LGBT+ workers experience higher levels of conflict, lower levels of psychological safety and lower job satisfaction at work, shows new CIPD report
CIPD publishes new report on the quality of LGBT+ working lives as part of LGBT History Month
CIPD publishes new report on the quality of LGBT+ working lives as part of LGBT History Month
The CIPD is today launching a new research report ‘Inclusion at work: Perspectives on LGBT+ working lives’ to highlight how LGBT+ workers tend to have a more negative experience of work.
The CIPD’s report, supported by academics at the University of Bath, draws on data from the CIPD’s UK Working Lives Survey and a separate survey of trans workers to explore their perspectives on working life, hence the intentional use of LGB+ rather than LGBT in the research findings:
"Our research suggests that many LGB+ and trans workers don’t feel safe to express themselves and be accepted at work. This can have a negative impact on their working relationships, wellbeing and overall job satisfaction.
“It’s particularly concerning to see how many LGBT+ workers have experienced conflict and that more often than not, these conflicts are not resolved. This must stop. Everyone has the right to feel safe, to be themselves and to flourish at work. Employers must do more to support these groups and create inclusive cultures that have zero tolerance of bullying and harassment of any kind.
“When creating inclusive practices employers must recognise the unique challenges faced by LGBT+ workers. For instance, recognising that a lesbian will face very different challenges to a trans person at work. Employers must treat people as individuals rather than assuming that any general measures to address LGBT+ as a homogenous group will sufficiently meet a spectrum of diverse needs. If we are to truly celebrate and support individuality we must start with the individual.”
The CIPD’s report suggests that much more needs to be done at an organisational level to protect, support and include LGBT+ workers, and trans workers in particular. It recommends that employers:
Create safe spaces and employee resource groups where minority groups can come together, with allies, to support each other. The CIPD’s research found that only 40% of trans respondents said their organisation had an LGBT+ staff network and just 50% of trans workers said they actively attend and participate in meetings and socials connected with the network. This highlights the importance of providing support that is specific to trans workers beyond broader inclusion and LGBT+ efforts.
"The report highlights the different challenges and needs that groups in the LGBT+ spectrum have. During the pandemic we’ve seen a lot of blanket changes come into place to protect employee wellbeing but businesses must also think about how best to adapt broader policies and practices to specific minority groups such as those within the LGBT+ spectrum.
“Being proactive on inclusion sends a clear message to current and future employees on the values that your organisation has regarding how it supports its people.”
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