Equity in Motion: LGBTQIA+ Considerations in Global Mobility

When we first read Deloitte Global's 2023 LGBT+ Inclusion@Work report, we were struck by a startling statistic: one-third of LGBTQIA+ professionals globally are actively seeking more inclusive employers. This isn't just a number—it should be a wake-up call for employers worldwide. So, what does this mean for us in the ever-evolving landscape of the future of work? Let's unpack this together.

Beyond these immediate challenges in global mobility, there's a broader perspective to consider. These insights and recommendations aren't just confined to the realm of mobility. They are instrumental in shaping global workforce planning. As we envision the leadership of tomorrow and the evolving needs of a diverse workforce, the potential of personalized benefits and inclusive policies becomes even more evident. It's about creating a holistic environment that addresses the needs of all employees, irrespective of their role or location.

The landscape

To fully grasp the potential challenges and opportunities at hand, we need to take a step back and consider the global landscape of acceptance and attitudes towards the LGBTQIA+ community. A 2020 Pew Research Center report titled "The Global Divide on Homosexuality Persists " provides a sobering snapshot: acceptance of homosexuality remains sharply divided by country, region, and economic development. While Western Europe and select regions in the Americas are becoming more inclusive for LGBTQIA+ communities, places like Eastern Europe, Russia, Ukraine, the Middle East, and sub-Saharan Africa are witnessing lower levels of acceptance. The Asia-Pacific region is a patchwork of contrasts, with countries like Australia showing high acceptance, while others like Indonesia show very low acceptance.

The challenge

The global disparity in LGBTQIA+ acceptance poses a serious challenge for internationally mobile LGBTQIA+ employees. In certain destinations, they may encounter not only less accepting but also legally hostile environments, where expressing their gender identity or sexual orientation can be against the law. This underscores the importance of organizations taking proactive steps to support their LGBTQIA+ workers, by providing them with comprehensive information and preparation for the cultural and legal landscape they will be entering.

Without proper resources or support from their organizations, these workers may live in fear of legal discrimination, struggle with finding community, or experience feelings of isolation and non-belonging. This is a reality we must confront head-on, and it starts with understanding the challenges and taking meaningful action to address them.

The opportunity

Organizations have an opportunity and responsibility to create a safe, well-informed, and inclusive environment for their LGBTQIA+ workers, no matter where their work takes them. Here are a few strategies organizations can consider adopting to elevate their efforts and enhance the international experience, leading to a more favorable mobility return on investment (ROI).

Forge a Strong Alliance Between the Mobility Team and Company DEI

Refresh and Standardize Global Mobility Policies with Inclusive Language and Personalized Benefits

Many organizations have recognized the need for periodic review of their policy language, given the evolving nature of social norms and legislation. This is crucial, as variations in the definition of terms such as "spouse," "dependent," and "family" can arise in company policies, especially if they're not consistently updated. These discrepancies can lead to confusion and may inadvertently exclude some employees from mobility opportunities. To combat these issues, it is beneficial for companies to create a diverse review board, ideally including members with direct, personal experiences in these matters. Such a group can provide unique insights and identify nuances that might otherwise be overlooked. Regularly scrutinizing and revising mobility documents and processes is key to reducing unintentional barriers and affirming the value of LGBTQIA+ employees. Updating policies to allow for more personalized employee benefits can also help. This approach not only mitigates the risk of employees choosing not to participate in certain programs but also empowers LGBTQIA+ employees to progress in their careers with enhanced support and confidence.

Share Local Resources for LGBTQIA+ Employees on International Laws

Many employees rely on online sources or personal research to understand LGBTQIA+ related laws in their destination countries. To alleviate the research burden, organizations can compile and provide access to external resources that offer information about local LGBTQIA+ legislation. This approach enables employees to independently assess potential risks and consider necessary precautions.

Cultivate Communities Abroad for LGBTQIA+ Employees

Employers can take steps to achieve this by providing information about local LGBTQIA+ organizations, researching LGBTQIA+ friendly spaces, offering counseling services, or connecting employees with other globally mobile LGBTQIA+ colleagues.

Facilitate Vendor Alignment with the Organization’s DEI Approach

Employers can encourage their external partners, such as relocation management companies, destination service providers, tax and immigration vendors, and others, to familiarize themselves with the organization's DEI approach, mission, and vision, and integrate these principles into their interactions with employees. This includes understanding the unique needs of LGBTQIA+ workers and providing services that respect and support these needs.

Keep a Pulse on LGBTQIA+ Employee Metrics

Despite recognizing the value of tracking more metrics beyond the minimum legal requirements in various jurisdictions, many organizations are not tracking metrics related to LGBTQIA+ employee satisfaction, policy usage/exceptions, retention rates, career advancements, and participation in global mobility programs. These metrics can provide a wealth of insights into their needs and challenges and help gauge the impact of LGBTQIA+ tailored initiatives. By going beyond any local demographic reporting mandates and investing in comprehensive data tracking, organizations can make more informed decisions that align with their overall DEI mission. Furthermore, the insights gained from these metrics can help to provide valuable information about the future leadership pipeline, contributing to the long-term effectiveness of the organization's DEI efforts.

Foster Open Communication

Less than half of LGBTQIA+ employees feel comfortable being out with all their colleagues, according to Deloitte Global’s 2023 LGBT+ Inclusion@Work . Employers can create an official employee feedback process, which can help identify trends and ways to improve the work experience for LGBTQIA+ employees.

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Citations

1 “Deloitte Global 2023 LGBT+ Inclusion @ Work.” Deloitte Global, London, United Kingdom. (June 2023)

2 “The Global Divide on Homosexuality Persists.” Pew Research Center, Washington, D.C. (June 25, 2020)

3 “U.S. LGBT Identification Steady at 7.2%.” Gallup, Washington, D.C. (February 22, 2023)

4 “Rainbow Britain Report (2022).” Stonewall Equality Limited, London, United Kingdom. (October 2022)

5 “Working Globally: Why LGBT+ Inclusion is Key to Competitiveness.” Open For Business (2020)

6 “ESG Benchmark Survey: The Role of DE&I in the Social Pillar.” AIRINC (2023)

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