LGBTQ+

How To Ensure LGBTQ+ Employees Can Be Themselves at Work

2024-06-25T07:00:37-04:00

High-trust workplaces can be successful in creating safe spaces for employees to show up as their full selves. Here are three experiences that can make a difference.

It is hard for marginalized workers like LGBTQ+ employees to feel seen and heard at work — even at great workplaces.

Great Place To Work® research found that LGBTQ+ workers were less likely to say they feel psychologically safe in the workplace by seven percentage points. When employees don’t feel safe, companies are less agile and resilient to the disruption they face from AI, volatile markets, and more.

That’s why high-trust workplaces beat the market by a factor of nearly four over the long run, and why diversity and inclusion is a potent recipe for insulating your business against recession.

How can companies ensure LGBTQ+ employees feel welcome and safe to be their full selves at work? Here are five tips:

1. It’s not enough to have LGBTQ+ representation in leadership — leaders should talk openly about their LGBTQ+ experience

HR leaders and business executives often focus on representation, but it makes a big difference how LGBTQ+ individuals express themselves (or don’t) when in leadership positions.

When LGBTQ+ employees see a leader who is “out” and willing to talk about their experience, that sends a message that this a safe workplace, says Kenia Rivas-Duarte, customer success manager and member of the LGBTQ+ employee resource group (ERG) at Great Place To Work.

Especially early on in an employee’s tenure, how companies talk about and celebrate LGBTQ+ identities can assuage fears. “Seeing people in leadership who are out and who represent the LGBTQ community lets you know you made the right choice,” Rivas-Duarte says. “It’s that reassurance: ‘Yes, I picked a safe working environment.’”

2. Audit the onboarding experience — what messages are you sending?

When employees join an organization, there are lots of messages that are sent both explicitly and implicitly about how a company is embracing people of different backgrounds and identities.

One example? Filling out a job application where companies ask about the gender with which a candidate identifies. If the application only offers two choices — male or female — that sends a message that the company doesn’t recognize a more complex view of gender.

3. Move beyond awareness with employee resource groups

Your ERGs can be crucial programs to help LGBTQ+ employees build community and develop confidence in the workplace.

“It’s been extremely important joining an ERG, especially being a new employee and still trying to build relationships,” says Rivas-Duarte, who just celebrated her first anniversary at Great Place To Work.

“It’s a community within a community, so it allowed me to ask questions,” she says. “It made me feel more safe, more secure, and it helped me with my onboarding process.”

What really unlocks ERGs within an organization is when they contribute to specific business goals. Rivas-Duarte recommends that ERGs ask questions like:

How do we help LGBTQ+ folks with professional development?
How do we help folks feel more comfortable to be themselves in the workplace?
How can we be an HR partner to help improve the onboarding process?

4. Ensure every employee has an inclusive leader

Relationships with your direct manager have a huge impact on the employee experience. Employees are listening to the kinds of questions their leader asks to understand whether they can share their full experience at the workplace.

Rivas-Duarte says that in her work experience, having a leader who asked about her life outside of work, including taking time to learn about her partner, was an indicator of how comfortable they were having an LGBTQ+ employee.

“They would ask how my weekend was, and include, how’s your partner doing? How’s your spouse?” she says. Inclusive leaders also normalize the LGBTQ+ experience by asking similar questions in team meetings.

“It makes you feel like you’re just a regular person with a relationship or a spouse,” Rivas-Duarte says.

5. Make sure to talk about LGBTQ+ issues beyond Pride Month

For Rivas-Duarte, starting her journey at Great Place To Work during Pride Month was a uniquely special experience. The experience of having everyone celebrate LGBTQ+ employees was affirming and uplifting. But what about LGBTQ employees who join a company at other times in the year?

That’s why a commitment to inclusion and belonging should be activated all year round. “There’s always a mention of underrepresented communities in everything we do at Great Place To Work,” Rivas-Duarte says. Whether in content on the website, company all-hands meetings, or conversations with her team, she always sees a commitment to inclusion.

“That’s always top of mind for us, making sure that we’re bringing up these topics,” she says. “It was great that I started at Great Place To Work during Pride month, but the level of comfort and safeness that I feel would’ve been the same because it’s a continued commitment.”

Join us in Las Vegas!

Register for the next For All Summit™, April 8-10, to connect with leaders and experts from great workplaces around the world.

How Intuit Builds Awareness and Belonging With Annual Trans+ Summit

2024-06-05T07:10:50-04:00

Here’s how the global financial tech company, No. 23 on the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List, is breaking down barriers for transgender and nonbinary employees.

Transgender and nonbinary employees have a harder time finding acceptance at work than other LGBTQ+ employees.

Almost half (44%) of adults in the U.S. say there is little or no societal acceptance of transgender people, according to Pew Research. In a survey of over 27,000 trans people in the United States, 27% said they were denied employment, promotion, or even fired because of their gender identity. One in 10 respondents reported being verbally harassed, physically attacked, or sexually assaulted at work.

Employers can make a big difference for these employees, even with small steps like asking all employees to share their pronouns. Some companies are taking extra steps to improve benefits and offer financial support for transitioning employees through health care plans.

At Intuit, efforts to educate employees about trans and nonbinary experiences in the workplace have developed into an event called the Trans+ Summit — an event now open to the public.

“What began as an employee-led event in 2020 to bring awareness to our trans employees’ experiences has evolved into a comprehensive program that now includes non-binary employees as well,” says Cecilia Persson-Ramos, DEI employee resource group leader at Intuit.

At the 2024 event, programming offered discussion on how to navigate transitioning in the workplace, perspectives around parenting, and promoting well-being for oneself and loved ones. There were also conversations focused on Gen Z and Alpha talent — populations with higher rates of people identifying as nonbinary or transgender — and how to build a workplace that attracted the best young talent.

“By regularly checking in with our trans and non-binary colleagues, we can make any necessary changes to ensure that they feel valued and supported in their work,” Persson-Ramos says.

Tips for building inclusion

How can your organization create a more welcoming environment for transgender and nonbinary employees in 2024 and beyond? Intuit and Persson-Ramos shared three tips:

1. Use a variety of channels to connect

Gatherings can be small and intimate, such as small in-person meetings, or large all-hands events like a Pride Month celebration. Don’t neglect digital tools like a dedicated Slack channel, Persson-Ramos adds.

“We understand that feeling safe doesn’t look the same for everyone, so provide a range of options,” she says.

This is when your employee resource groups (ERGs) can play a vital role. “Organizations must equip leaders to better support their ERG members where they are,” she says.

2. Normalize using inclusive language that acknowledges and respects all genders

“Senior leaders role modeling inclusive language speaks volumes,” Persson-Ramos says.

