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Over the past few decades, LGBTQ+ individuals have made significant strides in securing workplace equality, but the journey is far from complete. From legal protections to inclusive policies, much has been done to ensure a safer, more welcoming environment for LGBTQ+ employees. However, there are still substantial gaps that need to be addressed. This blog will explore the progress that has been made, highlight the gaps that remain, and offer a glimpse of what the future could look like for LGBTQ+ workers.
Where are we now?
The workplace has evolved dramatically when it comes to LGBTQ+ inclusion. Legal protections, corporate policies, and broader societal shifts have allowed LGBTQ+ individuals to thrive and be more visible in their professional lives.
The United Kingdom has witnessed notable progress in LGBTQ+ inclusion, particularly among younger generations. Recent data from the Office for National Statistics (ONS) indicates that over 10% of individuals aged 16 to 24 identify as lesbian, gay, or bisexual (LGB), a significant rise from 4.4% in 2018. This increase is largely driven by young people identifying as bisexual, especially among females. In the corporate sector, there’s been progress in inclusive policies. As of 2024, 14% of FTSE 350-listed companies have implemented LGBTQ+ inclusive board policies, marking a 69% increase from the previous year (OutLeadership, 2024). While the overall representation of LGBTQ+ employees is rising, it’s essential to consider the data by sector and seniority to get a clearer picture.
According to a 2021 report by the Office for National Statistics (ONS), around 3.8% of UK adults identify as LGBTQ+, and around 15.2% of gay or lesbian employees occupy managerial roles in comparison to 12.8% of the general workforce. (ONS, 2021) On the other hand, technology sectors report lower representation of LGBTQ+ individuals, with around 2-3% identifying as LGBTQ+ (Druthers Search, 2034).
What gaps remain
Despite the undeniable progress made, significant gaps remain in the LGBTQ+ workplace experience. These disparities not only hinder the personal and professional growth of LGBTQ+ employees but also undermine broader organisational efforts to create truly inclusive environments.
- Wage gap
A critical issue for LGBTQ+ workers is the persistent wage gap. A 2019 study revealed that the income of UK LGBTQ+ workers is on average almost £7,000 less than their straight counterparts (The Standard, 2019). The shortfall is equivalent to a pay gap of 16% — almost double the UK’s gender pay gap of 9.6% in 2024.
Despite improvements in legal protections, workplace harassment remains a significant issue. A report by the TUC further revealed that nearly 8 in 10 (79%) trans respondents had experienced bullying at work, compared with just under half (48%) of all LGBTQ+ respondents. (TUC, 2024). Additionally, LGBTQ+ employees in more rural or conservative areas of the UK report facing a higher likelihood of discrimination.
- Lack of representation in leadership
While progress has been made in terms of overall LGBTQ+ workplace inclusion, leadership representation remains disproportionately low. According to a 2022 report from PwC, 3% of LGBTQ+ individuals hold senior leadership positions in the UK. (PwC 2022). This percentage is notably lower than the general representation of women and ethnic minorities in leadership.
This disparity is even more pronounced for transgender and non-binary individuals. Transgender employees are particularly underrepresented in leadership positions, often due to the intersection of gender identity discrimination, lack of tailored career support, and socio-cultural factors. This hostile environment not only impacts mental health but also makes it more difficult for transgender individuals to move up within an organisation.
Transgender individuals in leadership positions remain rare, which contributes to a lack of visible role models for younger transgender employees. This absence of representation can perpetuate a cycle of underrepresentation, as emerging talent may feel that senior leadership roles are not accessible to them.
- Mental health and wellbeing
LGBTQ+ employees face unique challenges that can affect their mental health and overall well-being. A 2023 Deloitte report found that 45% of LGBTQ+ employees reported feeling stressed or anxious about workplace issues, compared to just 25% of their non-LGBTQ+ counterparts. Factors such as fear of discrimination, microaggressions, and a lack of visible LGBTQ+ role models contribute to this stress (Deloitte, 2023).
