Coming out is not a one-time declaration; it’s a recurring decision that LGBTQIA+ individuals face repeatedly throughout their professional lives. Each new interaction, whether with a new colleague, a new boss, or during inter-departmental collaborations, poses the question of whether to reveal their true selves.
This ongoing decision-making process is critical because trust and connection are foundational to building innovative and high-performing teams. Yet, even in New Zealand’s top workplaces, LGBTQIA+ employees often find themselves at a disadvantage in key areas such as well-being and psychological support.
The New Zealand Context
In New Zealand, the challenges faced by LGBTQIA+ employees in the workplace are profound. According to DiversityWorks New Zealand survey shows, LGBTQ+ inclusivity remains a key priority for organisations, with 51.4% of respondents in DEI-focused roles recognising its importance in fostering diversity. This focus aligns with a broader commitment to creating inclusive and supportive workplace cultures, prioritised by over half of DEI respondents in New Zealand workplaces.
However, Great Place To Work found that the biggest discrepancy between LGBTQIA+ and straight employees’ experiences at work is their psychological safety. Even at great workplaces, LGBTQIA+ employees are 7% less likely to have a psychologically and emotionally healthy work environment compared with their straight coworkers.
Challenges Faced by LGBTQIA+ Employees
For LGBTQIA+ employees, particularly those who are also part of the Asian and Pacific Islander (API) communities, the disparities are even more striking. Great Place To Work’s research highlights that API LGBTQIA+ individuals are significantly more likely to experience depression and anxiety due to the dual impact of racial and sexual orientation discrimination.
These experiences are not isolated. Workplace culture across various sectors often mirrors broader societal attitudes, which can either hinder or promote LGBTQIA+ inclusion. Despite advancements in corporate diversity and inclusion strategies, many New Zealand companies still struggle to create an environment that supports the unique needs of their LGBTQIA+ employees effectively.
Company efforts to address these gaps must overcome a specific set of pressures. When analysing employee comments about diversity, equity, inclusion and belonging (DEIB) initiatives, we’ve observed unique pushback on various DEIB programs.
- Programs focused on race and ethnicity receive pushback challenging the perceived merit of underrepresented minorities.
- People who object to LGBTQIA+ programs urge their companies to avoid the very mention of LGBTQIA+ initiatives and attack the visibility of LGBTQIA+
The percentage of people identifying as LGBTQIA+ has roughly doubled in each generation from traditionalists (born before 1946) to Gen Z. Today, 11% of millennials are LGBTQIA+, and 21% of Gen Z identifies as LGBTQ+. Companies must do better to support one out of five employees in this talent pool.
Addressing the Gaps
Companies need to adopt a multifaceted approach to address these discrepancies:
1. Redefine Workplace Fun and Inclusion: Instead of superficial perks, organisations should focus on what genuinely makes their LGBTQIA+ employees feel valued and included. This could mean flexible working arrangements to attend significant cultural or support events or implementing policies that genuinely respect diverse family structures.
2. Enhance Visibility and Representation: Celebrating LGBTQIA+ specific events such as Mardi Gras and Wear it Purple Day with genuine participation from senior leadership can significantly impact LGBTQIA+ employees’ sense of belonging and acceptance.
3. Improve Psychological Safety: New Zealand companies can learn from best practices globally by implementing targeted mental health support and ensuring that all managerial and HR staff are trained in LGBTQIA+ specific issues, including unconscious bias training.
4. Support through Policy: Policies should be audited to ensure they inclusively address the needs of LGBTQIA+ employees, such as recognising diverse relationship structures in leave and benefits policies and offering support for gender transition processes where applicable.
5. Community and Peer Support: Encouraging the formation of Employee Resource Groups (ERGs) for LGBTQIA+ employees provides a platform for support and advocacy within the company. New Zealand corporations can use models like Flight Centre’s LGBTQIA+ ERG or Allianz’s Pride ERG as benchmarks.
6. Data and Continuous Improvement: Regularly collecting and analysing data on employee experience can help identify gaps in the existing support systems for LGBTQIA+ employees. Surveys should be designed to capture detailed feedback on inclusivity and the effectiveness of implemented policies.
Invest in this work, knowing you might not know everyone who will benefit.
Don’t assume you know how many or which people in your organisation would be supported by an ERG or feel included through your DEIB efforts. Nearly 60% of LGBTQIA+ people are bisexual, and 10% are transgender.
More than one out of four LGBTQIA+ employees are not out at work. You may not know who is impacted by your efforts but every little action goes towards making someone feel more included and safe in your workplace.
Impact and Outcomes
Organisations that have embraced comprehensive strategies to support LGBTQIA+ employees often report better overall employee satisfaction, higher retention rates, and improved recruitment outcomes. By fostering an inclusive environment, companies not only adhere to ethical standards but also gain a competitive advantage by attracting diverse talent.
The Way Forward
New Zealand companies must continuously evolve their strategies to support LGBTQIA+ employees by listening to their experiences and adapting policies accordingly. Leadership must commit to these initiatives not just in words but in consistent actions that align public statements with internal policies.
As New Zealand moves forward, integrating LGBTQIA+ supportive practices in the workplace will not only enhance the work environment for LGBTQIA+ employees but also enrich the corporate culture, leading to broader benefits for all employees. The journey towards full inclusivity is ongoing, but significant progress can be achieved with committed action.
Measure equity and inclusion in your workplace.
For more information or help on your DEIB journey, contact us about measuring and improving belonging in your workplace with our employee experience survey and analysis tool.