Resources like GLAAD can help guide language guides and policies.

“Leaders should have clear guidelines around what’s expected so that everyone feels safe in virtual and physical spaces and [they should] promote mental health and well-being tools to employees organization-wide,” Persson-Ramos says.

3. Consider your impact beyond the four walls of your workplace

With it’s Trans+ Summit, Intuit has found an opportunity to engage both employees and external audiences.

“We’re proud to share our programming with the public because we believe that sharing best practices with other companies and individuals is an important step toward creating a more supportive and inclusive world,” Persson-Ramos says. “By investing in events like these, Intuit continues to lead the way in creating a workplace where everyone feels valued, respected, and empowered.”

For companies who want to create a better world for their employees, it’s a reminder that people don’t just spend their lives at work. Many factors play a role in helping employees live productive, healthy lives that drive value for businesses.

Some of those factors are outside of an employer’s control, but the Best Workplaces™ are increasingly considering the impact they can have beyond just the workplace.

“Creating an inclusive workplace is a journey rather than a destination, and Intuit is committed to continually learning, growing, and improving our practices to better support all of our employees,” Persson-Ramos says.

Join the movement

Learn more about what it takes to become one of the Best Workplaces and how Great Place To Work® 카지노커뮤니티™ creates value for employees and for the business.

What 카지노 커뮤니티 추천 Are Missing About LGBTQ+ Experiences at Work

2024-06-03T07:00:06-04:00

As companies recognize Pride month, here’s why you should consider disaggregating your people data, rather than engaging all LGBTQ employees the same way.

As companies celebrate Pride month and recognize LGBTQ+ employees, leaders should consider how many different identities fall under that umbrella.

The number of Americans who identify as LGBTQ+ in the U.S. has grown to a high of 7.6% in 2023, according to Gallup. That’s being driven by a higher rate of young people who identify as LGBTQ+ — more than one in four Gen Z adults.

Even as companies see higher rates of employees identifying as LGBTQ+, they might struggle to understand the experience of these workers. Does a lesbian employee have the same experience as a gay man? Do cisgender gay employees have the same experience as nonbinary or transgender employees?

They do not.

The differences in experience between members of the “same” marginalized group are why an intersectional lens is crucial for building belonging in the workplace.

The 35-year-old concept of ‘intersectionality’

Coined in 1989 by Kimberlé Crenshaw, law professor at UCLA and Columbia, the idea of intersectionality aims to understand how the many different aspects of background, race, and identity collide to impact an individual’s experience.

“None of us are one thing,” explains Brian K. Reaves, chief belonging, equity, and impact officer at UKG. “The multiple layers of who we are sometimes leads to different outcomes for certain people than others.”

Reaves joined Elena Richards, chief diversity, equity, & inclusion officer at KPMG, at the 2024 For All Summit™ to discuss the importance of intersectionality for building belonging.

“We don’t want to accidentally miss anyone,” Richards says. “When we think about how all [employees] show up, we want individuals to represent themselves knowing that that can change over time.”

There are 36 different dimensions of diversity, Richards says, and each one can make a difference in how an individual experiences the workplace.

“When we are looking to build things, it’s really important to think about who might be left out,” she says.

Focus on belonging

When thinking about LGBTQ+ employees, or any marginalized group, Reaves recommends focusing on belonging rather than inclusion.

“Inclusion is very, very powerful — but the problem is I could feel as though I included you and you can not feel included,” he says.

He gives the example of inviting someone to a senior meeting, but not giving them an opportunity to speak. How inclusive is it when a marginalized voice is in the room, but can’t be heard?

That’s why he focuses on belonging. “Only you can tell me that you belong, and I have to do things to make you feel that way,” he says.

To understand if employees feel like they belong, you need data. “If we don’t build processes to try to reach the uniqueness and the beauty of you, the innovative spirit of you, we are missing out,” he says.

Here’s how Reaves and Richards say you can increase feelings of belonging across your workforce:

1. Disaggregate your data

UKG conducted a pay equity study where it found that women are paid just 82 cents for every dollar paid to men. However, that 18-cent gap was an aggregate number for all women.

“When you look at someone who identifies as a Black woman or a Hispanic woman, that was significantly lower,” Reaves says. “If you were trans, it was like 50 cents on the dollar.”

That’s the danger of aggregating data across a marginalized group that isn’t a monolith. You can’t work on just the 18-cent problem. You have to work on the 50-cent problem.

“You have to understand it's not ever at the aggregate — it’s as low as you can get it,” Reaves says.

When looking at LGBTQ+ experiences, there are important differences within the overall group.

Some LGBTQ+ employees are seeing much higher levels of social acceptance, according to Pew Research. In a survey of LGBTQ+ adults, 85% said there was at least some acceptance of lesbian women and 71% said the same for gay men. For transgender people, only 18% said there was at least some acceptance.

It’s highly likely that there are similar differences in the experience of LGBTQ+ employees at your company.

2. Consider the whole talent lifecycle

Great workplaces send signals about inclusion at multiple touchpoints with employees, from the recruitment and hiring process to daily operations for current employees.

“How do you bring that intersectional lens to the interview process or tools to recruit?” Richards asks. At KPMG, interviews follow the firm’s competency model where candidates are asked to share their identity and how they will show up at work.

“Another thing to think about is onboarding or integrating individuals to the organization,” Richards says. “What are we doing to make things available for all?”

It’s crucial that new hires see a potential employer act inclusively from the beginning, Reaves says.

“When you first start a new company and you have to fill out a job application, if it only says male and female at the start, that probably tells you a lot,” he says. “It’s saying [leaders] don't understand that people don’t just identify in a binary manner.”

3. Don’t assume employees will trust you with their data

HR leaders shouldn’t take for granted that employees are willing to share sensitive information about their lives with an employer. It comes down to trust.

“How do we get individuals to trust the organization or the corporation that they’re working for?” Richards says. That’s why KPMG launched a self-ID campaign to learn more about its workforce.

The campaign asked employees questions about race, education, family history, disability, neurodiversity, and even religion. KPMG is also trying to capture how identities can change over time.

“Gender identity may change over time so that wherever I am on my journey today, if I want to change that, I have the ability to self-identify and show up authentically as myself,” Richards explains.

When collecting the data, it’s essential to be transparent about your efforts.

“People don’t trust the system,” Richards says. “We have to do more education around how this information going to be used. We give people as much information as we can so they trust us to handle the information with care.”

4. Don’t let employee resource groups isolate themselves

When efforts to support marginalized employees are not intersectional, they can alienate employees who struggle to find their place within the group. That’s why Reaves advises that employee resource groups (ERGs) don’t limit participation to select subgroups.

