LGBTQIA+ inclusion: Report-based insights on gaps + opportunities

LGBTQIA+ inclusion at work improves when employees see consistent commitment, safe reporting paths, informed managers and visible allyship. For HR and people leaders, the opportunity is to turn inclusion intent into everyday behaviors that help employees feel respected, protected and able to do their best work.

In an era where diversity and inclusion are not just buzzwords but essential components of a thriving workplace, understanding the experiences and needs of all employees is crucial. One such group that demands our attention is the LGBTQIA+ community. The Deloitte Global 2023 LGBT+ Inclusion @ Work report surveyed 5,474 LGBT+ people across 13 countries, offering valuable data for HR and people leaders. Although the report is no longer new, its findings remain useful because they connect inclusion to employee safety, trust, engagement and retention.

Where do LGBTQIA+ inclusion gaps still show up at work?

The Deloitte Global report reveals a mixed picture of LGBT+ inclusion in the workplace. While many employees value employers that demonstrate a commitment to LGBT+ inclusion, there is still a gap between stated commitment and the lived experience of many LGBT+ employees.

• More than four in 10 LGBT+ employees feel their employers fail to demonstrate commitment to LGBT+ inclusion, either internally or externally.
• Less than half of respondents feel comfortable being out with all colleagues about their sexual orientation or gender identity.
• Fear of being treated differently was the top reason respondents were not out at work.
• Allyship matters: Deloitte found that 61% of respondents who are out to at least some colleagues about their sexual orientation said allyship helps them be out at work.

How do non-inclusive behaviors affect employee experience, engagement and retention?

The Deloitte Global report underscores the negative impact of non-inclusive behaviors in the workplace. The report highlights the need for organizations to create an environment where LGBT+ employees feel comfortable expressing their identity and confident that concerns will be taken seriously.

• Four in 10 respondents, 42%, reported experiencing non-inclusive behaviors at work.
• One in three respondents was actively looking to change employers to find an organization that is more LGBT+ inclusive.
• Non-inclusive behaviors can lead to talent drain, with LGBT+ employees seeking more inclusive workplaces.

More recent U.S. research shows that these concerns persist. A 2024 Williams Institute study of 1,902 LGBTQ adults in the workforce found that 47% reported experiencing discrimination or harassment at work because of their sexual orientation or gender identity during their lifetime, and 33% reported leaving a job at some point because of how an employer treated them.

Do all generations prioritize DEI in the same way?

The Deloitte Global report also shows how attitudes and experiences vary across generational groups and ethnicities. The report emphasizes the need for HR leaders to consider these differences when developing diversity and inclusion strategies.

• Gen Z and Millennial respondents place more emphasis on workplace diversity and inclusion than Gen X respondents when seeking a new employer.
• Younger respondents also attach high importance to being able to express their LGBT+ identity freely.
• Ethnic minority respondents were more likely to be looking for a new role with a more LGBT+ inclusive employer.

How can HR and people leaders turn LGBTQIA+ inclusion insights into action?

The Deloitte Global report serves as a wake-up call for organizations to reassess their commitment to LGBTQIA+ inclusion. Inclusion work becomes stronger when it moves from awareness to behavior change: what managers say, what peers interrupt, what policies protect and what leaders measure.

• Make commitment visible inside and outside the organization. Employees look for consistency between public statements, internal policies, benefits, manager behavior and leadership communication.
• Train managers and allies to act in the moment. Employees need more than good intentions. They need managers and coworkers who know how to interrupt non-inclusive behavior, respond to concerns and create psychological safety.
• Create trusted reporting and response channels. Employees are less likely to raise concerns when they fear retaliation, dismissal or inaction.
• Measure progress over time. Pulse surveys, listening sessions, ERG feedback and retention data can help HR teams understand whether inclusion efforts are improving the employee experience. For more guidance, see this Electives guide to measuring DEI progress.
• Treat awareness moments as starting points. Pride Month can create visibility and connection, but the real test is whether employees feel respected and supported throughout the year. These best practices for celebrating Pride Month at work can help teams connect celebration with sustained inclusion.

By understanding the experiences and needs of LGBTQIA+ employees, HR and people leaders can take concrete steps to foster a more inclusive and accepting workplace. A more inclusive workplace benefits LGBTQIA+ employees and everyone else, as inclusivity contributes to a more diverse, innovative and productive work environment.

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