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The LGBTQ community in the workplace has often been at the mercy of discrimination in hiring and retention. However, with recent laws in various states protecting employees based on sexual orientation, more members of the LGBTQ+ community are speaking up about their experiences with discrimination, and people are listening.
According to a 2013 report from HRC, “A Broken Bargain for LGBT Workers,” lesbian, gay, transgender, and bisexual workers continue to face harsh conditions in employment. The report found that 28% reported being unfairly passed over for a promotion because of their sexual orientation. That number rose to 41% when looking at transgender individuals who had lost out on opportunities for career advancement.
The study also revealed that LGBTQ employees were 45 percent more likely to report unfair pay or compensation. More than one-third of respondents noted they had been harassed, physically assaulted, or discriminated against on the job. In addition, those who reported workplace discrimination were also more likely to have experienced depression and anxiety as a result.
Despite these striking numbers, there has been some recent progress for the LGBTQ community in employment protections and fair hiring practices. The Equal Employment Opportunity Commission (EEOC) included sexual orientation and gender identity in its interpretation of Title VII’s prohibition against sex discrimination. This expanded interpretation resulted from a 2012 case filed by David Baldwin, an employee at Georgia Regional Hospital who was subjected to anti-gay slurs and innuendo during his initial interview with nursing manager Patrick Davis. These remarks ultimately led to him being denied a promotion.
LGBTQ Workers Face Isolation
As part of its outreach project, HRC had more than 3,000 members fill out a survey on workplace experiences; 45 percent identified as gay men and 41 percent as lesbians. Of those who participated, 18 percent were transgender. The study also revealed that despite efforts from both employers and employees to be more open about sexual orientation at work, only 36 percent reported being “out” at their current job-and 60% said they had experienced some form of anti-gay behavior or language during their careers.
Additionally, the study showed that LGBTQ employees are often isolated by their peers in the workplace. More than half of survey respondents said they did not have anyone at work to talk with about important, personal matters. It’s a problem that Jodi Schwartz has experienced both as an employee and employer. “I know from experience that being closeted is distracting,” she said. “It takes up a lot of mental energy to hide parts of your life.”
So, what can employers do? According to HRC, one step forward would be to develop more programs around inclusion for these employees. A better understanding of LGBTQ culture can also help. According to HRC’s report, more than one-third of those surveyed were unsure if their company had an anti-discrimination policy that included sexual orientation. With a bit of education and some understanding, employers can make strides in helping the LGBTQ community feel safe and supported in the workplace. Using neopronouns in the workplace can help transgender individuals avoid feeling awkward or uncomfortable when it comes to names, pronouns, and gendered language.
In the end, employees from all walks of life-the LGBTQ community, veterans, and people with disabilities among them-are in the workplace to do their best for their employer. But, unfortunately, workplace discrimination is not only unfair, but it’s also bad for business.
It’s Harder for LGBTQ Women of Color
There’s another group within the larger LGBTQ community that’s facing additional challenges in workplace inclusion: women of color. According to Jody L. Herman, “It is harder for African Americans and Latinos to be out at work.” She notes that this may be due to the fact that same-sex couples are more racially diverse than they were decades ago.
- HRC’s report revealed some surprising results about people of color within the LGBTQ community. It revealed, for example, that bisexual workers were twice as likely to experience adverse outcomes on the job (including unfair pay or compensation) compared with those who identified as gay or lesbian. Also, 77 percent of respondents said they had not discussed their sexual orientation with colleagues, making it difficult for them to be included in mentorship opportunities.
- “When people feel isolated, they may not have access to the programs, networks, and information they need to advance in their career,” HRC reports. Fortunately, there are some steps employers can take to help LGBTQ workers of color feel more accepted.
- According to HRC’s study, “Employers should publicly promote orientation-based anti-discrimination policies that protect all employees. They should also provide training programs for managers on how to create an inclusive environment.”
Effects on Climbing the Corporate Ladder
LGBTQ workers are not only facing problems when it comes to feeling accepted at work; they’re also having trouble making themselves heard in the workplace. A study by CareerBuilder confirmed that 44 percent of LGBTQ workers feel like their sexual orientation or gender identity has hurt their careers.
HRC’s report suggests that companies need to foster “a culture of openness and transparency, where employees know that they can bring their whole selves to work.”
Putting it into practice can be difficult. More than one-quarter of respondents had not told anyone at work about their sexual orientation or gender identity. Further, 19 percent were “out” to everyone except their manager. As a result, this group is missing out on career opportunities that could help advance their careers.
Jodi Schwartz knows all too well what problems LGBTQ employees are facing in the workplace. Before becoming an employment attorney focused on these issues, Schwartz worked as the HRC Foundation’s Workplace Equality Program field director. She recalls, “I had so many horror stories.”
Schwartz also remembers her own struggles during her early years working for companies that did not have LGBTQ-friendly policies. “Eventually, I got sick of living that way,” she said. “I wanted to be able to go into work and not have to compartmentalize who I was.”
How Can Companies Become LGBTQ+ Friendly?
As more companies begin to realize the benefits of LGBTQ-friendly workplaces, they may wonder how to make these goals a reality. HRC reports that there are some essential steps employers need to take:
- Employers should publicly promote their orientation-based anti-discrimination policies that protect all employees and provide training programs for managers to create an inclusive environment.
- Employers should also consider whether their transgender-inclusive health care benefits are enough, given the limited number of companies providing these benefits. They should investigate how to improve workplace culture by promoting LGBTQ employees’ stories.
- Employers can also get involved with HRC’s Corporate Equality Index, which scores companies on criteria such as non-discrimination policies, employment benefits, and internal education efforts. A company receives a maximum of 100 points for meeting all requirements; thus, earning a high score suggests that the organization is taking positive steps toward creating an inclusive environment for its LGBTQ employees.
- Lastly, they should become more visible in the community through partnerships with local organizations that support LGBTQ people and leaders.
Despite inevitable setbacks, it seems like more awareness is being raised among employers about the importance of creating an LGBTQ-friendly workplace. Schwartz reports that since she is not currently working in a corporate environment, she has not experienced any forms of discrimination or difficulties being “out” at work.
Although 22 percent of respondents to HRC’s survey said they plan to leave their jobs due to lack of inclusion, experts suggest this number may decrease as more companies begin implementing LGBTQ-inclusive policies and practices.
In the meantime, research also suggests that employees who are open about their sexual orientation with co-workers experience less turnover. In other words: The happier and more comfortable people feel at work, the longer they’re staying put!
Conclusion
LGBTQ+ discrimination is real.
As the HRC report shows, many LGBTQ people experience difficulties in their workplace due to their sexual orientation or gender identity/expression. Many seek legal help, but the best course of action is prevention. How? By creating an inclusive environment where all employees feel safe and respected for who they are at work!
The good news is that more companies are beginning to see the importance of doing so. Take it from Jodi Schwartz: “It’s important that we create an environment where people feel like they can bring their whole selves into the office every day.”
By supporting your employees’ different identities (e.g., age, race, religion, sexual orientation), you will make them feel included and feel like they are part of something bigger.
