There’s a celebrated narrative that claims that inclusion makes “so called” minority groups want to stay in an organisation.
What if I told you that inclusion makes LGBT employees want to leave
Get your pen and paper ready because we’re talking about research that suggests that “so called” inclusion at work makes LGBT employees want to leave
This is the first in a two part series on the contemporary work experience of queer employees.
In today’s show we discuss several things including:
- Why we must be careful when measuring Inclusion
- Importance of Invisible stigmatised groups
- Surprising relationship between Inclusion and LGBT employees and much more
LGBT employees are less likely to leave if their organisations are fair, cooperative and empowering
“LGBT employees who said their workplace was inclusive, specifically fair, cooperative and empowering were less likely to leave.. they were less likely to express turnover intentions. You might have expected that. “
LGBT employees are more likely to leave if their supervisor is open and supportive
“LGBT employees who said their workplace was inclusive, specifically open and supportive were more likely to leave.. more likely to express turnover intentions. So how do we explain that? “
Pay close attention to what people mean when they say Inclusion
“The IQ: , Inclusion Quotient is made of 20 items, Fairness, Openness, Cooperative, Supportive, Empowering. All have at least 2 items, 2 questions, some have more”