On the occasion of International Coming Out Day on October 9, 2020, the Boston Consulting Group unveiled the 5th edition of its barometer on the perceptions and expectations of LGBT + people in the professional world. Produced with the support of Stubborn, the leading media for the LGBTQ + community in France, it reveals a significant regression. If we do not yet have the figures for 2021, it is clear that this situation is very worrying. We are talking about it today.
Lying about your sexual orientation to preserve yourself
This is the first time since the survey was created in 2014 that we have observed a decline in the inclusion of LGBT people in business. Only 43% of them assume their sexual orientation. That is a drop of 11 points compared to 2018. Similarly, 38% believe that their sexual orientation is a disadvantage at work. Against 30% in 2018 and 2017.
We also note a strong apprehension among the youngest, and non-gays, that is, lesbians, bi and trans. With a clear perception gap when asking non-LGBTQ + people about well-being at work. This malaise is even more present in a professional world shaken by Covid 19. A health, economic and social crisis.
In fact, almost half of LGBT people are willing to lie about their sexual orientation and / or gender identity in an informal discussion with their supervisor. This decline can be explained in part by the 74% increase in the number of non-gay respondents who are less inclined to come out. Only 37% of lesbians and 21% of bisexuals assume their sexual orientation at work. The gays, them, are half to assume it. On the side of shemales, more than half see their gender identity as a disadvantage in the world of work.
Inclusion of LGBT people in business: young people on the front line?
At the same time, we see a strong apprehension of students and young people to discuss their sexual orientation and gender identity in business. 47% of students perceive it as a disadvantage, ie 10 points more than employees. This is also the case for 40% of 18-34 year olds. Against 29% of 45-54 year olds and 20% of 55-64 year olds.
When it comes to inclusion and diversity, companies with fewer than 1,000 employees are lagging behind more than large groups. In these structures, only 1 in 4 LGBTQ + people think their business has made progress on this issue in recent years. 22% of LGBT people say they “cannot be themselves” in their company. This is double the number of non-LGBT respondents. They are also twice as likely to think that their manager does not create a safe environment for them.
This malaise and the degradation of the integration of LGBTQ + in business echo the news. The obligation to telework necessarily limits the opportunities for socialization and integration. As a result, remote working has dehumanized part of professional relations, prompting LGBT people to withdraw into themselves and to distinguish even more private and professional spheres.
Declarations of intent are no longer enough
Add to this the emergence of divisive social issues in the public debate, which pushes LGBT people to be discreet, for fear of amalgamation. Two feelings dominate and explain why LGBT people do not assume their sexual orientation: 43% believe it could harm their career and 31% perceive their company as not very supportive of the LGBTQ + movement.
Only 22% of LGBTQ + people believe that their leaders actively communicate about diversity and inclusion. In fact, they are becoming more demanding of companies, whose declarations of intent alone are no longer sufficient. 69% of those who do not accept their sexual orientation at work expect concrete actions from their managers before revealing themselves.
Albin Serviant, president of Têtu, adds:
“Times are changing. The declarations of intent formulated through charters, often very practical, are only valid if they are materialized by concrete and measurable commitments by the employees. And this, independently. is the whole foundation of the TÊTU Connect initiative, which brings together more than 25 large companies around best practices to be shared with as many people as possible. “
It’s time for things to change! Let’s act together and make our managers aware of this lack of inclusion.
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