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Business Case 2018-08-09T14:25:26+00:00

Access to the best talents

Flemish research by Ghent University shows that sexual orientation plays a part in job choice for almost 30% of all respondents. It also influences the choice of company for 28% of respondents, and the choice of employment sector for nearly 34%.

It’s not just LGBT people who are attracted by a future employer’s policies, allies take it into account as well. A large-scale international study by The Center for Talent Innovation revealed that 72% of respondents who identify as an LGBT ally are more likely to accept a job at a company that supports equal opportunities for their LGBT employees.

If your company clearly encourages an inclusive culture and welcomes diversity, it will more easily attract talent.

Happy employees

Not all LGBT+ employees are out at work. Employees are less likely to come out when they are starting a job or when they hold a more senior position. Some are only out to some colleagues. Research by the European Fundamental Rights Agency indicates that only 16% of trans people are open about their gender identity to everyone in the workplace.

While coming out should be everyone’s personal choice, being open about their sexual orientation or gender identity makes LGBT+ employees feel less anxious, improves their self-image and makes them feel more satisfied with work and life in general. What’s more, most LGBT+ employees indicate that their situation improved after they came out and that their co-workers’ reactions were largely positive.

In a workplace with an inclusive culture, employees know that the organization they work for allows them to be open about their sexual orientation and gender identity. A review of 36 studies in The Business Impact of LGBT-Supportive Workplace Policies, for instance, has shown a strong correlation between a workplace with an open climate for LGBT+ people and better (mental) health, higher job satisfaction and stronger involvement.

Our tools improve diversity in general, but focus specifically on gender diversity and sexual diversity. By tackling existing gender mechanisms that lead to (unconscious) bias and prejudices, we don’t just create an open and better workplace atmosphere for LGBT+ employees, but for all employees.

A positive outcome for the company

Employees often conform to stereotypical gender expectations. This leads to an artificial staff homogeneity. That is why breaking gender stereotypes can create room for all employees to develop their talents and competencies instead of suppressing them. This makes a company more innovative and competitive.

Open For Business, an initiative for LGBT inclusiveness led by large multinationals, has demonstrated a strong correlation between promoting LGBT inclusion and improved performance by economies, companies and individual employees. This correlation holds for many indicators, such as innovation, health, motivation, cooperation and brand image.

Research by McKinsey also shows that the financial results of companies that focus on diversity are above the average for their sector. The study concludes that:

Diversity is probably a competitive differentiator that shifts market share towards more diverse companies over time.

A good image

A company that shows it values diversity and is explicitly LGBT+ friendly, has a much better brand image. Both customers and potential employees value a company that is committed to the well-being of all its employees. Working towards an inclusive organization and open communication about inclusion policies can also help companies build a more loyal customer base.

The companies and organizations that signed the inclusion charter of KliQ and Vlerick Business School