More than four out of 10 LGBTQ+ people have experienced non-inclusive behavior in a work context, according to a new study from Deloitte.
Respondents reported experiencing a range of non-inclusive behaviors at work, including unwanted comments or jokes of a sexual nature, disparaging comments about their gender identity or sexual orientation, and being excluded from informal interactions or conversations.
LGBTQ+ people were most likely to report experiencing the behaviors in the physical workplace, rather than a virtual environment. The findings add to a growing body of research that suggests employees from underrepresented communities have more positive experiences working from home.
Office downsides. Deloitte surveyed over 5,400 “non-Deloitte LGBT+ people who work in various sectors” around the world in January and February. Sixty-one percent of respondents said they had experienced non-inclusive behaviors in a physical workplace, such as an office or factory, compared to 25% who said they’d experienced them while working virtually or online.
Respondents who are out about their sexual orientation with at least some colleagues were more likely to experience non-inclusive behaviors (45%) than those who are not (34%).
Even as many companies are requiring employees to work from an office on a more frequent basis, this study and others show experiences of in-person work may differ based on a worker’s race, gender, or sexual orientation.
A study published in Social Science & Medicine in April found LGBTQ+ adults felt significantly less stressed and tired while doing paid work at home compared to the workplace during the Covid-19 pandemic. The study, which analyzed data from a survey asking US adults about their daily behaviors and attitudes during the pandemic, also found working in-person was worse for LGBTQ+ adults’ well-being compared to non-LGBTQ+ adults.
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Researchers have documented similar effects of remote work for employees of color. A study published by Future Forum in 2022 found that 86% of Hispanic/Latinx knowledge workers and 81% of Asian/Asian American and Black knowledge workers preferred a hybrid or fully remote working arrangement, compared with 75% of white knowledge workers. Sense of belonging at work for Black and Hispanic/Latinx respondents rose by 24% and 32%, respectively, from May 2021, during a period when many knowledge workers were remote, while it rose just 5% for white respondents.
Implications for HR. Given the prevalence of non-inclusive behaviors experienced by LGBTQ+ people at work, “employers have work to do to help ensure that such behaviors do not happen and, when they do, to help enable all LGBT+ employees to feel able to report without concern,” Deloitte concluded. Among respondents who didn’t report non-inclusive behavior to their employer, 40% said they hesitated because they worried their complaint would not be taken seriously.
Layne Amerikaner, a sociology doctoral candidate at the University of Maryland who co-authored the Social Science & Medicine paper, told HR Brew via email it's important organizations “think about the full range of worker experiences across remote, in-person, and hybrid work” as they make decisions about RTO.
“Our research highlights that workplace experiences aren’t one-size-fits-all,” she said. “For marginalized workers facing microaggressions or harassment during in-person interactions on the job, remote work may help protect their well-being.”