“No one person is monolithically one person,” Reaves says. “If I’m a Black female, do I need to join both the Black ERG and the female ERG? ... If I’m trans, do I have to join Pride?”

When ERGs are open to all, individuals can choose where they belong.

That doesn’t mean that ERGs can’t set rules to create a safe space for members. “You can define when you want allies there or not, or … if there’s things you want to work on with just a specific group,” Reaves recommends.

At UKG, the instruction is simple: Join the ERG that you believe you have the strongest affinity to, but don’t feel as though you have to join them all.

Instead, ERGs can work together to create programming that involves everyone and builds bridges across the organization.

“Nothing has ever changed in the history of mankind without the majority leaning into the minority and moving it forward,” Reaves says.

5 Ways to Support Transgender and Gender Non-Conforming People in the Workplace

2024-06-02T09:57:34-04:00

Supporting trans and non-binary employees doesn’t have to be costly or complicated. Simple actions can go a long way in making employees feel respected, valued and motivated at work.

A recent study by Gallup found that 7.6% of U.S. adults identify as LGBTQ+, double the number in 2012. To put this in perspective, that is more than the number of people who identify as Asian American. More so, one in five Gen Z adults identify as LGBTQ+.

With this comes an increase in awareness of equity for transgender (trans) and gender non-conforming (GNC) employees and colleagues, as trans people often struggle with disclosing their identity at work and more than half of trans employees are not comfortable being out at work.

When employees feel like they have to hide a part of themselves at work, the energy spent putting on a “mask” is diverted from engaging in work and bringing game-changing ideas to your company.

The Human Rights Campaign defines transgender as “An umbrella term for people whose gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth.”

Gender non-conforming is “A broad term referring to people who do not behave in a way that conforms to the traditional expectations of their gender, or whose gender expression does not fit neatly into a category.” Some examples of gender non-conforming identities are nonbinary, gender fluid, and genderqueer.

Disclaimer: the term “trans” is used in this post as an umbrella term for both transgender and GNC individuals. Note that not all nonbinary and gender non-conforming people identify as transgender.

Creating an equitable and inclusive workplace for trans employees is not only the right thing to do, it also empowers them to contribute more to the organization.

Great Place To Work® research shows that when employees feel like they belong no matter who they are or what they do at the organization, employers enjoy better innovation and employee retention:

Employees who feel belonging at work come up with new and better ways of doing things
Employee who feel belonging at work have five times the retention rate

Many organizations struggle with where to begin when it comes to establishing an inclusive culture for trans employees. These five best practices provide a jumping-off point to ensuring that trans employees feel welcomed and celebrated at work.

1. Revise your organization’s application process and internal documentation

Discrimination against trans people can begin as early as the application process. Asking for peoples preferred name and pronoun in applications can help to signal your organization as inclusive and allows the employee the opportunity to be referred to by their chosen name instead of their legal name. It can also help normalize articulating pronouns throughout the organization.

When passing a resume from an initial HR or recruiting contact to a hiring manager, it is important to refer to the applicant by their chosen name, which may not necessarily be their legal name.

It can also be beneficial to conduct the first-round interview by phone, as video and in person interviews leave more room for bias, both conscious and unconscious. Creating a straightforward process for both new and existing trans employees to change their email addresses and screen names to their chosen name instead of their legal name will help the employee to bring their whole self to work.

2. Display pronouns in email signatures and screen names

Trans employees must feel like their workplace is a psychologically safe place to work before coming out to their employers.

Being misgendered is a constant struggle for many trans people and can contribute to a feeling of exclusion and alienation. It can also be embarrassing for both parties to misgender someone and can create tension.

Encouraging employees to put their pronouns in email signatures and video call screen names helps to alleviate the burden on trans employees to vocalize their pronouns and be vulnerable in professional settings.

There must also be buy-in from managers and executives when it comes to putting pronouns in email signatures and screen names, which will increase the trust that trans employees have in management.

Articulating gender pronouns signals allyship and demonstrates respect and inclusivity. Making pronouns visible provides a way for trans employees to give their pronouns easily and can serve as a helpful reminder for cis-gender employees who may struggle using different pronouns.

It is vital to create a culture of accountability so that employees feel comfortable speaking out and correcting their colleagues if they misgender someone or make a transphobic remark.

This can be as simple as saying “actually this person uses they/them pronouns.” Although it may feel uncomfortable to correct a coworker, it is far worse for the person who is being misgendered. Having hard conversations and addressing inequities at the organization can go a long way.

3. Mandate gender awareness trainings for managers and HR teams

Managers and HR employees play a big part in creating team culture and signaling inclusivity. When managers do not have the resources and training to treat their trans employees equitably, they are often unable to lead their team in supporting trans employees.

Creating a formalized annual training program for managers that educates them is crucial for implementing a culture of accountability. This training should include education on local and federal laws protecting trans people, how to support an employee through a transition, and how to hold others accountable.

4. Establish gender neutral restrooms

Trans people often experience violence when using public restrooms that do not correlate with their assigned sex at birth. Simply choosing a restroom can mean a choice between feeling affirmed and avoiding potential harassment and violence.

While your employees may not fear violence at work, the issue of gender and restroom use can still create anxiety or conflict among employees in general. Introducing gender neutral restrooms signals to trans employees that they have the right to feel comfortable within the organization in general.

5. Provide support for employees who are transitioning

Coming out as transgender in the workplace can be frightening. Creating a framework for trans employees to safely come out at work and experience psychological and emotional safety is vital.

As a 2015 study of transgender people found: “More than three-quarters (77%) of respondents who had a job in the past year took steps to avoid mistreatment in the workplace, such as hiding or delaying their gender transition or quitting their job.”

There is often a legitimate fear of retaliation, including job loss, harassment, or even assault. Specifying the protections that transgender employees can expect at work and ensuring awareness of these protections can help employees feel more comfortable coming out at work.

Other types of support include providing:

Guidelines for applicants, new hires, and transitioning employees
Information on state-by-state non-discrimination laws
Information on how to apply for a new passport/driver’s license/Social Security card; Lists of additional resources, such as local support groups

Being inclusive towards transgender and gender non-conforming employees does not have to be costly. Ultimately, inclusive measures will be beneficial for the company as a whole by unlocking the full potential of trans employees.

Listening is the first step

These tactical actions to support trans employees are only effective if it is reinforced by accountability, values and culture around supporting people as individuals. Leaders must analyze their employee experience survey feedback to understand if their culture efforts are working and then make change from there — especially if they learn that their employees are afraid to be out at work.

Ask us about how to measure inclusivity and belonging with our employee experience survey.

