportunities because they are “out” in the workplace. Experiences like these provide some insight into why many LGBTQ+ professionals aren’t ready to come out at work, with 26% worrying they’d be treated differently and 47% fearing it would negatively impact a job search.
Some people argue that sexuality should be kept out of the workplace and that gender identity “isn’t that serious.” But the reality is that most people signal them on a daily basis without thinking twice about it — whether it’s the clothes they wear, a casual reference to their partner when discussing weekend plans, or family photos displayed on their desk. Gender and sexuality are integral parts of who we are, and feeling pressured to hide those parts of yourself can take an immense psychological toll. As a result, one in four LGBTQ+ employees has left a job because they didn’t feel comfortable or accepted in the workplace.
On the flip side, feeling like you can be yourself can completely transform your experience at work for the better. Of the LGBTQ+ professionals surveyed, 27% said it felt like a weight was lifted off their shoulders when they came out, and 25% said it has helped them build better relationships with their professional community. To help more people have this experience, here are some steps your company can take to support your LGBTQ+ employees during Pride Month — and all year round.
1. Make your stance clear — and back it up with meaningful action
Behavior often trickles down from the top. But many LGBTQ+ employees are not confident that their leadership team cares about building an inclusive workplace. In fact, 25% say they do not believe LGBTQ+ acceptance is important to their senior leaders.
Clearly and publicly communicating your company’s stance on LGBTQ+ inclusion is a good first step, letting both employees and the wider community know what you stand for. This is something that job candidates pay close attention to: 77% of LGBTQ+ professionals believe it’s important that a prospective employer expresses an outward commitment to supporting LGBTQ+ employees, so failing to mention this on your company’s website or LinkedIn Company Page could deter great talent from applying.
But words alone are not enough. Even among LGBTQ+ employees who believe diversity and equity are important to their senior leaders, 32% find this manifests more often through talk than action, noting that their companies haven’t made any material policy or cultural changes. The steps outlined below can help you demonstrate genuine commitment to change, and sharing regular updates about what you’re doing will let employees know that progress is being made.
