Employers drastically underestimate the number of LGBTQ employees

June 6, 2023 2:49 PM

Despite ongoing conversation around LGBTQ rights and inclusion in the workplace, there is a startling lack of awareness when it comes to the number of employees who identify as LGBTQ, as well as how they can feel more comfortable about being themselves at work.

Data from a recent Monster survey of workers revealed that while one in three respondents identified as LGBTQ or a member of the queer community, over half estimate their workforce's percentage of LGBTQ employees to be less than 2% (statistics on the overall LGBTQ workforce population vary; data from the WIlliams Institute reports a number of over eight million employees, or around 5.1%). Of the respondents who did identify as LGBTQ, only 19% say their coworkers are aware of their sexual orientation, compared to 45% of those who identified as straight. Another 9% say they are "out" in their personal life, but not at work.

Employees are looking to their employers to create a culture of comfort and belonging within their organization, but may be lacking in their efforts at inclusivity. Employers can take immediate steps to rectify these issues: the first step is to communicate with workers and ask what can be done to make them feel seen, safe and heard, and then take action based on feedback, says career expert Vicki Salemi.

"Things don't change overnight; it's a consistent, intentional effort," she says. "We should be talking about it and putting action steps in place beyond June. It's important for companies to think about what works for their culture and be methodical, and most importantly, respectful of everyone."

From establishing ERGs to promoting allyship through HR policies and company language, Salemi shares how company leaders can create a culture that promotes togetherness and support for LGBTQ workers and the organization as a whole.

Establish LQBTQ employee resource groups

Monster's survey revealed that 76% of employees say their employer does not offer an employee resource group or support group for LGBTQ employees. This is an opportunity for companies to look at what resources they do provide, and take steps to establish or add to levels of support for their LGBTQ population.

"If [a company does] have [an ERG], what events do they have, and how are they inclusive?" says Salemi. "Sometimes with these ERGs the only people who attend are the people who are members of that community and it doesn't translate across the whole company. If they don't have a group, start planning and make sure they have initiatives and a budget so they can do things outside of the workplace. Again, promote community for everyone, not just LGBTQ people."

Adhere to a non-discrimination policy and promote allyship

Almost half of LGBTQ workers live in states that do not protect them from employment discrimination, according to the Williams Institute. Employers can make sure that LGBTQ-identifying employees are protected at the company level by revisiting their HR policies and workplace practices, as well as training their leadership on non-discrimination.

"Employers can look at their HR data to have a non-discrimination policy that includes sexual orientation and gender identity to make it a protected class," Salemi says. "Having [the] expectation to treat each other with respect and dignity 100% of the time can be helpful for the framework of the company."

Breaking the cycle of discrimination is not easy, but much can be done within companies to make employees feel safe, supported and valued. A culture that encourages employees to advocate for each other is one that will be much less tolerant of disrespectful behavior toward any employee. Salemi recommends setting up ways for all workers to be proactive in making their workplace inclusive and free from fear.

"Have an anonymous tip line where employees feel safe, and can [report] that they or a colleague was being discriminated against, then the company can take action," she says.

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Establish inclusive language

The language used by organizations in advertising, social media, the company website and in job postings will leave a big impression on job seekers, current employees and customers. By reviewing their content, employers can make sure that their wording is gender neutral and encourages equality — using chairperson instead of chairman, for example — and promotes equality throughout the employee experience, Salemi says.

The Monster data shows that 79% of workers are never asked their preferred pronoun when first meeting coworkers. Salemi recommends setting the tone for inclusion with job applicants by adding a line for preferred pronouns on job applications, as well as when setting up electronic email signatures for new hires. She notes that HR and managers should pay attention to what people say about themselves throughout hiring and ongoing employment, taking care to recognize what matters to them.