Survey: LGBT+ employees feel supported by inclusion initiatives

By Bryan Strickland

A survey of 600 members of the LGBT+ community found that most employers appear to be on the right track when it comes to inclusion, but room for improvement remains.

Seventy-nine percent of respondents to the Deloitte survey said their employers have implemented LGBT+ inclusion initiatives, and 95% feel that has resulted in meaningful support for LGBT+ employees. More than 70% said such initiatives make them more inclined to remain with their current company.

However, 42% have experienced noninclusive behaviors at work.

The June release of "LGBT+ Inclusion @ Work: A Global Outlook" features respondents from 12 regions and coincides with Pride Month in the United States and the United Kingdom. The financial services/banking/insurance sector was the most represented group among the 10 industries included in the survey.

Among employees working for global companies (55% of the total respondents), 93% believe their employers' LGBT+ inclusion priorities have resulted in meaningful support in their home country. The top reasons cited for that belief were "respectful & inclusive culture" and "comfort in being out at work." Among the 7% not experiencing meaningful support, more than half noted that "I do not see any LGBT+ senior leaders who are out at work."

While 42% of those surveyed reported noninclusive behaviors at work, the survey didn't specifically ask for a time frame or place of employment for those occurrences. Seventy-two percent said they reported the behavior, with 7 of 10 at least somewhat satisfied with their employer's response.

Forty-six percent of lesbian respondents and 31% of gay respondents said they have heard unwanted comments of a sexual nature at work.

Forty-five percent of survey respondents said they are open about their sexual orientation to most of their co-workers, with 9 in 10 who have shared with co-workers agreeing that their workplace culture makes them comfortable.

— To comment on this article or to suggest an idea for another article, contact Bryan Strickland at

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