Almost half of employers in 2018 permit employees to voluntarily disclose their sexual orientation and gender identity through anonymous surveys or confidential HR records, as reported by the Human Rights Campaign’s Corporate Equality Index.
The percentage nearly doubled over a decade, rising to 27% in the 2008 survey from 17% in 2006.
Creating a system for LGBTQ employees to identify themselves in the workplace may seem straightforward, but it is actually more complex than it appears. Two key components for success are ensuring a safe environment that fosters trust among LGBTQ employees to self-identify within the company’s structure and providing practical resources and support for them.
Employers should prioritize LGBTQ self-identification to support the recruitment and advancement of employees from this group and to showcase their talents at higher levels in an inclusive workplace.
- Monitor the progress of LGBT+ individuals in terms of track selection, retention, and promotion more effectively.
- Identify important LGBT+ individuals and make sure they have access to suitable growth chances.
- Decreased employee turnover and lower expenses for LGBT+ individuals.
- Offer more specific and enhanced advantages for LGBT+ staff members.
It is essential for members of the corporate LGBTQ employee resource group to have a way to identify themselves, as organizations are primarily motivated to track the recruitment and promotion of LGBTQ employees.
LGBTQ employees in the US are not required by law to disclose their information, unlike other under-represented groups.
Employers face a distinct challenge in establishing a secure work environment built on trust to gather thorough data. Ken Weissenberg, EisnerAmper’s corporate tax partner and Real Estate Services co-chair, discusses the contrast between safe and unsafe workplace cultures based on his experiences.
An insecure culture is characterized by a negative work environment that focuses on individuals rather than teamwork, leading to a hostile atmosphere with derogatory comments tolerated and important community issues ignored.
Weissenberg finds EisnerAmper to be a welcoming and collaborative work environment where the focus is on team success and collective performance. He appreciated this positive atmosphere during his first interview in 2004 when he inquired about companion insurance coverage, which was already included as a benefit by EisnerAmper at that time.
The company backed and promoted LGBTQ activism for marriage equality before it became law in 2012, and established a support group for LGBTQ families and individuals, with Weissenberg being a key figure in its early stages.
Other important elements of a secure organizational culture, as outlined by Weissenberg, typically involve:
- Senior-level employees who are identified as LGBTQ being visibly present and promoted.
Senior-level employees who are LGBTQ being actively promoted and visible.
- Employee handbook with policies that do not discriminate.
- a community committed to LGBTQ employees.
- Supporting external organizations that cater to the needs of disadvantaged LGBTQ individuals and offering ongoing assistance for LGBTQ civil rights.
The employee handbook includes policies that do not discriminate.
the existence of a group committed to LGBTQ staff members;
Sponsoring external organizations that cater to the needs of underprivileged LGBTQ individuals and offering ongoing support for LGBTQ civil rights.
HRC recommends that each company clearly defines its employees to improve data collection from LGBTQ individuals.
- the purpose and application of the information;
- Self-identification method (such as engagement surveys, job applications, HR information systems, etc.).
- The widespread approval of LGBTQ employees.
- The company’s cultural competency regarding LGBTQ individuals.
the purpose and application of the information
self-identification method (involving searches, job applications, HR systems, etc.)
the overall perception of LGBTQ employees being accepted.
The company’s overall level of competence in LGBTQ culture.
To increase LGBTQ employee participation in data collection, companies should explain the purpose of collecting the data and how it will be utilized. HRC advises companies to emphasize their dedication to non-discrimination based on sexual orientation, identity, or gender expression before asking employees to self-identify and clearly state the objective of the question.
To establish self-identification within the organization, there are typically two methods available: accessing confidential employee data in the human resources information systems or conducting anonymous employee engagement surveys.
Employers must handle data collection with care, considering factors like data privacy laws, employee non-participation, and the absence of global standards for sexual orientation and gender identity categories.
Organizations must take into account data privacy regulations when implementing self-identification methods, particularly those with worldwide operations. It is crucial for employers to comprehend the legal and regulatory frameworks in the jurisdictions where they do business, as complexities such as GDPR and varied laws can pose challenges.
Global standards for gender identity categories are not standardized worldwide, which creates complexity for employers providing self-identification options for employees. Those who do not identify as transgender or conform to traditional gender roles require additional choices beyond the male and female binary.
To fully capitalize on opportunities and gather information effectively, it is crucial to comprehend the diversity present in LGBTQ communities within organizations. Stressing the importance of confidentiality is key to alleviating worries and demonstrating to LGBTQ employees that their well-being is a priority for employers.