Why LGBTQ+ Representation In Leadership Matters

The idea of individuality is stronger than ever and the call for inclusivity in leadership roles has never been more pressing. The thought of boardrooms buzzing with the vibrant exchange of perspectives from a truly diverse leadership team is the thought of an ideal working environment. But today, we’re far from it. Just 25 of the 5,670 (0.4 per cent) board seats in the Fortune 500 companies are held by openly LGBTQ+ directors.

LGBTQ+ representation in leadership positions today highlights the dire need for a paradigm shift; one that has the potential to mold and overhaul not just the workplace but an even broader societal landscape. 

The Power of Representation

It’s been reported that 22 per cent of LGBTQ+ workers state that they aren’t promoted at the same rate as their heterosexual colleagues.

In 2024, with increased awareness and advocacy, that figure isn’t acceptable. It highlights similar challenges faced by women and people of color, and if those people are part of the LGBTQ+ community, the barriers are even more significant. The benefits of representation are huge. They bring inspiring perspectives to the table, often rooted in experiences of overcoming adversity and navigating environments that may not have always been inclusive. These experiences foster resilience, adaptation and a depth of empathy that benefits the entire team.

Their presence helps combat outdated stereotypes, proving that exceptional leadership can emerge from any background and identity. In this kind of environment, employees are far more likely to feel empowered and contribute their full potential.

Fostering Inclusivity & Respect

Pride Month is widely seen as an opportunity for companies to display their allyship. This is often done in outward facing ways such a decorating office, branding merchandise with rainbow-colored flags, and participating in Pride parades. Although external expressions are important, Pride Month should be centered around creating an environment of mutual respect, regardless of orientation, for the well-being and productivity of all employees. This goes much deeper than surface-level gestures.

Today, at least 45.5 per cent of individuals have experienced unfair treatment at work, including being fired, not hired, or even harassed due to their sexual orientation or gender identity at some point in their lives. Around 67.5 per cent of LGBT+ employees have heard negative slurs or jokes within the work environment. 

With LGBTQ+ leaders at the helm, they can strongly advocate for policies and practices that emphasise mutual respect among all employees. This includes everything from comprehensive anti-discrimination policies to flexible working arrangements.

Mentorship

Representation matters, especially for young LGBTQ+ individuals who aspire to grow their careers. According to a 2021 McKinsey report, LGBTQ+ employees often struggle to find role models who share their identity, and only around 50 per cent of the respondents said they saw people like themselves in management positions at their organisations. Having LGBTQ+ mentors can provide invaluable guidance, support, and advocacy for individuals navigating their careers, but it does more than that – it inspires them to pursue their ambitions without the fear of being discriminated against – extremely helpful to those who are just starting their careers or looking to advance within the organisation.

Mentors help create a safe space where they share their experiences, offer advice on overcoming challenges, and help mentees build networks within and outside the organisation. Mentorship programmes that include LGBTQ+ leaders and allies not only support individual growth but also strengthen the overall inclusivity of the organisation. It can help boost confidence within the workforce and create a strong sense of belonging, especially among LGBTQ+ employees.

Best practices to attract LGBTQ+ talent

When applying for jobs, nearly 23.7 per cent of LGBTQ+ individuals have experienced discrimination based on sexual orientation or gender identity, highlighting the need for organisations to implement inclusive recruitment and onboarding practices. This begins with creating job postings and recruitment materials that emphasise the organisation’s commitment to diversity and inclusion. Ensuring that the hiring process minimises the risk of bias and that interviewers are trained in inclusive practices is also crucial. 

Once hired, a welcoming and supportive onboarding process is equally critical – This includes introducing new hires to LGBTQ+ employee resource groups, providing information on inclusive policies and benefits, and mentorship programmes – eventually fostering a culture where everyone feels comfortable being themselves from day one. Nurture a culture of respect through ongoing diversity training, clear anti-discrimination policies and celebrations beyond Pride Month.

The end game is for organisations to build workplaces that recognise talent for talent, ingenuity for ingenuity, and not obscure the outcome with their biases and inclusivity. It’s about building workplaces emphasizing brilliance, regardless of who an individual loves or identifies. Only by building this ‘rainbow bridge’ companies can unlock the full potential of a diverse workforce – one that is more adaptable and agile, but also more empathetic and leverages differences to fuel innovation for long-term success.

The author is Christin Spigai, Chief Human Resources Officer (CHRO), Synechron.