A new survey reveals that 80 percent of LGBTQ+ Gen Z jobseekers would be more likely to accept job offers from companies demonstrating visible allyship, and with LGBTQ+ role models in senior leadership.
The research, conducted by myGwork in collaboration with Highered, highlights the importance of workplace inclusivity for LGBTQ+ students and recent graduates.
Surveying over 2,000 students and recent graduates globally, the findings show that more than a third (36 percent) of respondents identify as LGBTQ+. Despite this growing demographic, many LGBTQ+ individuals express concern about joining organisations where they cannot be open about their sexual orientation or gender identity.
Three-quarters of LGBTQ+ respondents expressed hesitation in accepting job offers from companies where they feel unable to be their authentic selves. Concerns include potential discrimination, bias, and limited opportunities for career progression and development. These fears are not unfounded, as a report of 6,000 professionals published earlier this year found that a quarter of LGBTQi+ reported experiencing workplace discrimination.
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Role Models and Career Progression
The research found that visible LGBTQ+ senior leaders play a vital role in encouraging young LGBTQ+ jobseekers. Many LGBTQ+ professionals view the presence of LGBTQ+ role models as essential to their career development. According to the survey, 8 out of 10 LGBTQ+ students and graduates believe that being LGBTQ+ makes it harder to achieve senior leadership positions within an organisation. This perception discourages many from joining companies where they do not see people like themselves in leadership roles.
Overall, 80 percent of LGBTQ+ respondents said that seeing LGBTQ+ role models in senior positions would significantly influence their decision to accept a job offer.
“Our latest research goes beyond highlighting industries perceived to be more LGBTQ+ friendly by young job seekers. It provides insights into the criteria LGBTQ+ students and recent graduates seek in inclusive employers and the essential benefits necessary to attract and retain them,” said myGwork’s co-founders Adrien and Pierre Gaubert.
“In an era where inclusion and belonging are critical to progressive workplaces, myGwork’s research serves as an indispensable guide for organizations aiming to create fair and inclusive environments to attract the valuable talent they need to succeed.”
Discrimination in the Workplace and Academia
Discrimination based on sexual orientation and gender identity remains a prevalent issue in both educational institutions and workplaces. Nearly half (48 percent) of LGBTQ+ respondents reported witnessing discrimination related to sexual orientation or gender identity at their place of study or work, compared to 32 percent of non-LGBTQ+ respondents. Additionally, 36 percent of LGBTQ+ students and graduates have personally experienced discriminatory behaviours, such as homophobia, biphobia, or transphobia, in these environments.
The research also found that LGBTQ+ students and graduates from marginalised ethnic or racial groups face even higher levels of discrimination. Over half (52 percent) of LGBTQ+ individuals from these backgrounds reported witnessing discrimination compared to 42 percent of their White LGBTQ+ counterparts. Additionally, 40 percent of LGBTQ+ students and graduates of colour reported personally experiencing discrimination, in contrast to 30 percent of white LGBTQ+ individuals.
With only 5 percent of LGBTQ+ respondents believing that companies are doing enough to foster inclusivity, compared to 14 percent of non-LGBTQ+ respondents, it is clear that more work is needed to create environments where LGBTQ+ employees feel valued and supported.
Alessandra Pacelli is a journalist and author covering human resources and employment topics. She contributes regularly to HRreview, where she reports on labour market trends, employment costs, flexible working policies, HR wellbeing, and AI adoption in HR. Her work focuses on analysing industry research and policy insights relevant to HR professionals and organisational leaders.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