How Support from Employers Transforms the Lives of Transgender Employees

2023-06-26T07:01:38-04:00

PwC shares how to make workplaces more inclusive for all workers.

The experience of transgender employees in a typical company leaves a lot to be desired.

In a recent study from BCG of more than 2,000 transgender or gender nonconforming (TGNC) employees around the world, fewer than one-third reported being fully “out” at work.

When asked why they didn’t feel they could bring their full selves to work, TGNC employees’ answers followed familiar lines. They said they wanted to separate their private and professional lives or are worried about negative reactions from clients and co-workers.

Almost all TGNC employees reported experiencing at least some form of aggressive behavior in the workplace, including having coworkers gossip about their identity, ask invasive or inappropriate questions, or openly exclude them from the majority group.

These experiences have consequences for businesses. More than two-thirds (67%) of U.S. TGNC employees surveyed said they have not applied for a job where the culture doesn’t appear inclusive.

카지노 커뮤니티 추천 that don’t offer a safe, inclusive, and welcoming environment to all identities are missing out on the opportunity to hire the best people to achieve their business goals.

Making benefits inclusive

PwC, No. 30 on the 2023 Fortune 100 Best 카지노 커뮤니티 추천 to Work For® List and No. 7 on the 2023 PEOPLE® 카지노 커뮤니티 추천 that Care List has increased benefits for transgender employees, a move it says has made the company more inclusive and helped retain LGBTQ+ talent.

“Access to these kinds of benefits can change peoples lives,” says DeAnne Aussem (she/her), well-being leader, U.S. and Mexico at PwC.

PwC covers up to $75,000 of medical costs for specific procedures related to gender-affirming care.

“Because of the stress of transitioning, emotionally and physically, the financial support from an employer makes a huge difference,” Aussem says.

Other benefits that PwC has made more inclusive include surrogacy and adoption benefits, sabbaticals, and more.

Creating safe space

Great Place To Work research shows that when employees can’t bring their full selves to work, trust across the organization suffers.

In a survey of almost 4 million employees, one in eight declined to share one or more aspects of their identity, such as gender identity. For every 10% of a company’s employees that chose not to share their identity, there was a six-point decrease in overall levels of trust, pride, and camaraderie.

At PwC, efforts to help transgender employees share their full selves involve careful communication and coordination with SHINE, PwC’s LGBTQ+ employee resource network.

“We do a lot of story sharing,” says Aussem. “When stories move us, they compel us differently.”

For Trans Day of Visibility, SHINE held an event where transgender, and gender-nonconforming voices were highlighted, offering the whole organization an opportunity to listen and learn. Just that simple activation can be powerful for employees who might feel under attack in a wider cultural context.

“Trans people just want to exist,” says Bailey Dobbs (they/them), associate, consulting solutions at PwC. “They want to be believed, validated and loved.”

PwC actively monitors how its people report their identity on surveys.

“Folks can self-identify, and when they share that information about their identity, the organization is better able to offer support,” says Aussem. “PwC was proud of a 2% increase in people who self-identified according to a number of designations: LGBTQ+, disabilities, veteran status.”

“Be present without judgement, without wanting to solve somebody’s issue.” - DeAnne Aussem, well-being leader, U.S. and Mexico, PwC

Moving from awareness to action

What should employers consider to transform their organizations into welcoming workplaces for all identities?

Aussem and PwC shared four tips:

1. Live out your values.

“Part of our core values is ‘care’ and our culture of belonging,” says Aussem. An authentic commitment to those values is what directed efforts to highlight the experience of transgender employees and increase benefits for these employees.

2. Make sure you are listening.

“It’s such an undervalued skill,” says Aussem. She advises asking your employees: “What kind of support from me would be helpful to you right now?”

“Trans people just want to exist. They want to be believed, validated and loved.” - Bailey Dobbs, associate, consulting solutions, PwC

3. Create space for authentic sharing.

The journey for TGNC employees is rarely linear, and employers should embrace as much flexibility as they can.

"I had many misconceptions about trans people prior to figuring out who I am,” says Jessica Slutsky (she/her), director, trust solutions at PwC. “It's important for everyone to see trans people no different than anyone else — we have hopes, dreams, fears, failures, and successes. Being born in the wrong body is not something I chose, and it has no bearing on any of my identities including professional, religious, or sexual orientation."

Aussem recommends organizations and their leaders lean in with curiosity.

“Be present without judgement, without wanting to solve somebody’s issue,” she says.

4. Shift from awareness to active empathy.

Once you have the data, you need to take action, Aussem says.

When any group of employees takes the time to share their experience with their employer, there is a responsibility to respond. When PwC heard from transgender employees about the burden they faced transitioning, they responded by increasing support for medical care.

“You can’t assume anything about their experience, but rather must ask for their input,” says Aussem.

For allies, active empathy can include actively sharing pronouns when meeting a new group of colleagues.

“Being trans can feel heavy at times – and there are simple things others can do to show support,” says Min Matson (he/him), director, consulting solutions, workforce transformation at PwC. “Including pronouns in signatures, for example, or sharing them during introductions are a big deal. For me, it’s a form of my own coming out, no matter how many years it’s been since my transition — and when others respect my pronouns and share their own, the world feels that much more welcoming and safe.”

Learn what your employees need

Get the data behind the employee experience at your workplace and benchmark your efforts against the best companies in the world.

In Their Own Words: LGBTQ+ Employees Share Their Experiences

2023-06-12T07:37:04-04:00

At Great Place To Work®, we're especially excited about the month of June, a time that holds great significance for the LGBTQ+ community. This year, our Pride theme, 'Proudly Visible, Powerfully Innovative' reflects on the indispensable role of diverse and inclusive workplaces in creating revolutionary ideas.

Every year, we are proud to partner with thousands of organizations that share our vision. Together, we launch our Trust Index™ Survey, a tool designed to gather and analyze genuine feedback from employees.

This effort empowers Certified™ employers to really listen to the invaluable insights their employees offer, specifically pinpointing those crucial leadership behaviors that are key in establishing cultures of high trust and high performance.

We decided to really dig into the survey responses of LGBTQ+ employees working at Certified workplaces and share some of our favorites. These comments not only underlined the unique and special qualities that define their workplaces but also offered a glimpse into the lives of these LGBTQ+ employees.

These stories, from LGBTQ+ employees themselves, showcase the wonderful environments LGBTQ+ employees are proud to call their work home. Join us as we celebrate the progress being made in creating diverse and inclusive workplaces around the world.

Voices of inclusion: Real stories from LGBTQ+ employees

When employees at Certified workplaces were asked, “Is there anything special or unique about your company that makes it a great place to work?”, here’s what some LGBTQ+ employees had to say:

I've worked at A LOT of different companies and there is something so incredibly unique about this company.

