Close this search box.

Gen Z unlikely to work for companies that withdraw support for the LGBTQ+

The research of over 2,000 students and recent graduates around the world reveals that eight out of 10 LGBTQ+ Gen Zers are reluctant to join companies that have recently withdrawn support for the LGBTQ+ community.

To mark Pride month, latest research* highlights the critical importance of active corporate allyship, especially when it comes to recruiting and retaining employees. The research of over 2,000 students and recent graduates around the world reveals that eight out of 10 LGBTQ+ Gen Zers are reluctant to join companies that have recently withdrawn support for the LGBTQ+ community.

Moreover, very few Gen Zers believe that organisations are taking enough proactive action to be LGBTQ+ inclusive, with figures significantly lower for LGBTQ+ graduates and students (5%) compared to non-LGBTQ+ students (14%).

This underscores the importance for employers to carefully consider the consequences of retracting LGBTQ+ support. Employers must work harder to offer consistent, unwavering support for LGBTQ+ inclusion if they are serious about attracting a diverse workforce.

myGwork’s latest research also showed that more than a third (36%) of student and graduates identify as LGBTQ+. It found that today’s young LGBTQ+ jobseekers desire to work in open and accepting working environments, with three-quarters expressing reluctance to join organisations where they couldn’t be their authentic selves, fearing being discriminated against, facing bias and being given limited opportunities for training or development required to progress.

Furthermore, the research highlights the importance of seeing visible LGBTQ+ role models in senior roles for this group. Without visible LGBTQ+ senior role models, many young LGBTQ+ professionals are unlikely to believe they will be able to get ahead at those companies. In fact, 8 out of 10 LGBTQ+ students and graduates believe that being LGBTQ+ will make it more challenging for them to reach senior leadership positions.

Additionally, an overwhelming 8 out of 10 LGBTQ+  Gen Zers said that seeing visible LGBTQ+ role models in senior positions would significantly influence their decision to accept a job offer made by a prospective employer. The data also showed that LGBTQ+ students/graduates of colour attach slightly higher importance to having visible LGBTQ+ role models and allies in leadership roles compared to their White peers.

The research reveals that discrimination based on sexual orientation or gender identity remains rife both in the workplace and universities/business schools. Almost half (48%) of all LGBTQ+ students/graduates have witnessed discrimination based on sexual orientation or gender identity at their place of study or work, compared to just 32% of non-LGBTQ+ students and graduates. Additionally, 36% of all responding LGBTQ+ students and graduates have personally experienced discrimination, such as homophobia, biphobia and transphobia, at their place of study or work.

Moreover, a higher number of LGBTQ+ students and graduates from marginalised ethnicity and racial groups said they witnessed more discrimination based on both their sexual orientation and gender identity (52%), compared to White LGBTQ+ students and graduates (42%). LGBTQ+ students and graduates of colour also personally experienced more discrimination.

The research goes beyond highlighting industries perceived to be more LGBTQ+ friendly by young job seekers. It provides insights into the criteria LGBTQ+ Gen Zers seek in inclusive employers and the essential benefits necessary to attract and retain them. In an era where inclusion and belonging are critical to progressive workplaces, this research serves as an indispensable guide for organisations aiming to create fair and inclusive workplaces.

HR leaders and managers can also access free advice and guidance on how to address these issues as well as how to foster greater inclusivity in the workplace at the fifth edition of WorkPride, organised by myGwork during Pride month (17-21 June 2024). The week-long event provides the opportunity for people managers and leaders to advance workplace diversity, equity, and inclusion (DE&I) initiatives through 60 panels and workshops delivered by over 250 experts, completely free of charge. As an added bonus myGwork is offering complimentary access to our allyship course providing practical and relevant training to help create inclusive environments for all to the first 500 sign-ups for WorkPride 2024.


*Research from myGwork



    Read more

    Latest News

    Read More

    Navigating Employment Law Changes: The Impact of the Flexible Working Act and Platform Workers Directive in 2024 – ARTICLE FROM ISSUE 236 – JUNE 2024

    14 June 2024


    Receive the latest HR news and strategic content

    Please note, as per the GDPR Legislation, we need to ensure you are ‘Opted In’ to receive updates from ‘theHRDIRECTOR’. We will NEVER sell, rent, share or give away your data to third parties. We only use it to send information about our products and updates within the HR space To see our Privacy Policy – click here

    Latest HR Jobs

    Director of Human Resources – Blackfriars, London About Hyatt Regency London Blackfriars Hyatt Regency London Blackfriars is located directly outside Blackfriars station, a few minutes

    You will lead the local HR team and deliver the agreed services for all BASF’s operating divisions and legal entities.From BASF – Thu, 13 Jun

    This is a permanent and full-time position which will ideally be based within a commutable distance from our Leeds Shared Service Centre.From Indeed – Mon,

    At Dalkia Energy Services (a Dalkia UK Division), we develop, deliver, and operate sustainable energy services and solutions to help the transition into an…From Indeed

    Read the latest digital issue of theHRDIRECTOR for FREE

    Read the latest digital issue of theHRDIRECTOR for FREE