News

Inclusion of LGBTQ+ Executives – A Long Way to Go

 


HR Technologist | July 25, 2018


HR Technologist published a bylined article, “Inclusion of LGBTQ+ Executives – A Long Way to Go,” authored by Russell Reynolds Associates Consultant Tina Shah Paikeday featured the firm's research, "LGBTQ+ Inclusion: A Leader’s Guide." The article is excerpted below.

  • Organizational programs can improve inclusion levels of LGBTQ+ employees via training, affinity groups and ally programs.

  • Inclusive leadership practices are critical to changing the perceptions of LGBTQ+ executives. Effective leaders can model inclusive behaviors by communicating the importance of LGBTQ+ inclusion, setting and communicating LGBTQ+ hiring and retention goals, holding leaders accountable to those goals, investing time to learn the right language as it relates to LGBTQ+ talent and amplifying the voice of LGBT executives by becoming an ally.

Inclusion of LGBTQ+ Executives – A Long Way to Go

The perceptions of LGBTQ+ executives of D&I efforts in the workplace are starkly different from those of their straight counterparts. A likely cause of this discrepancy is the fact that fewer than half of LGBTQ+ employees are out in the workplace, signaling an inability to be fully authentic at work. There are undoubtedly many reasons why this is the case, and a recent Russell Reynolds Associates study on the inclusion of LGBTQ+ executives highlights a few:

  • LGBTQ+ executives believe their companies are not doing enough to attract and retain diverse talent. Only 49 percent of LGBTQ+ executives think their organizations prioritize attracting diverse talent, vs. 57 percent of total respondents. When it comes to diverse talent retention, the numbers are bleaker; only 37 percent of LGBTQ+ executives think their organizations are taking sufficient measures, versus 51 percent of total respondents.

  • Relative to the overall executive population, LGBTQ+ executives attribute much greater importance to a lack of inclusion as a factor that prompts diverse executives to leave their organizations. 43 percent of LGBTQ+ executives say that diverse talent has left their organization due to a lack of inclusion vs. only 29 percent of the overall executive population.

  • LGBTQ+ executives see less leadership commitment and accountability to D&I compared to the overall executive population. Only 26 percent of LGBTQ+ executives believe leaders are held accountable to fostering an inclusive culture, vs. 39 percent of total respondents.

To read the full article, click here.

Sign up for our newsletter

Get the newsletter that prepares you for what's next with valuable insights across industries and geographies.
Inclusion of LGBTQ+ Executives – A Long Way to Go