Transgender people often experience higher rates of anxiety, depression, stress, and suicidal thoughts compared to their cisgender counterparts. A combination of social stigma, discrimination, lack of acceptance, and chronic stress related to gender dysphoria can have profound effects on mental health, and unfortunately, these struggles often extend into the workplace.
A 2024 report on young LGBTQ+ people revealed that higher rates of recent symptoms of depression were reported among gender fluid young people (70%), transgender men (71%), and transgender women (69%) compared to young people of other gender identities (The Trevor Project 2024). This could include feeling unsupported by colleagues, facing harassment, or dealing with a lack of understanding regarding gender identity and expression.
How can we address these gaps?
While the challenges facing LGBTQ+ employees in the workplace are significant, there are actionable steps that companies can take to address inequalities. By fostering an inclusive culture, providing targeted support, and creating equal opportunities, organisations can ensure that LGBTQ+ employees not only feel welcome but are also empowered to thrive.
- Strengthening anti-discrimination policies
Even with legal protections in place, workplace discrimination still occurs. Companies must ensure their anti-discrimination policies are explicitly inclusive of sexual orientation, gender identity, and gender expression. Policies should be regularly reviewed and communicated clearly to all employees, with mechanisms in place to ensure accountability. It’s also essential that employees feel safe reporting discrimination or harassment, knowing they will be protected from retaliation.
- Providing comprehensive LGBTQ+ training
Training programmes focused on LGBTQ+ inclusion should be a core part of workplace culture. This includes not only awareness and sensitivity training for all employees but also more specific sessions for managers and leadership teams. Unconscious bias training can help mitigate the biases that may be contributing to wage gaps or hindering career progression for LGBTQ+ employees.
Training should be regular and updated to reflect the evolving language and issues within the LGBTQ+ community. Additionally, fostering allyship is crucial: employees who actively support and advocate for LGBTQ+ colleagues can make a meaningful difference in creating a more inclusive environment.
- Mentorship and leadership development programmes
As LGBTQ+ employees are often underrepresented in senior leadership, companies must invest in mentorship and leadership development programmes specifically designed for LGBTQ+ talent. These programmes can help employees build the skills, networks, and confidence needed for them to rise through the ranks. It’s important that such programmes also include visibility for LGBTQ+ role models at the senior level, offering a sense of possibility and affirmation for those aspiring to leadership positions.
- Fostering an inclusive work environment
Creating a workplace culture that genuinely embraces LGBTQ+ employees requires more than just a few policies. Companies can enhance their efforts by:
- Ensuring LGBTQ+ employee resource groups (ERGs) are established, well-funded, and supported by leadership.
- Providing gender-neutral bathrooms and supporting pronoun usage across all communication channels.
- Celebrating LGBTQ+ awareness days, such as Pride Month, and ensuring that such initiatives aren’t just token gestures, but are supported with ongoing action.
- Regular pay audits and transparent salary practices
To address the wage gaps that continue to affect LGBTQ+ employees, companies should regularly conduct pay equity audits and disclose the results to demonstrate their commitment to fairness. This can help identify any pay disparities based on sexual orientation, gender identity, or gender expression. Companies should also be transparent about salary ranges, promotion criteria, and career advancement paths to reduce any hidden barriers for LGBTQ+ employees.
- Providing mental health support
The mental health and well-being of LGBTQ+ employees should be a priority. Offering mental health resources specifically designed to address the unique challenges faced by LGBTQ+ individuals can be transformative. These may include access to LGBTQ+ affirmative therapy, support groups, and hotlines. In addition, companies should train managers to identify signs of stress or anxiety related to discrimination and to provide resources on how to support those who report to them.
Closing remarks
Whilst significant progress has been made towards LGBTQ+ inclusion, more needs to be done in order to support the community as a whole. FAIRER Consulting offers comprehensive training courses and leadership development programmes that will support with that ambition. To find out how you can help make your workplace a more inclusive place to be, please get in touch with FAIRER Consulting.