I've never seen a company live their values so truly. The People team view our culture as a product that should continuously be iterated and evolved.

As a gay man in a management/leadership role, I've historically found myself fronting to hide my true self in order to "fit in." From day one, my company made it very clear that bringing your true, authentic self to work is celebrated and is a part of what makes our culture special.

I've never felt so empowered to be myself at work, and it's really special to also see this across the organization — especially with gender, sexual, and racial minorities.

What at first felt too good to be true has not only held up, but also continues to surprise me in my time since joining.

As a lesbian Hispanic woman, I have never felt more accepted than my workplace family makes me feel.

My sexual orientation, gender, and ethnicity have not set walls — if anything, they're celebrated — and that's one thing I'm so thankful for.

I appreciate and am continually impressed by the transparency of our ELT Leaders. The support that they provide to the [groups for] LGBTQIA+, BLM, World Crises, Women's Equal Rights, and more, help me know that I'm safe to be me here at work.

The fact that I work for a company that is continually looking out for my rights allows me to continue to work hard and focus, knowing I'm safe and supported.

I'm constantly reminded that I'm working for a company that is looking out for me and that understands the hardships that come with equal rights and world crises.

I consistently tell my family and friends how thankful I am to work here; I wouldn't want to work anywhere else.

My queerness has [in the past] been questioned and made to be a topic of conversation by my cis/heterosexual coworkers.

Working here and being surrounded by queer people allows us to have a closer look into our queer siblings' experiences and creates a huge sense of community.

Having a workspace full of queerness and queer walks of life has brought me so much security.

I used to work in a woodworking factory. No company has ever made me feel so worthless and unappreciated.

My former employer didn't respect my gender identity in the slightest. They would constantly call me by my birth name and refused to call me by my new name and would make fun of me behind my back where I could hear it.

One day I heard from a coworker that my current employer was hiring. I longed desperately to get away from the gender hate and discrimination at my old job.

I love it here: the inclusiveness, the environment, the people. Every single day that I have been with this organization has been a blessing.

People treat me the exact way I want to be treated. I feel wanted here. I feel my company appreciates me as a diverse person and sees the skills I have to offer. I most likely plan to make this company the career of my life. I'm home.

I don't feel like I ever have to hide who I am or what I'm going through in life.

Management is extremely supportive and understanding. They care about our mental health and allow us the flexibility to take care of our lives while trusting that the work will get done. It's refreshing to not be treated like a cog in a wheel or children that need constant supervision.

I never knew that employers like this existed. The support we get makes me want to work harder to make sure our company thrives.

I love this company so much: the people, the products, and the mission! I wear a smile to work every day now.

Create an inclusive and innovative workplace: Partner with Great Place To Work today

At Great Place To Work®, we firmly believe in the power of understanding and addressing employees' needs and sentiments. This practice is integral in fostering an environment of inclusivity and diversity.

If you’d like to speak to one of our team members about how you can also partner with Great Place to Work to understand your employee experience with the Trust Index Survey, contact us today.

All illustrated employee stories by @lilytherens

How To Make a Workplace Safe for Nonbinary Employees

2023-06-08T07:00:26-04:00

It takes more than simply displaying pronouns to create a culture of belonging for nonbinary and gender fluid employees in the workplace.

The best workplaces are those that create a warm and welcoming environment for everyone.

In the current cultural climate gender nonconforming people — those identifying with a gender other than what was assigned at birth — are having more adverse workplace experiences.

Even at great companies, nonbinary or transgender employees’ encounter a range of experiences, from misguided curiosity to outright hostility.

카지노 커뮤니티 추천 that can’t create a safe environment for nonbinary and transgender employees aren’t creating inclusive cultures and will miss out on important business outcomes.

Great Place To Work® research shows that when employees feel safe, are able to innovate, and are encouraged to bring their full selves to work, companies flourish.

According to Pew Research, 1.6% of U.S. adults identify as transgender or nonbinary. For adults aged 18-29, 5.1% identify as transgender or nonbinary. More than four in 10 U.S. adults say they know a trans person and one in five report knowing a nonbinary person.

The way your company either makes room or excludes transgender and nonbinary people will have an impact, both for those who identify as trans or nonbinary, or have a friend or family member who does.

What can workplaces do to create a safer and more welcoming experience for nonbinary and transgender employees? We spoke with one of our Great Place To Work colleagues, Kyndle DelCollo, who identifies as nonbinary, about their experience in the workplace.

While one person’s experience won’t capture the full picture, these voices are often so invisible that one voice can make a difference.

Ted: Tell me a little about your background. Where did you grow up? What experiences helped define you as a young person?

Kyndle: I grew up in a small conservative town in Southern Oregon. I came out as a lesbian when I was 14, and it wasn't received well where I lived.

I was pretty feminine growing up, just because of expectations and how my parents wanted to see me. Being in a conservative town, there's a huge emphasis on femininity versus masculinity … and if a female wants to express their masculinity, it's almost like, “Whoa! What are you doing? Why would you do that?”

College is really when I started expressing who I am, more through my clothing and the way that I presented myself to others. I met my partner my freshman year. I think that her being able to give me the space that I needed to figure out who I am and who I wanted to be was probably the most influential part of me developing into the adult that I am.

I cut my hair four or five years ago, and that was actually because she was the one who said, “Hey, have you ever considered cutting your hair? If that's something that you would like to do, I would be OK with that” — and I was like, “OK. Maybe that is something I would like to do.”

Once somebody who I really cared for gave me the green light, I was able to develop more into my true self rather than who people think I should be.

Ted: There’s a lot you shared there, both about the trauma that can come with coming out as LGBTQ+, and also the gift that comes with a loved one giving you permission to explore. Do those dynamics also come up in the workplace?

Kyndle: There have definitely been times in the workplace where I knew it wasn't acceptable to be who I am and bring my full self to work.

But I think at Great Place To Work, my people leader really created a space within my immediate team for me to be who I am, and valued who I am as an individual and what that brings to the business and to clients.

In my role as a customer success manager, I often am asked about diversity and inclusion in the workplace. I always tell them that it starts with the team leads. It starts with management.

Ted: Can you share how your manager made you feel safe sharing your full story?

Kyndle: Respecting my pronouns. When I came to her and said, “These are the pronouns that I want to use moving forward,” she has never used my previous pronouns since. That’s probably the single biggest thing.

She will avoid using terms like “ladies," "guys," or other gender specific verbiage when referring to the group.

I’ve asked her not to correct people in meetings to avoid the "all eyes on me" feeling, and she’s respected that.

If I could clone her, I would duplicate her willingness to go with the flow, her kindness to all regardless of who you are, and her ability to listen.

