More behavioral enablers
More systemic enablers
Even split between behavioral and
systemic enablers
LGBTQ Men
LGBTQ Women
LGBTQ Men
LGBTQ Women
GENDER AND GEOGRAPHY
Our survey data shows that the most effective enablers of inclusion, both behavioral and systemic, for LGBTQ employees are distinct across gender identities and geographic location. While not reflecting the full variety and complexity of the LGBTQ community, these cuts of the data underscore the importance, for all LGBTQ employees, of enablers related to growth mindsets among leaders, professional development and coaching, and opportunities to grow.
Most effective enablers | US, CANADA, AUSTRALIA | men
Behavioral enablers
Most effective enablers | US, CANADA, AUSTRALIA | women
Most effective enablers | UK, FRANCE, GERMANY, ITALY | men
• Performance measurement reviews
• Coaching and PD conversations
• Talent development programs
Systemic enablers
• Open and honest communication
• Actively solicit everyone’s opinion
• Language that helps team engage
• Growth op and transp. feedback
• Visibility into context for work
• Helping others navigate the org
• Trust and autonomy in my work
• Embrace different working styles
• Honor personal boundaries
• L: Coaching
• L: Leadership
• L: Growth
• L: Openness
• L: Diversity of thought
• L: “One team” mentality
• P: Growth
• P: Coaching
Behavioral enablers
UK, FRANCE, GERMANY, ITALY
US, CANADA, AUSTRALIA
Click + to view enablers
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
L: Leadership mindsets
P: Peer mindsets
PD: Professional development
LT: Leadership team
• DEI mission and goals
• Coaching and PD conversations
• Talent development programs
• Recognition from leadership
• DEI programming and education
• Upward feedback
• Team content meetings
• Performance measurement reviews
• Company values
Systemic enablers
• P: Role modeling
• Open and honest communication
• Growth op and transp. feedback
• Self-awareness and ownership
• LT treats all employees equally
• Embrace different working styles
• L: Coaching
• L: Integrity
• L: Openness
• P: “One team” mentality
• P: Coaching
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
• Well-being programs
• Work facilities
• Promotion opportunities
• Recruiting process
• Org “op principles” for behavior
Systemic enablers
• Recognition from leadership
• Right people “brought to the table”
• Company strategy
• L: Coaching
• L: Sustainability
• Show empathy of others
• Open and honest communication
• LT treats all employees equally
• Vulnerabilities without judgement
• Address “bad behaviors”
• Visibility into context for work
• Growth op and transp. feedback
• DEI programming and education
• Helping others navigate the org
• DEI programming and education
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
Men
Women
• Performance measurement reviews
• Coaching and PD conversations
• Talent development programs
Systemic enablers
• L: Leadership
• L: Growth
• L: Openness
• L: Diversity of thought
• L: “One team” mentality
• P: Growth
• P: Coaching
• Open and honest communication
• Actively solicit everyone’s opinion
• Language that helps team engage
• Growth op and transp. feedback
• Visibility into context for work
• Helping others navigate the org
• Trust and autonomy in my work
• Embrace different working styles
• Honor personal boundaries
• L: Coaching
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
Men
Women
• Language that helps team engage
• Self-awareness and ownership
• Encourage different PoVs
• Visibly authentic to others
• Helping others navigate the org
• P: Openness
• L: Growth
• Growth op and transp. feedback
• LT treats all employees equally
• Show empathy of others
• Embrace different working styles
• Right people “brought to the table”
• Actively solicit everyone’s opinion
• Address “bad behaviors”
• Honor personal boundaries
• Visibility into context for work
• Open and honest communication
Behavioral enablers
L: Growth mindset among Leadership
P: Growth mindset among Peers
PD: Professional development
LT: Leadership team
Men
Women
Men
Women
Our survey data shows that the most effective enablers of inclusion, both behavioral and systemic, for LGBTQ employees are distinct across gender identities and geographic location. While not reflecting the full variety and complexity of the LGBTQ community, these cuts of the data underscore the importance, for all LGBTQ employees, of enablers related to growth mindsets among leaders, professional development and coaching, and opportunities to grow.
GEOGRAPHY SPLIT
UK, FRANCE, GERMANY, ITALY
US, CANADA, AUSTRALIA
Most effective enablers | UK, FRANCE, GERMANY, ITALY | women
• DEI mission and goals
• Company values
• Well-being programs
Systemic enablers
• Growth op and transp. feedback
• LT treats all employees equally
• Show empathy of others
• Embrace different working styles
• Right people “brought to the table”
• Actively solicit everyone’s opinion
• Address “bad behaviors”
• Honor personal boundaries
• Visibility into context for work
• Open and honest communication
• Language that helps team engage
• Self-awareness and ownership
• Encourage different PoVs
• Visibly authentic to others
• Helping others navigate the org
• P: Openness
• L: Growth
Behavioral enablers
• DEI mission and goals
• Coaching and PD conversations
• Talent development programs
• Recognition from leadership
• DEI programming and education
• Upward feedback
• Team content meetings
• Performance measurement reviews
• Company values
• Open and honest communication
• Growth op and transp. feedback
• Self-awareness and ownership
• LT treats all employees equally
• Embrace different working styles
• L: Coaching
• L: Integrity
• L: Openness
• P: “One team” mentality
• P: Coaching
• P: Role modeling
Systemic enablers
• Well-being programs
• Work facilities
• Promotion opportunities
• Recruiting process
• Org “op principles” for behavior
Systemic enablers
• Show empathy of others
• Open and honest communication
• LT treats all employees equally
• Vulnerabilities without judgement
• Address “bad behaviors”
• Visibility into context for work
• Growth op and transp. feedback
• DEI programming and education
• Helping others navigate the org
• DEI programming and education
• Recognition from leadership
• Right people “brought to the table”
• Company strategy
• L: Coaching
• L: Sustainability
Behavioral enablers
• DEI mission and goals
• Company values
• Well-being programs
Systemic enablers