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LGBT+ Inclusion @ Work 2022: A Global Outlook

Deloitte‘s inaugural LGBT+ Inclusion @ Work: A Global Outlook survey aims to better understand the experiences of LGBT+ employees in the workplace. The pulse survey identifies leading practices that support LGBT+ inclusion at work, barriers to inclusion and the importance of a truly inclusive ‘everyday’ culture when it comes to LGBT+ inclusion in the workplace.

Download the report PDF

The past few years have seen many organizations incorporate a focus on LGBT+ (Lesbian, Gay, Bisexual, Transgender and more) inclusion within their HR and Diversity, Equity & Inclusion (DE&I) strategies, with many employers making visible and vocal commitments to LGBT+ inclusion both internally within their organizations and externally through support of Pride events and beyond.

While this visible and vocal commitment is a positive move, is it impacting the lived experience of LGBT+ employees when it comes to their ‘everyday’ lived experience in the workplace? To understand this, Deloitte surveyed 600 members of the LGBT+ community currently in employment* across various sectors in 12 geographies and territories around the world. The goal was to provide a snapshot of the lived experience of LGBT+ people in the workplace across these countries to better understand their daily realities, what organizations are getting right, and what can be done better.

* Deloitte employees were not polled as part of this survey

of LGBT+ employees believe allyship helps them be out at work.

How can your organization harness the power of allyship?

Overall, employers are taking steps on LGBT+ inclusion

79%
of employers include LGBT+ inclusion as a HR/talent priority
86%
of respondents indicate that having LGBT+ inclusion as a HR/talent priority has had a positive impact on their current role
73%
of respondents feel that their organization displaying external, visible support translates into more inclusive working practices and workplace culture

But LGBT+ employees continue to experience non-inclusive behaviors at work, both in the office and virtually

42%
reported they have experienced non-inclusive behaviors at work
33%
reported they have experienced non-inclusive behaviors in both office and remote environments
82%
of respondents who experienced non-inclusive behaviors believe that they have experienced those behaviors more than colleagues who are not LGBT+

And many LGBT+ employees are not comfortable sharing their sexual orientation with the majority of their colleagues

45%
I am out to the majority of my colleagues
34%
I am out to some but not the majority of my colleagues
19%
I am not open about my sexual orientation at work

Less than half of those whose gender identity differs from that assigned at birth are open about their gender identities to the majority of colleagues at work

43%
I am out to the majority of my colleagues
26%
I am out to some but not the majority of my colleagues
17%
I am not open about my gender identity at work

Allyship is fundamental to helping LGBT+ employees feel able to be out at work

82%
believe that allyship helps them to be out at work
42%
point to an ally-supported employee resource group as the most critical example of allyship helping them feel comfortable being out at work
40%
cite allies speaking up when they have witnessed non-inclusive behaviors as critical

LGBT+ Inclusion @ Work 2022

As the findings illustrate, progress has been made in incorporating LGBT+ inclusion within many organizations’ talent and HR priorities. This includes implementing many of the top-level policies and strategies to support LGBT+ inclusion in the workplace.

However, while the majority of respondents reported that this focus on LGBT+ inclusion translates into meaningful support within the workplace, far too many respondents also reported experiencing a range of non-inclusive behaviors and many are reluctant to be out at work about their sexual orientation or gender identity beyond their immediate teams.

These findings show that, while progress has been made, there is work still to be done when it comes to truly embedding LGBT+ inclusion in the workplace – most notably, with the everyday culture required to enable all LGBT+ employees to truly thrive.

Download the report PDF