LGBTIQ+ (lesbian, gay, bisexual, transgender, intersex, queer and other terms that people identify with) inclusion is a relatively new component of diversity and inclusion. DCA's study, undertaken with RMIT University, involving conversations we had with over 1600 LGBTIQ+ workers about their experiences, revealed how important it is for Australian organisations to continue to build on that work.
This report presents evidence about what it means to be out at work, and what organisations can do to make everyone feel included. Sponsored by Deloitte and QBE and supported by Star Observer, this work is a valuable contribution to the evidence on how important genuine inclusion is for LGBTIQ+ people to stay safe, feel welcome and to contribute their best at work.
Why does being out at work matter?
Concealing compromises wellbeing
- Twice as likely to feel down as employees who are out to everyone at work.
- 45% less likely to be satisfied with their job.
Being Out at Work Drives Performance
- 50% more likely to innovate than workers who are not out to everyone.
- 35% more likely to work highly effectively in their team.
- 28% more likely to provide excellent customer/client service.
LGBTIQ+ Inclusive Cultures Drive Team Performance
Who's Out at Work?
- 14% of workers with more than one LGBTIQ+ attribute (e.g. they may be transgender and gay) were out to everyone at work.
- 28% of workers who are trans or gender diverse were out to no one at work – compared to only 4% of LGB workers.
- 16% of bisexual workers were out to everyone at work.
- 49% of LGB workers openly talk about their identity with colleagues vs 9% with clients/customers.
What enables being out at work?
It’s More Than Just Policies: Culture is What Counts
Genuine Bold Leadership is Critical for Culture
Want to Use Our Research?
Materials contained in this document are © Copyright of DCA Ltd, 2018. If you wish to use any content contained in this report, please contact DCA at [email protected], to seek consent.
Where you wish to refer to our research publicly, it must be correctly attributed to DCA.
- Formal attribution to DCA is required where references to DCA research material are in a written format.
- Citing DCA as a source will suffice where the reference is made in a verbal format.
The suggested citation for this report is:
Diversity Council Australia (Brown, C., O’Leary, J., Trau, R., Legg, A.) Out At Work: From Prejudice to Pride, Sydney, Diversity Council Australia, 2018.
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