In recent years, businesses have become more adept at adopting inclusive-language practices and undertaking other allyship efforts to attract a more diverse workforce, yet research shows that a major disconnect remains, write Raelyn Jacobson, Monne Williams, and Jackie Wong. More than half of gay, lesbian, and nonbinary employees said they had stronger feelings of being an “only” (only person, or one of the only people, of their sexual orientation or gender identity) in the workplace than other employees did, according to McKinsey research. And 45 percent of surveyed workers who identify as LGBTQ+ said they felt they had to be careful about discussing their personal lives in the workplace. As Pride Month kicks off, check out these insights to learn how your organization can gain a better understanding of, and provide support for, the populations it employs.
Active allyship: Do your LGBTQ+ employees feel supported and included?
LGBTQ+ inclusion in the workplace
LGBTQ+ voices: Speaking out and looking ahead
How companies can make meaningful progress for LGBTQ+ employees
How the LGBTQ+ community fares in the workplace
LGBTQ+ voices: Learning from lived experiences
MORE FROM MCKINSEY
McKinsey is a place where LGBTQ+ people thrive