LGBTQ representation in the workforce has been a longstanding reality, with Gen Z employees making up a significant portion of this cohort. Studies show that around 20% of Gen Z adults identify as LGBTQ, in contrast to the 3% from Gen X. However, a recent survey conducted by professional services firm EY reveals that younger LGBTQ employees are dissatisfied with the inclusion efforts of their employers. The survey of more than 500 LGBTQ workers found that these concerns are prompting a desire to leave their current positions. Compared to older LGBTQ employees, Gen Z workers gave their employers lower ratings in areas related to inclusion, such as providing mentorship, educating colleagues on LGBTQ allyship, and fostering a sense of psychological safety. This discontent has led to elevated attrition rates among these employees.
The report also highlights that a substantial percentage of LGBTQ employees, particularly millennials and Gen Z, departed from their jobs due to unwelcoming environments. This serves as a wake-up call for organizations to prioritize creating safe and inclusive work environments, not only for ethical reasons but also for the sustainability of their businesses.
In response to increasing hostility towards Diversity, Equity, and Inclusion (DEI) programs, companies are navigating a delicate balance to meet the expectations of their younger employees for an unwavering commitment to diversity and inclusion. The report also emphasizes that scaling back on DEI efforts may have adverse effects on the ability to attract and retain Gen Z employees who are passionate about social issues.
EY's report suggests five key initiatives for employers to enhance LGBTQ inclusion within their organizations:
1. Establish LGBTQ business resource groups to provide spaces for connection, access to mentorship opportunities, and support for business initiatives.
2. Create allyship programs to educate non-LGBTQ employees on how to support their LGBTQ colleagues effectively.
3. Introduce LGBTQ-friendly benefits and wellness resources, including benefits for employees’ domestic partners and transgender-inclusive health care plans.
4. Enhance harassment reporting and accountability practices to provide LGBTQ workers with a safe, anonymous channel for reporting mistreatment and protection from retaliation.
5. Develop an LGBTQ-inclusive recruitment strategy, such as emphasizing inclusivity in job postings and establishing diverse interview panels.
The report concludes that implementing these initiatives could not only improve LGBTQ inclusion but also lead to substantial cost savings for businesses, emphasizing the advantages of prioritizing diversity and inclusion in the workplace.