Nearly half of LGBTQ+ staff feel unsupported at work, study finds – what can HR do to help tackle this inequality?

Almost half (42 per cent) of LGBTQ+ employees feel unsupported by HR when facing LGBTQ+-related issues, a study has found. 

The Barriers to LGBTQ+ career progression in the UK report, which surveyed 1,017 LGBTQ+ individuals, identified systemic issues such as a lack of inclusive workplace policies, biased recruitment practices and experiences of discrimination.

One respondent voiced their dissatisfaction: “I feel that our HR does not take LGBTQ+ issues seriously, I have raised multiple issues over many years and felt each time that I’m being brushed off”. 

Dr Melissa Carr, director of equity, diversity and inclusion at Henley Business School, said the findings demonstrate the need for better training of how to handle specific problems.  

“It is important for HR to have well developed policies and procedures to support individuals but also that these policies are understood by management and followed,” she said. 

“We know that great HR policies do not always translate into a great lived experience for employees. This also suggests that HR could be better trained in how to manage and respond to issues better when they are presented.”

Career obstacles tied to LGBTQ+ identity

The study also revealed that 85 per cent of LGBTQ+ professionals encounter significant obstacles linked to their identity. 

A lack of representation was the top concerns, with 70 per cent citing an absence of LGBTQ+ role models in leadership – which the report described as a “persistent visibility gap at the top”. 

Adrien and Pierre Gaubert, co-founders of myGwork, said: “If LGBTQ+ professionals can't see themselves at the top, they won't stay long at the bottom. True equity means more than representation – it means managers and leaders need to work harder at creating workplace cultures where everyone – regardless of their background, age, sexuality, identity – can thrive, not just survive.”

Other challenges included 27 per cent of respondents experiencing discrimination or bias in promotions or assignments. 

Additionally, 21 per cent expressed safety concerns when travelling for work – particularly to countries with poor LGBTQ+ rights, while 15 per cent reported experiences of verbal or physical attacks in the workplace. 

Steven Taylor, co-chair for the Liverpool City Region Combined Authority LGBTQIA+ Panel, said with the current political climate both here in the UK and worldwide on LGBTQ+ issues, it’s “no surprise LGBTQ+ individuals feel they are continuing to face barriers and discrimination when it comes to workplace inclusion”. 

Taylor noted that LGBTQ+ individuals still face many challenges within the workplace when it comes to career progression and acceptance. “Implicit bias, prejudice, throwaway discriminatory comments sheltered by the word "banter" and lack of LGBTQ+ role models or advocates in senior leadership all present challenges and obstacles to LGBTQ+ professionals,” he explains. 

Psychological safety and representation

Carr said the research highlights that the workplace does not feel like a safe place for LGBTQ+ employees  to share aspects of their whole self. She noted that given this, the lack of “psychological safety,” is potentially one of the main reasons why there is a lack of representation. 

Carr advised that employers need to foster workplaces where people can feel safe to share aspects about themselves which they choose to, which can encourage greater representation at all levels of the organisation. 

Pressure to conceal identity influencing careers

The Pride in Leadership report also highlighted how LGBTQ+ identity shapes career choices. 

More than half (56 per cent) said their LGBTQ+ identity influenced their career choices, steering them away from certain industries where they feared exclusion. 

One in six (16 per cent) believed they had been denied job opportunities because of their identity. 

Recruitment and profession lack transparency

The study also highlighted concerns around fairness in hiring were also prominent. 93 per cent of respondents suspected bias in recruitment processes. 

Of those, 77 per cent were unsure, while the remaining 16 per cent of respondents believed they had missed out on job opportunities directly due to being LGBTQ+. 

The report said that this suggests a lack of “transparency and confidence in recruitment practices, where discrimination may exist. 

Urgent reforms needed to tackle workplace inequality

The report called for urgent reforms, including stronger legal protections against workplace discrimination, greater transparency in hiring practices, and more inclusive leadership. 

It also noted that companies must move beyond token gestures like flag waving and tackle the root causes of inequality – from platforming role models and investing in LGBTQ+ training, to stamping out homophobia and transphobia disguised as ‘banter’. 

Matt Haworth, co-founder of Pride in Leadership, said: “Now is not the time for organisations to step back from EDI initiatives. We need renewed commitment. Everyone deserves a fair chance to succeed – regardless of who they love or how they identify.”