Why Inclusion Makes LGBT Employees Want To Leave

There’s a celebrated narrative that claims that inclusion makes “so called” minority groups want to stay in an organisation.

Find out why I think inclusion makes LGBT employees want to leave

Here are some key topics covered from this episode:

  • Why we must be careful when measuring Inclusion
  • Importance of Invisible stigmatised groups
  • Surprising relationship between Inclusion and LGBT employees and much more

Play the episode for more

Here are some key takeaways from this episode: 

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”

Here are some resources so you can go deeper: 

Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

Equality Act 2010

Civil Rights Act 1964

Check out these related episodes of the show.

The Proxy Problem of Diversity, Equity and Inclusion

Why Relying On Credibility Indicators is an Inclusion Mistake

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences