How can companies serve their LGBTQ+ employees better?

The lesbian, gay, bi, transgender, queer (LGBTQ+) community has made great progress over the past few decades gaining protections against discrimination in the workplace.

The U.S. Supreme Court ruled in 2020 that a person can’t be fired due to their sexual orientation or gender identity under the Civil Rights Act of 1964. In Canada, the government has also amended the Human Rights Act to extend those protections to the community as well.

Yet gaps remain in those protections. For example, the 2020 ruling in the U.S. does not apply to employers with fewer than 15 employees, according to an analysis by the AP. Additionally, the ruling did not address firings based on religious objections.

These gaps mean many LGBTQ+ individuals may still face discrimination or challenges in the workplace. And they may help explain why nearly a quarter (24%) of surveyed professionals were not open about their identity in their workplace, according to a new survey, with 26% of respondents worried that being open about themselves would cause coworkers to treat them differently.

The survey, which was conducted between April 30 and May 12 for LinkedIn by YouGov, reflected responses from 2,001 LBGTQ+ professionals in the U.S. between ages 18 and 69 years.

The responses showed that being yourself in the workplace can have benefits. Those who are open at work as LGBTQ+ individuals said that it has helped them connect with others for support and build better relationships within their profession. They also said they feel like a weight was lifted when they came out at work.

Unfortunately, many LGBTQ+ professionals worry that being themselves could hurt their careers regardless of whether they are currently out in the workplace or not. Roughly half (47%) of survey respondents said they believe being out would hurt their job search efforts. Many said they believe it already negatively affected their careers by being overlooked for jobs or promotions.

Additionally, nearly a third (31%) of LGBTQ+ professionals say they’ve faced blatant discrimination and/or microaggressions at work. A quarter of survey respondents said they left a job in the past because they did not feel accepted at work.

For leaders who are looking to improve the lives of their employees, the survey found that there are a few areas important to LGBTQ+ professionals.?

“Everything starts with leadership,” wrote Naji G., who is a development professional, on a separate post. “A caring, loving leadership. Leaders who not only believe in diversity but embrace it. Leaders who not only talk but live the talk, walk it and show the way! Leaders who include a diversity of thoughts and strive for equity.”

More than half (57%) of survey respondents said they would like companies to have clear policies to protect LGBTQ+ workers. Nearly half (49%) said they’d like to see hiring practices supporting LGBTQ+ applicants. Also, 45% said they wished their employers would create safe spaces for LGBTQ+ workers, such as employee groups. More than half of the respondents said they feel inspired by seeing openly LGBTQ+ senior leaders.

Companies can also make an impact by creating space for LGBTQ+ allies in employee resource groups. “Then have some really hard courageous conversations and make it really well known the company's position on inclusion,” wrote Melissa R., who is a health, security, safety and environment manager.

Coworkers stepping up to be allies can make a big difference, the survey showed.

People can be allies by taking a stand against inappropriate comments in the workplace, educating themselves about the community and reporting discrimination to the employer’s HR department. Colleagues can also be allies to the LGBTQ+ community by pushing for more inclusive hiring practices and training for senior leaders.

How does your company create an inclusive environment for LGBTQ+ employees? Join the conversation in the comments below.