Ted: Is it enough to just display your pronouns on a video screen or do you find it makes a difference when people are more intentional by asking someone for their pronouns?

Kyndle: Being active makes a huge difference. Putting your pronouns in your signature or on Zoom is a passive act but, introducing yourself with your pronouns actively creates a safe space with new people.

Ted: Most people want to say the right thing, but they make mistakes. What are those interactions like for a nonbinary person?

Kyndle: It depends on the person. Do they want a public apology? If I’m on a call and somebody uses the wrong pronouns, and they stop the entire call and single me out and say, “Kyndle, I am so sorry that I just used the wrong pronouns; I will be so much better next time” — and they make a huge apology … I do appreciate it because it's coming from the heart, however, they are putting me in the center of the spotlight.

It brings unwanted attention.

They're innocent mistakes, but when they do happen, just move past them. If you truly feel the need to apologize, maybe do it on a private basis. Don't put the person in a position where everybody on the call is now looking at them. It's stressful.

Ted: It sounds like you're having to constantly come out and relive this experience, which can be traumatic.

Kyndle: Right, exactly. I don't want to relive that every day. That's a big reason why if somebody does use incorrect pronouns, I don't usually say anything.

I have it written everywhere. I have it in my Zoom signature. I have it in my email signature. I shouldn't have to make an announcement about it.

Ted: What are some things that have made you feel welcomed and safe company-wide?

Kyndle: The fact that we've done things on Launchpad [our all hands virtual company meeting] highlighting Pride month, and also highlighting Lesbian Day of Visibility, Trans Day of Visibility … it really helps.

The fact that we brought an expert on this topic to come and train our people is really beneficial, because things change. … they're coming in and training us on how to be more inclusive.

Even for me, as a nonbinary person, that training is really beneficial. I can say, “OK, how do I want to be treated? Or, how am I treating others? Am I creating that space for others?”

Ted: What's the importance of bringing in an external person that people can talk to rather than turning to your one employee who might be out at work?

Kyndle: It can be really traumatic talking about these things.

Usually, people that do trainings and workshops, they're comfortable sharing their story in that way, and they're completely comfortable in who they are and how they got there.

Ted: Even if they're out in the workplace, they might not be comfortable being the person everyone comes to with their questions.

Kyndle: Yeah.

Ted: What's your advice for employers who want to create a better work experience for nonbinary or transgender employees?

Kyndle: Don’t assume; ask questions.

Remember that things change.

There have been plenty of times in my life where I'm like, "What am I? Who am I? What is going on here? Why is this happening to me?"

It could be that one day an employee comes in and they're like, "I want to go by he/him pronouns," and then six months later they come in and they're like, "I want to go by she/her pronouns." And maybe six months after that, they're like, "You know what? Neither of them worked for me. I'm going to go by they/them and try that out."

You have to be flexible. And if you aren't sure, just ask, "Hey, what are your pronouns?" Or, when you introduce yourself to people, just introduce your pronouns. That's the easiest way to do it.

Ted: What would you like to see from either the management team or just your colleagues general in terms of showing up and supporting nonbinary, gender nonconforming folks?

Kyndle: I think annual training on how to create an inclusive workplace is really vital. We get new employees; we all get in the minutiae of our day to day, so these reminders are important.

Just be kind. Respect is not: "Do you like me? Are we best friends?" Respect is: "Hey, I'm going to refer to you by your correct pronouns, or however you want to be referred to, because I would want you to do the same to me."

Learn what your employees need

Get the data behind the employee experience at your workplace and benchmark your efforts against the best companies in the world.

Why Gender Equity Requires a Focus on Inclusion

2023-03-21T14:44:56-04:00

The complex identities that women bring to work mean they face different challenges to their success in the workplace.

How inclusive are your efforts to support women in the workplace? A narrow approach might be doing more harm than good.

When a parental leave program is only available to employees who give birth to a child, a message is sent to employees having a different experience. Parents who are adopting a child, having a child via surrogacy, or otherwise growing their family without giving birth are left to wonder if the company values them as much as it values birthing mothers at the company.

“If your goal is to build trust in the workplace, that hinges on authentically seeing and connecting with people,” says Sarah Lewis-Kulin, vice president of global recognition at Great Place To Work®.

Like any other demographic in your organization, women are not a monolith. They are having a vast range of experiences in the workplace and face unique challenges that are associated with the complex identities they bring to the workplace.

By the numbers

Racial identities reveal experience gaps for different groups of women in the workplace.

Compared to men, all women are more likely to “quit and stay” — the phenomenon in which employees who feel overlooked and underappreciated in the workplace stop giving extra effort, but don’t leave the organization. However, Black women are 20% more likely to experience “quit and stay” than white women.

And Black women who say they wouldn’t recommend their employer to friends and family are 28 times more likely to quit and stay than white women who say the same.

“Rising tides lift all ships — and that’s for sure what we see at the best companies.”

There are different gaps for working mothers, also. Burnout for working mothers (compared to white, male counterparts) is 47% more likely for Black mothers, 33% more likely for Asian mothers, and 23% more likely for Latinx mothers.

Women who identify as LGBTQ+ are also having a different experience. Even at great workplaces, LGBTQ+ employees are 7% less likely to have a psychologically and emotionally healthy work environment compared to their coworkers.

These experience gaps are having an impact on how women move through the workplace. Most employees experience higher levels of inclusion as they are promoted to higher levels in the organization. However, women experience less inclusion than men at a similar management level.

White women experience the largest gain in inclusion with increased management responsibilities. Latinx women feel the smallest gain in inclusion with more management responsibilities.

For Black women, despite a sizable gain in inclusion at work with increased management responsibilities, they still lag all other demographics, reporting the least amount of inclusion at work at every level of management.

The impact on the business? Lower retention, less innovation, and, ultimately, lower profits.

Gaps as an opportunity

These employee experience gaps should be seen as an opportunity, says Lewis-Kulin.

“Obviously, we don't want to have them,” she says. “But experience gaps mean you know how to create a great workplace for some people — so what does that tell you about how you can extend that to your whole workforce?”

If older women find their work more meaningful than younger women — a finding that has shown up in Great Place To Work research — that offers a clue.

“The first thing always is to talk to your people.”

“What can you find in that moment that you're doing really well for some people, and how can you extend that more thoughtfully so that everyone is included?” Lewis-Kulin says.

It starts with listening and having a deep understanding of the different experiences of individual employees in your organization. (Hint: Surveys are a crucial tool.)

The good news? Solutions to many of your problems won’t come with a big price tag.

“In some cases, it just requires rewriting a policy so that you're explicit about who is included,” Lewis-Kulin shares, as an example.

