3 ways to support LGBTQ employees during Pride Month

SUPPORT GEN Z: Approximately 20% of Gen Z adults identify as LGBTQ, according to a recent study from 安永 . Yet Gen Z gave their employers a grade of C+ for corporate LGBTQ inclusion efforts — and it's up to employers to change their own standing.?

"Gen Z brings unique perspectives, experiences and learning preferences to the workplace," says Mitch Berlin, vice chair for EY Americas. "They value inclusion and diversity deeply, and they expect their employers to reflect these values."?

Here's how employers can improve: When it comes to LGBTQ inclusion, Gen Z gave their companies a C+

PAY PARITY: LGBTQ+ talent makes 90 cents for every dollar a cisgender, heterosexual employee makes. This gap only widens when that employee is also a woman, person of color, trans or all of the above. Trans women are disadvantaged the most, making just 60 cents on the dollar.?

"Even though so many companies have made great strides in diversity, equity, inclusion and belonging, there's a lot of work that still needs to be done," says Sarah Reynolds , chief marketing officer at HR tech company HiBob . "Compensation is fundamental to the relationship between employer and employee. We don't go to work for fun; we exchange labor for, hopefully, fair compensation."

Here are a few ways to close the gap: How employers can rectify the LGBTQ pay gap

PRIORITIZE INCLUSIVITY: Diversity, equity, inclusion and belonging (DEIB) initiatives have been a topic of discussion across virtually every industry — first for their sharp rise, and more recently for companies that have already begun to roll them back.?Today, every HR department's questions are: How do we make our workplaces more inclusive? And how do we make them functional for our employees?

Here are a few ways to answer: How the future workplace can be a more inclusive one