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.

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”

SHOWNOTES  

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

The Proxy Problem of Diversity, Equity and Inclusion

Why Relying On Credibility Indicators is an Inclusion Mistake

Equality Act 2010

Civil Rights Act 1964

The Elements of Inclusion #4