Avoiding stereotypes

One classic mistake that companies can make is to equate their efforts to support women with programs connected to childcare and family responsibility.

“Of course, that's an important part of life experience for many women,” says Lewis-Kulin. But women in the workplace have a much richer and broader range of experiences.

“It is reductive to me to equate how companies support women solely with parental benefits because, obviously, not all women are going to have children,” she adds. “And parenting is not only a women's issue.”

Instead, Lewis-Kulin recommends personalizing the support to the employee. “The first thing always is to talk to your people,” she says. They'll tell you what they need.

And if you start to feel overwhelmed by the many different needs of your people, remember that your efforts to help one targeted group will likely improve the experience of all employees.

Lewis-Kulin gives an example of a window installation company that heard from its female salespeople that it was hard to transport heavy samples to clients’ homes, a potential barrier for women having success in sales roles. When the company designed a lighter sample window for its sales reps, male employees, as well as employees with disabilities, benefitted from having to haul less weight from appointment to appointment.

“Winning attention for one group doesn’t have to come at a cost for another group,” Lewis-Kulin says. “Rising tides lift all ships — and that’s for sure what we see at the best companies.”

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How To Support LGBTQ+ In The Workplace: 5 Creative Tips

2022-06-01T13:16:40-04:00

What every organization can do today – internally and externally – to support queer employees.

I came out almost 30 years ago. Today I am a VP at Great Place To Work® — and it really is one.

I’ve been married for over two decades to a kind and beautiful woman with whom I share two great kids. I live in a place where it is the norm for school principals, religious leaders, doctors and civic leaders to be queer.

But you’re wrong if you think that my days of coming out are behind me and I don’t need workplace support.

Coming out isn’t a one-time thing people do and put behind them. Every time there’s a new hire, new boss, or collaboration with a new department, your people have to make choices about whether to foster true connections and honesty with teammates (“What does your husband do?” “What did you do this weekend?”) — or hide.

And anyone who creates great workplaces knows that trust and connection are essential components of innovative and high-performing teams. But even at the very best workplaces in the country, LGBTQ+ employees lag their colleagues in key areas, including well-being and psychological support in the workplace.

Workplaces are not the same for LGBTQ+ employees

In a study of nearly half a million people, Great Place To Work found that the biggest discrepancy between LGBTQ+ and straight employees’ experiences at work is their psychological safety. Even at great workplaces, LGBTQ+ employees are 7% less likely to have a psychologically and emotionally healthy work environment compared with their straight coworkers.

Asian and Pacific Islander (API) LGBTQ+ employees are particularly at risk. Twenty percent of API LGBTQ+ people have had a depression diagnosis, compared with just 7% of cisgender, heterosexual API adults. Great Place To Work data also reveals that in the workplace, even among the top companies in the nation, being LGBTQ+ puts Asian employees at an 11% higher risk for retention than straight Asian colleagues. And 14% fewer find their work meaningful.

Company efforts to address these gaps must overcome a specific set of pressures. When analyzing employee comments about diversity, equity, inclusion and belonging (DEIB) initiatives, we’ve observed unique pushback on various DEIB programs.

Programs focused on race and ethnicity receive pushback challenging the perceived merit of underrepresented minorities.
People who object to LGBTQ+ programs urge their companies to avoid the very mention of LGBTQ+ initiatives and attack the visibility of LGBTQ+ employees.

But denial is not a realistic strategy. The percent of people identifying as LGBTQ+ has roughly doubled in each generation from traditionalists (born before 1946) to Gen Z. Today, 11% of millennials are LGBTQ+ and 21% of Gen Z identifies as LGBTQ+. 카지노 커뮤니티 추천 must do better to support the one out of five employees who are part of this talent pool.

5 powerful ways to support LGBTQ+ employees at work

Gender identity and sexual orientation should never lead to job loss or other workplace discrimination.

With human decency and sound business decisions as the baseline, here are five key things your company can do better to support LGBTQ+ employees.

1. Make a point to counteract the pressure to be silent and “say gay” — in ways big and small

If this is something your company isn’t used to, you might feel awkward at first. That means you’re doing something right – the discomfort you take on should make the workplace more welcoming for LGBTQ+ employees.

“Saying gay” at work can look like:

Publicly celebrating Pride and telling stories of how your business interacts with and supports the LGBTQ+ community.

Acknowledging significant community joys, tragedies, or fears.

Auditing employee benefits and communications to evaluate how every line applies to LGBTQ+ people —LGBTQ+ employees must often read between the lines to find their places in family leave, fertility benefits, and even holiday invitations.

Funding volunteer activities.

Sponsoring an ERG group and soliciting ways the group would like company support.

If you have leaders who are out, ask if they’d be willing to tell their story publicly so others know they can be themselves and be promoted, too. Leaders should ask queer employees the same questions about spouses and partners that they do straight employees — how they met, what they do for work, their weekend plans — to show none of this is taboo.

Silence is not neutral. Proactive inclusion – like including everyone’s pronouns on Zoom profiles – signal that LGBTQ+ employees are safe and respected in your workplace. 카지노 커뮤니티 추천 should also reflect on differences in what they say and do in public versus internal spaces.

Do you only talk about LGBTQ+ people when you make your logo a rainbow on social media during Pride month? Do you rely on and appreciate your LGBTQ+ teammates, but are too scared of brand risk to make that support publicly visible?

Any disconnect stands out as hypocrisy and renders even positive actions untrustworthy.

2. Invest in employee well-being initiatives

Many companies are investing in employee well-being programs and enjoying benefits like three-fold improvement in retention and recruitment. But well-being initiatives only have a chance at rectifying the discrepancy in straight and LGBTQ+ people’s experiences if you also “say gay.”

Otherwise, they’ll just call the Employee Assistance Program or use daily meditation and exercise to deal with the distress of being in a workplace where the stakes are too high to let their guard down.

3. Pay special attention to API employees

Given the increased workplace risks for API LGBTQ+ employees, consider initiatives that specifically support this group.

Reach out to experts in API mental health to ensure your programs address unique needs for this community.

At Great Place To Work, our API ERG and Health & Wellness committee co-sponsored a workshop for all employees about “Building Resiliency and Promoting Self-Care within the API Community.”

K and B Therapy and Sweet Mango Therapy provided context and insights about issues like elevated suicide risk, cultural prohibitions against self-care or mental health access, desire for Eastern medicine approaches and access to services in one’s native language.

The session encouraged preventative care and made space for all employees to better support themselves, their colleagues and direct reports.

Providing time and funds for API and LGBTQ+ ERGs to collaborate is also effective.

