It’s time to create genuinely psychologically safe workplaces for all – Kantar’s Global CEO, Profiles Division, shares the latest research with UNLEASH.
LGBTQ+ rights are under attack, and employers have a responsibility to step up and create inclusive workplaces for LGBTQ+ people.
Here's how to create more psychologically safe workplaces, according to Kantar's latest global report.
UNLEASH got the inside track from Kantar's Global CEO, Profiles Division, Caroline Frankum.
LGBTQ+ rights have seen a lot of progress in recent years – but there have also been setbacks.
While it’s fantastic to see same sex marriage legalized and conversion therapy banned in more and more countries in the world, we are living in a world where “LGBTQ+ rights have been weaponized on the battleground of politics”.
All of this is really coming to the fore as democracies like the US, the UK, India, Mexico, South Africa are all gearing up for elections in 2024.
According to a new report from Kantar and DIVA Magazine, 65% of the 2,000 LGBTQ+ individuals and allies surveyed in the UK, the US, South Africa and India said they believed the world they live in feels like a hostile and uncertain place.
While there’s a lot of work for governments and policymakers to do here, because we spend so much of time at work, employers have a significant responsibility to really drive progress around diversity, equity, inclusion and belonging (DEIB), around LGBTQ+ issues and belong.
Plus, it is well documented that DEIB is good for business (as well as being the morally right thing to do).
Kantar’s report stated: “Diverse perspectives and backgrounds bring fresh ideas, boost creativity, and help us connect better with clients”, and inclusion leads to a more engaged, and productive, workforce.
Kantar and DIVA’s report found that while 84% of respondents said they felt safe at work, this is lower than in café and restaurants (93%) and neighborhoods (92%).
In addition, only two thirds of transgender survey respondents said they saw work as a space place.
Yes, 68% said they have the same opportunities to advance as all their colleagues, and 68% said they had not faced any obstacles at work due to their sexual orientation (the figure is 66% for gender identity).
But this doesn’t mean LGBTQ+ individuals don’t have negative experiences at work. A major concern is that only half said they would feel comfortable reporting any issues to HR or their manager.
When split up between allies and LGBTQ+ people, the problem is even more stark – “66% of allies would feel comfortable doing so versus only 45% of LGBTQIA+ people – underscores a significant trust issue within marginalized communities towards institutional support mechanisms”, Kantar’s Pride ERG Executive Sponsor & Global CEO, Profiles Division, Caroline Frankum, tells UNLEASH.
This makes it clear that psychological safety is lacking in many organizations – particularly for transgender employees.
The data across the LGBTQ+ spectrum shows 12% had been on the receiving end of verbal harassment, 11% had had their LGBTQ+ identify disclosed without their consent, and 10% had been misgendered.
However, these figures rise to 21%, 18% and 28% respectively for trans workers.
The question that remains is what should organizations do to fix these psychological safety issues?
Kantar’s report has some answers.
At a top level, Kantar and DIVA’s research found that organizations need to “work to create a culture of belonging that supports employee wellbeing”, as well as share regular updates with employees.
This can help to sense check if what you’re doing is right, and where you need to change tact.
Drilling down further, Kantar’s Frankum says: “To improve these dynamics, organizations and HR leaders must advance inclusive hiring, foster open dialogues, and establish robust policies to nurture true inclusivity and transform allyship into effective action.”
Bias awareness training should be top of initiatives HR leaders introduce, as well as diverse hiring panels and structured interviews.
Ultimately, the key to success is progress over perfection – organizations and employees need to stay open-minded, curious and be prepared to confront their biases (and unlearn a lot of outdated societal norms).
This work isn’t quick – long-term commitments are needed; this work isn’t something that should be done in June (Pride Month) and then dropped – but it is worth it.
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Chief Reporter
Allie is an award-winning business journalist and can be reached at alexandra@unleash.ai.
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