A new report has found 44% of LGBTQ+ workers have had to quit their job because of discrimination and lack of acceptance.
EduBirdie surveyed 2000 people who identify as part of the LGBTQ+ community about their experiences with discrimination and to determine if there is actual equality in today’s workplace.
New research shows 63% of LGBTQ+ people have faced discrimination in their career. Despite increased efforts for inclusivity, the data shows employers aren’t working hard enough. With 15% of reported discrimination going unaddressed with HR departments and managers, 1 in 5 LGBTQ+ people choose not to report incidents that occur at work.
The survey of 2,000 queer-identifying individuals by Edubirdie found almost half of LGBTQ+ workers feel their company is bad at raising awareness of their struggles. Moreover, sexual orientation or gender identity still hinder career advancement: 44% of LGBTQ+ workers have quit a job because of discrimination or a lack of acceptance and 45% have been passed up for promotions.
The consequences of discrimination make nearly half of LGBTQ+ people experience impostor syndrome at work, fearing they might be seen as a “diversity hire.” Around 45% avoid corporate events due to discomfort, while half alter their appearance to blend in.
“Despite progress in LGBTQ+ human rights, societal stigma persists. Our findings show 70% of LGBTQ+ people feel lonely, misunderstood, marginalized, or excluded at work and 59% believe their sexual orientation or gender identity has hindered their careers, Avery Morgan, productivity expert at EduBirdie, said. “One of the biggest challenges businesses should be aware of is avoiding tokenism and appearing inauthentic in their actions. Employers must be genuine with their decisions to bring a more diverse workforce into the organization.”
The research shows basic acceptance remains elusive. Thirty percent of LGBTQ+ people are concerned they will face discrimination if they come out at work, while 1 in 4 fear for their safety. Alarmingly, 2 in 5 have had their orientation or identity disclosed without consent.
“A lot of the politics at work are about being well liked by your supervisors and colleagues. LGBTQ+ employees have to weigh the risks of revealing their identity at work, considering how it might affect their workplace relationships, career advancement, and job security,” Dr. Jenna Brownfield, Licensed Psychologist, specializing in therapy for LGBTQ+ people explains. “Trust that the LGBTQ person knows how to spot LGBTQ discrimination better than you do.
“Blind spots occur when we assume LGBTQ+ discrimination can’t happen in our workplace because we’ve met some basic DEI standard. Actions speak louder than words. Build a workplace culture that immediately responds to and discourages anti-LGBTQ statements.
“Model openness and humility in team meetings and conversations. Even if it’s not about something LGBTQ-specific, it says a lot if a workplace shows openness to feedback that they did something wrong.
“Include multiple LGBTQ+ people in leadership and decision-making. The more that LGBTQ+ employees are part of steering company culture, and not being the sole LGBTQ+ person or token, the more you’ll develop a genuinely inclusive workplace.
“And remember that LGBTQ+ people are not a monolith. A workplace should focus on building genuine relationships with each of their employees, instead [of] only being broadly LGBTQ-affirming.”
You can find the full study here.