Transcending Anti-LGBTQ+ Regulations: Our Research, What We Learned, and Why It Matters
Anti-LGBTQ+ legislation is on the rise. According to the Human Rights Campaign, which offers a snapshot of anti-LGBTQ+ state legislative activity, there have been more anti-LGBTQ+ bills introduced in state houses this year than in each of the previous five years — a record total of 520 so far, to be precise.
Of these bills, over 220 of them have specifically targeted transgender and non-binary people — and a record number of 74 anti-LGBTQ+ bills have been enacted so far in 2023.
As more local and state governments introduce discriminatory, anti-trans legislation, employers need a deeper understanding of how they might better support LGBTQ+ and gender-expansive employees in the workplace. To deepen our understanding, Empress partnered with Mossier — an organization that works with Queer leaders and allies to make workspaces work for everyone.
With our shared dedication to creating accessible workspaces centered on belonging, we set out to understand the realities of the workplace for gender-expansive employees.
Our Approach
To understand employer sentiments clearly and identify meaningful workplace actions among LGBTQ+ and gender-expansive employees, we spoke with more than 2,000 workers nationwide. Our sample includes 920 LGBTQ+ employees and 210 gender-expansive employees.
A few core questions fueled our work:
- Are employers taking visible, meaningful action to support LGBTQ+ and gender-expansive employees?
- Do LGBTQ+ and gender-expansive employees feel welcome and valued in their organizations?
- How are LGBTQ+ employees impacted by anti-LGBTQ+ rhetoric, laws, and culture?
- Which actions are most meaningful to LGBTQ+ and gender-expansive employees in the workplace?
- Do employers’ external commitments to LGBTQ+ inclusion match their internal commitment?
The Results
Mental Health Concerns in Response to Anti-LGBTQ+ Legislation
While 75% of the total respondents feel that their workplace is welcoming for LGBTQ+ employees, only 57% believe that their organization is responding meaningfully to recent anti-LGBTQ+ regulations and legislation.
As anti-LGTBQ+ legislation continues to increase and gain a stronger foothold in the political landscape of America, a lack of organizational response results in LGBTQ+ and gender-expansive employees reporting poor workplace performance or expressing interest in finding employment elsewhere.
Fifty-one percent of LGBTQ+ employees in unsupportive organizations are considering changing roles because their employer has not addressed issues facing their community, while 29% of LGBTQ+ workers say the rise in anti-LGBTQ+ legislation has impacted their ability to perform at work.
When companies neglect to respond in an intentional way to discriminatory policies in their region, they risk losing their LGBTQ+ and gender-expansive employees — as well as the opportunity to take a meaningful stance on policies that directly impact their team members.
Organizational Support
When it comes to building supportive workplaces for transgender and gender-expansive employees, some employers are more advanced than others.
In our study, we focused on the differences in employee experience and organizational efforts — among both supportive and unsupportive companies.
Organizational support for transgender and gender-expansive employees is a spectrum — from a reported 36% who are extremely supportive to 24% who are neutral or unsupportive. When an employer is deemed unsupportive of queer employees, it impacts both retention and job performance — many queer employees who are unsupported by their workplace are considering new roles and companies.
While some organizations express public support for the LGBTQ+ community, their employees tend to have different perspectives on how well their external support aligns with their internal support — such as employee resource groups, gender-neutral spaces, and employee training.
Building Workspaces Built on Belonging — For Everyone
Building a culture of support takes time, intentionality, and a willingness to learn and evolve. Our study aims to bring to light several priorities for LGBTQ+ and gender-expansive employees — providing new clarity for organizations dedicated to creating a work environment that empowers employees to feel safe, live vibrantly, and feel seen.
So how can employers take meaningful action to support LGBTQ+ and gender-expansive employees? Our survey uncovered three core action categories to keep in mind:
- Safety: Actions that empower LGBTQ+ members to feel comfortable working — without fear of physical, mental, or emotional harm.
- Flourishing: Actions that enable LGBTQ+, transgender, and gender-expansive people to live full, meaningful lives.
- Visibility: Actions that help LGBTQ+ workers feel seen and appreciated in their workplace.
Get Insights to Guide Your Workplace
We all have a role to play in creating a more equitable future of work. Our research highlights that while many employers understand the importance of building a supportive workplace for LGBTQ+ and gender-expansive employees, much more work must be done — particularly in the wake of traumatic anti-LGBTQ+ legislation.
Findings and recommendations from the full Transcending Anti-LGBTQ+ Regulations report offer new tactical opportunities for organizations and leaders to build on their equity and inclusion efforts. When companies learn to show up for LGBTQ+ and gender-expansive employees, it leads to several holistic organizational benefits: Better retention, more enthusiastic employees, and greater engagement at work.
Interested in learning more? Purchasing a subscription to Empress grants full access to The Transcending Anti-LGBTQ+ research findings, a webinar with the research team, and access to additional studies we’ll publish in 2023 and beyond.
Learn more about subscription-based research services from Empress, an insights studio from The Coven that studies topics related to the future of work.
