Although a majority of LGBTQIA+ workers feeling comfortable discussing their sexuality or gender identity openly in their workplace, more than half still report discrimination and prejudice, leading to feelings of unsafety, as revealed by a recent survey. The Randstad Workmonitor survey revealed that there has been progress, but also persistent challenges remain for LGBTQIA+ workers. The findings shed light on critical insights into the LGBTQIA+ workforce experience, offering employers valuable guidance on how to build more supportive and welcoming workplaces.
The Current State of LGBTQIA+ Workplace Inclusion
Persistent Discrimination
Despite the progress, discrimination remains a significant issue. Over half (51%) of respondents have encountered prejudice or discrimination in their careers due to their LGBTQIA+ identity. Discrimination affects career development, with 44% of LGBTQIA+ workers believing their identity has negatively impacted their careers and 45% feeling less motivated when unable to express their identity fully. Forty-one percent of respondents indicated that workplace discrimination has increased, and 40% feel more isolated than five years ago.
Inclusive Career Choices
Inclusivity has a direct influence on career paths for many LGBTQIA+ employees. Remote work has become a preferred option for 49% of respondents who seek to avoid non-inclusive environments. Additionally, 41% of LGBTQIA+ workers avoid certain job applications altogether due to fears of discrimination. These figures indicate how workplace environments continue to shape career decisions, with inclusivity becoming an increasingly important factor.
Positive Signs of Change
Amid the ongoing challenges, there are clear signs of progress. More than half (57%) of respondents acknowledged that employers are taking steps to create equitable spaces. The presence of LGBTQIA+ role models and allyship, noted by 55% and 60% of respondents, respectively, reflects a gradual yet significant cultural shift.
A positive shift has also occurred regarding comfort levels among LGBTQIA+ employees. According to the survey, 54% of LGBTQIA+ workers feel comfortable discussing their sexuality or gender identity openly in their workplace. While this signals progress, allyship from employers and colleagues remains essential. Fifty-seven percent of individuals now value employer support and allyship more than in the past, underscoring the critical importance of a supportive environment.
A Legacy of Exclusion and the Road to Progress
The survey findings align with the long history of LGBTQIA+ struggles for equality in the workplace. Historically, LGBTQIA+ employees have faced systemic barriers that severely limited their professional opportunities and basic rights.
In the 1950s, during the “Lavender Scare,” LGBTQIA+ individuals were targeted and banned from federal jobs due to their sexual orientation. It wasn’t until 2020, more than half a century later, that the U.S. Supreme Court’s landmark ruling in Bostock v. Clayton County finally extended protections to LGBTQIA+ workers under Title VII of the Civil Rights Act of 1964. Before this ruling, LGBTQIA+ employees could legally be fired based solely on their sexual orientation or gender identity in many states.
Incremental victories and significant setbacks marked the decades between the Lavender Scare and the 2020 ruling. For example, President Clinton’s “Don’t Ask, Don’t Tell” policy forced LGBTQIA+ service members to conceal their identities for fear of being discharged, a policy only repealed in 2011 by President Obama. In 2015, the legalization of same-sex marriage granted LGBTQIA+ employees access to spousal benefits through work, marking significant progress.
Despite these milestones, challenges persist, as the Randstad survey clearly shows. While legal protections are now in place, the social and cultural inclusion of LGBTQIA+ employees is still evolving. The history of exclusion and discrimination casts a long shadow over today’s workplaces, and the data suggests that policy changes alone are not enough to dismantle long-standing biases and barriers.
Building a More Inclusive Future
The data and history together point to a need for ongoing, meaningful efforts to create more inclusive workplaces. Notably, 69% of LGBTQIA+ employees consider their employers’ involvement in advocacy and policy-making as crucial in advancing workplace inclusivity. Implementing continuous and authentic efforts, such as openly supporting LGBTQIA+ issues and enacting inclusive policies (supported by 68 percent), are essential steps in the right direction. Employers dedicated to creating environments where all employees can thrive must take concrete actions. Randstad offers some practical ways to drive progress forward:
- Update Nondiscrimination Policies
Policies must explicitly protect LGBTQIA+ employees from discrimination based on sexual orientation and gender identity. These protections should be visible and enforced, signaling a solid commitment to a safe and welcoming work environment. - Expand Benefits
Inclusive benefits should be offered to LGBTQIA+ employees. This includes healthcare coverage that supports the diverse needs of the LGBTQIA+ community, family leave policies that accommodate same-sex couples, and mental health support that recognizes the unique challenges faced by these individuals. - Enhance Training Programs
Regular, comprehensive diversity and sensitivity training can help dismantle unconscious biases and foster an environment where inclusivity is a shared value across all company levels. - Promote Allyship
Allyship should be embedded in the company culture. This means encouraging all employees to advocate for LGBTQIA+ colleagues regardless of their identity. Allyship can take many forms, from participating in Pride initiatives to offering support in daily interactions. - Solicit and Act on Feedback
Regular feedback from LGBTQIA+ employees is essential to understanding their needs and experiences. Employers must solicit this feedback and act on it to continuously improve policies and practices. - Engage in Public Advocacy
A significant 66% of LGBTQIA+ employees believe their employers should take public stances on LGBTQIA+ issues. Beyond internal policies, organizations must be willing to engage in public advocacy for LGBTQIA+ rights and support broader societal progress toward equality.
“The journey towards genuine inclusivity is ongoing,” stated Floss Aggrey, Chief Diversity & Inclusion Officer, Randstad North America. “It’s heartening to see the positive strides made so far, but this report clearly outlines the roadmap for how much further we have to go.”
While the Randstad survey highlights areas of progress, it also underscores ongoing challenges that must be addressed through both policy and cultural shifts. Employers that embrace diversity and inclusion will not only build healthier, more engaged workforces but also position themselves as leaders in innovation and corporate responsibility.
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