LGBTQ+ Workplace Inclusion: Retention Study 2025
LGBTQ+ inclusion is crucial for employee retention, reducing turnover costs, and enhancing team performance in the workplace.
LGBTQ+ inclusion is vital for retaining top talent and improving workplace satisfaction. The 2025 Retention Study reveals a clear link between inclusion and employee loyalty: 97% of LGBTQ+ employees with positive inclusion experiences plan to stay another year, compared to only 38% with negative experiences.
Key Takeaways:
- Retention Impact: Inclusive workplaces reduce turnover, saving Fortune 500 companies up to $4.2M annually.
- Support Systems: Employee Resource Groups (ERGs), inclusive benefits, and leadership advocacy improve retention.
- Actionable Steps: Anti-discrimination policies, mentorship programs, and visible allyship are essential.
Companies that prioritize LGBTQ+ inclusion attract top talent, boost team performance, and reduce costs. Learn how successful programs like EY's Unity and Google's Gayglers achieve these results while addressing intersectionality and remote work challenges.
LGBTQ+ In the Office: How to Foster an Inclusive Workplace
Why LGBTQ+ Inclusion Benefits Businesses
LGBTQ+ inclusion brings measurable advantages, improving both financial outcomes and workplace dynamics. These benefits directly enhance a company’s profitability and market standing.
Lower Costs by Reducing Turnover
Inclusive policies significantly cut costs by reducing employee turnover. For Fortune 500 companies, even a modest 5% improvement in LGBTQ+ employee retention can save $4.2 million annually. These savings come from lower expenses in recruitment, training, and lost productivity [4]. According to the 2025 Retention Study, LGBTQ+ employees are 2.6 times more likely to remain with inclusive employers [4].
In addition to saving money, fostering inclusion lays the groundwork for stronger, more effective teams.
Improving Team Performance
Research from McKinsey's Diversity Wins study shows that companies prioritizing diversity often outperform their peers. When LGBTQ+ employees feel psychologically safe, teams benefit from enhanced collaboration, creativity, and a broader range of ideas.
For example, EY has seen tangible results from its LGBTQ+ support programs, which include domestic partner benefits and transgender-inclusive healthcare. These initiatives have led to noticeable improvements in team performance and employee satisfaction [1].
With an estimated 10 million LGBTQ+ workers expected to enter the workforce by 2030 [4], creating inclusive environments is crucial for attracting top talent and unlocking their full potential. These efforts are not just ethical but also a smart business strategy.
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Steps to Build LGBTQ+ Supportive Workplaces
Creating a workplace that supports LGBTQ+ employees requires intentional and ongoing efforts across all levels of an organization.
Leadership and Policy Changes
Leadership plays a crucial role in establishing an inclusive workplace. Companies need to implement clear anti-discrimination policies that explicitly protect LGBTQ+ employees. These policies should address issues like harassment, bullying, and discrimination, while holding everyone accountable.
Important policy steps include:
- Setting up anti-discrimination measures
- Providing gender-neutral facilities and healthcare that includes transgender-specific care
- Offering equal partner benefits, regardless of orientation
- Establishing clear and accessible reporting systems for discrimination
However, policies alone aren't enough. Building a sense of belonging often involves initiatives like Employee Resource Groups (ERGs).
Support Through Employee Resource Groups
ERGs are powerful tools for creating community and encouraging professional growth. These groups offer mentorship and advocacy opportunities, helping LGBTQ+ employees feel supported and valued - key factors in improving retention.
Effective ERGs focus on:
- Connecting LGBTQ+ employees with mentors
- Hosting professional development events
- Advocating for workplace policy changes
- Strengthening relationships with allies within the company
Recruitment and Retention Practices
To attract and retain talent, especially from Gen Z, companies need to make their commitment to LGBTQ+ inclusion clear. This can be achieved by highlighting these efforts in recruitment materials.
| Retention Strategies | Examples of Implementation |
|---|---|
| Inclusive Benefits | Partner benefits, adoption support, transgender-inclusive healthcare |
| Professional Development | Mentorship programs, leadership opportunities, allyship training |
| Recruitment Partnerships | Collaborations with LGBTQ+ professional networks |
Organizations can also enhance their hiring process by including statements about LGBTQ+ inclusion in job postings and using diverse interview panels. Introducing self-identification options for LGBTQ+ employees helps track progress and identify areas for improvement [1].
These practices have been shown to improve retention rates, as highlighted in the 2025 Retention Study. By embedding inclusion into recruitment and retention strategies, companies can build a workplace that meets the needs of a diverse workforce while setting themselves up for long-term success.
Examples of Successful LGBTQ+ Programs
Programs from Top Companies
Several well-known companies have implemented programs that effectively support LGBTQ+ employees, boosting retention and satisfaction. Take EY's Unity program, for instance. This initiative, run through their business resource group, focuses on networking and mentorship, helping LGBTQ+ employees feel more secure and connected at work.
Similarly, Google has its "Gayglers" initiative. This program goes beyond internal support by advocating for policies, building a global LGBTQ+ community, and offering professional development opportunities. It’s a great example of how structured programs can drive meaningful change.
| Company | Initiative Name | Impact |
|---|---|---|
| EY | Unity Program | Improved sense of safety and belonging |
| Gayglers | Strengthened global LGBTQ+ advocacy and growth |
Addressing Intersectionality
Forward-thinking companies recognize that LGBTQ+ employees often face unique challenges when other aspects of their identity, like race or gender, come into play. These organizations focus on intersectionality by offering tailored mentorship, fostering collaboration across resource groups, and regularly gathering feedback to address specific needs.
"Creating an inclusive workplace for LGBTQ+ employees requires more than just having a written policy. It involves ongoing efforts, active engagement, and a commitment to fostering an environment where everyone feels valued and respected." - SHRM Toolkit, 2024 [3]
Leaders in this space prioritize regular check-ins and anonymous feedback channels to adapt their initiatives based on employee input [2]. This commitment ensures their programs remain relevant and effective, creating spaces where all LGBTQ+ employees can thrive.
These programs show how thoughtful planning and execution can reshape workplace culture, paving the way for broader industry-wide progress.
Conclusion and Looking Ahead
Key Findings from the 2025 Study
Recent research highlights a strong link between inclusion and employee retention. LGBTQ+ employees who observe senior leaders actively supporting inclusion initiatives are over twice as likely to report fair treatment at work [3]. This data reinforces how inclusive practices directly impact workplace success.
While the advantages of inclusion are clear, organizations must also tackle new challenges to maintain momentum.
Future Challenges and Opportunities
As workplaces change, supporting LGBTQ+ employees presents fresh hurdles. Remote work, for example, can weaken the sense of community that’s crucial for retention. Gen Z LGBTQ+ workers currently grade inclusion efforts at a C+ [1], pointing to the need for better remote support, stronger leadership visibility, and updated policies.
| Focus Area | Action Needed |
|---|---|
| Remote Inclusion | Develop virtual support systems |
| Leadership Advocacy | Increase executive involvement |
| Policy Updates | Modernize inclusion policies |
For LGBTQ+ job seekers, finding employers that genuinely value inclusion remains a key challenge. Scale.jobs aims to make this search easier.
How Scale.jobs Helps Jobseekers
Scale.jobs streamlines the job search for LGBTQ+ professionals by creating tailored applications. This allows candidates to focus on finding workplaces that align with their values and priorities.
Moving forward, organizations must stay committed to building inclusive environments where every employee can thrive. Companies that prioritize LGBTQ+ inclusion will stand out in attracting and keeping top talent as workplace dynamics continue to shift.
