LGBTQIA+ in the workplace: Why empowerment is crucial

The LGBTQIA+ community face unique challenges both inside and outside the workplace. To help empower these employees in the workplace, leaders must recognise the barriers that are common.

“Many young LGBTQIA+ Australians continue to hide their true identities when they join an employer, fearful of jeopardising their prospects if they are open. It uses up a lot of energy to hide who you are – and this is energy their employers are missing out on,” said Andrew Staite, chief executive at The Pinnacle Foundation.

A lack of role models is a key issue for LGBTQIA+ candidates, said Mr Staite. Leaders can mitigate these challenges by regularly reviewing processes and promoting diversity, equity, and inclusion in both hiring and promotion.

“Young people are often deterred from studying in fields they perceive aren’t welcoming for them. Our recent research showed that 36 per cent of Australians recognise a lack of visible LGBTQIA+ role models in corporate Australia, and a further 36 per cent were unsure,” said Mr Staite.

“Creating diverse workplaces where everyone is respected for who they are, feels psychologically safe and has a sense of belonging makes great business sense. In some Australian workplaces, up to half of all LGBTQIA+ people hide who they are at work. Globally, the figure is even higher. Some industries see less representation than others, making it especially hard for LGBTQIA+ employees.

“Our recent research showed that there are some industries which are widely perceived to be ‘straight’ – industries such as mining, engineering, and building and construction,” Mr Staite explained.

“Thankfully, there are companies in these industries who are addressing these stereotypes – like BHP, Mirvac and Rio Tinto. They actively partner with The Pinnacle Foundation to fund scholarships for young LGBTQIA+ Australians and raise awareness and understanding of the importance of inclusion, respect and belonging for all.”

Some areas in Australia are affected worse than others, especially regional and rural parts of the country. Isolation in geography creates isolation socially, too, said Mr Staite.

“Almost half of the young LGBTQIA+ Australians that The Pinnacle Foundation awards educational scholarships and mentoring support to come from rural, regional and remote parts of the country, reflective of need. Growing up in a place where there is no one else like you can be incredibly isolating,” he said.

“If you overlay bullying at school for being different or having parents who have had no LGBTQIA+ exposure themselves, and who don’t provide appropriate love and support, then often young LGBTQIA+ people will feel they have no option but to move away, usually to a city. And the cycle reinforces.”

He continued: “Our recent research affirms this – with 55 per cent of Australians recognising it may be easier for LGBTQIA+ people in cities as opposed to the country.”

Going forward, Mr Staite said it’s vital businesses are aware of how they are promoting inclusivity in the workplace.

“Organisations will frequently review their HR and hiring policies to ensure they are welcoming to all. Many establish LGBTQIA+ and ally networks to increase social connectivity, provide peer support and help educate their colleagues about why LGBTQIA+ inclusion matters,” he said.

“Having regular opportunities for storytelling is an important additional element – to help bring LGBTQIA+ inclusion to life and encourage critical reflection around deep-seated prejudices and biases that some people may have.”

Jack Campbell

Jack is the editor at HR Leader.