For example, at Great Place To Work, our ERGs are co-sponsoring author Malinda Lo to come speak to us about her New York Times bestselling book. Interested employees participated in a book club during API month in May – API Heritage Month – to discuss Lo’s story about a Chinese-American girl discovering she’s a lesbian in the 1950s.

And we’ll learn from Lo in June – Pride month – about her experiences as a queer Chinese immigrant and how that’s affected her career. This intersectionality of experience enriches both ERGs’ support of our whole community.

You can also find ways to incorporate this community into existing events and activities. For example, since LGBTQ+ youth are at significantly higher risk for being without housing, consider hosting your next company volunteer day at a teen homeless shelter in an Asian community in your area.

If you “adopt-a-family” during the holidays, work with community partners to find an Asian LGBTQ+ family. Consider the needs of this community in your pro bono work. All employees can feel proud of these contributions, and they will have a profound impact on the support and meaning Asian and LGBTQ+ employees feel in their workplace.

4. Invest in this work knowing that you might not be aware of everyone who will benefit

Don’t make the mistake of assuming you know how many or which people in your organization would be supported by an ERG or feel included through your DEIB efforts.

Nearly 60% of LGBTQ+ people are bisexual and 10% are transgender. More than one out of four LGBTQ+ employees are not out at work.

I can’t tell you how many times a company, such as a religious organization or a small town business – has told me that they don’t have LGBTQ+ people in their organization, industry or community — and how many times the data has proven they’re wrong.

Take the time to send a gender-neutral plus-one invite to the holiday party, create an inclusive benefits package, wear a name tag with your pronouns — and you might be surprised by who feels your care.

5. Be an ally here and now

Meet with your ERG to learn more about people’s lives and how your company can support the LGBTQ+ community. Acknowledge the pressure that they’re under in the current zeitgeist. Be visible and unapologetic in your internal and public actions.

The impending overturn of Roe v. Wade will set a precedent for marriage equality and potentially decimate civil rights in this country. This threat isn’t just about a marriage certificate.

It’s about where in the country it’s safe to live or to travel. It’s about the legal safety of our children, access to hospital visitation and medical benefits, keeping the house if your spouse dies, having a path to “adopt” your own children, and a myriad of financial and other benefits.

Being an ally is about fundamentally sending a signal that LGBTQ+ relationships matter and LGBTQ+ people are full citizens of this country — even as our community continues to face disproportionate job loss and fatal violence.

Leaders need to understand the level of attack their people are under, take strong public stands against these threats, and do everything they can to preserve their people’s safety.

While “saying gay” is a necessary signal, supporting LGBTQ+ rights is the necessary action.

Measure equity and inclusion in your workplace

For more information or help on your DEIB journey, contact us about how to measure and improve belonging in your workplace with our employee experience survey and analysis tool.

LGBTQIA+ Inclusion in the Workplace: How to Spot if Your Company Is Holding Back LGBTQ Employees

2022-05-31T14:36:02-04:00

When employees choose not to reveal parts of their identity, they're telling you a lot.

Pride Month is about showing up and being accepted for exactly who you are. And here at Great Place To Work®, we believe employees shouldn’t have to disguise themselves to “fit in” at work. 카지노 커뮤니티 랭킹 research shows this not only hurts belonging but also lowers self-esteem and employee engagement.

On the surface, it might look like your workplace has created a positive employee experience for people who identify as LGBTQ+. But underneath the rainbow Pride flags, is this true?

One of the things that businesses value about our Trust Index™ employee survey is that it uncovers the “masked” workplace experiences for different employee groups, including those who identify as LGBTQ+.

Part of doing this involves asking several questions about employees’ personal characteristics. That way, companies can identify disparities in the workplace experience for different groups of employees.

Identifying these disparities is the first step in correcting them and creating a better, more equal experience for all employees. These can be sensitive questions, so we give people the option to decline to respond to questions about their sexual orientation or gender identity.

Identifying these disparities is the first step in correcting them and creating a better, more equal experience for all employees

You might expect only a small percentage of employees choose this “prefer not to respond” option. It turns out, however, that one in eight employees actively decline to reveal one or more aspects of their identity.

What’s really going on here? Why are over 12% of employees declining to share information about themselves?

Why employees “prefer not to answer”

To get to the bottom of this issue, we studied the written comments from employees who declined to respond to one or more of these survey questions. Their comments often provide some clarity, or at least clues, around why these employees don’t want to reveal their whole selves.

Common themes from these employees’ experiences include:

A climate of favoritism
Toxic work relationships
Passive aggressiveness
A lack of trust to speak up
Fear of retaliation

Harassment may not define the kind of workplace environment those themes describe. But we can identify them as “harassment adjacent” — rife with microaggressions and fear.

What these (non-)responses say about your company culture

When people choose not to reveal parts of their identity, they're actually telling you a lot about how they feel at work.

We analyzed these “masked” survey responses from 1,600+ companies. One employee who left this part of their identity hidden writes, “How can you trust a system/business that rewards its malicious employees...? It’s quite discouraging for those who are aware of the offense.”

Another comments, “I don’t have full trust in our HR department. I would not share confidential information with them because I do not feel it would stay confidential.”

There are clear ties between consistently inclusive workplace cultures and overall employee experience and engagement. If employees decline to reveal their full selves on surveys, it suggests your workplace may not be a psychologically safe environment for people of all gender identities and sexual orientations.

As more people choose not to respond, trust and innovation suffer.

The pattern is particularly striking for how people answered questions about their sexual orientation and disability status. For every two people who positively identified as LGBT or living with a disability, three actively refused to share their identity.

This ratio has a big impact on a company’s overall workplace culture.

According to our data, for every 10% of employees that chose not to respond, there was a 6-point decrease in a company’s overall levels of trust, pride and camaraderie.

More specifically, as the percentage of employees’ choosing ‘prefer not to respond’ grows, there are drops in:

Employees’ faith in management
Their sense of safety in the work environment
Signs of teamwork

These are all critical to effective innovation and strong business results. A high rate of “prefer not to respond” answers in your employee survey data suggests that your business may not be positioned to thrive, particularly during economic downturns.

Supporting LGBTQ+ inclusion the workplace can help your company thrive

Choosing “prefer not to respond” is a signal of fear in the workplace. Organizations can use this insight to:

Tailor their DEI strategies
Find undiscovered pockets of strength
Monitor people’s ability to bring their full selves to work

Every person deserves the freedom to show up as their true self. And when employees bury their identities, it speaks volumes about the level of psychological safety at your workplace.

Measure equity and inclusion in your workplace

For more information or help on your DEIB journey, contact us about how to measure and improve racial equity and inclusion in your workplace with our survey and analysis tool, Trust Index™ Survey.