10 Resources Making the LGBTQ Business Case

In August I facilitated a discussion helping business executives communicate the LGBTQ business case to their leadership teams. During the conversation, we clarified why the future of work relies on cultivating inclusive workplaces where all stakeholders know that they belong. Many participants expressed their dilemma of wanting to make the LGBTQ business case to their colleagues, but feared they would be perceived as pushing a personal agenda when making the case.  

To address this fear, I shared a several communications strategies designed to cultivate allies within the workplace, and address those stakeholders most resistant to shifting the existing culture. These strategies were informed by some of the most compelling research available. All participants received a document featuring this research as a gift for their commitment to this work. The research confirms that when a workplace welcomes LGBTQ stakeholders, they gain a competitive edge in building more innovative, productive, and profitable businesses.

Included below is an expanded listing of what was originally included in this document:

  1. LGBT Diversity: Show Me the Business Case. This pioneering report measures the financial impacts LGBTQ diversity policies make in the workplace with respect to employee productivity, product development, and the bottom line. You can access this report by clicking here.                                                                                                              
  2. Open for Business: The Economic and Business Case for Global LGBT Inclusion. This report presents a comprehensive evidence base for global LGBTQ inclusion. Specifically, successful businesses thrive in diverse, inclusive societies and the spread of anti-LGBTQ policies runs counter to the interests of business and economic development. You can access this report by clicking here.                                                                                                            
  3. The Cost of the Closet and the Rewards of Inclusion. The Human Rights Campaign Foundation’s study finds that despite a changing social and legal landscape for LGBTQ people, still over half (53%) of LGBTQ employees hide their sexual orientation or gender identities at work. You can access this report by clicking here.                                                                                                           
  4. The Business Impact of LGBT-Supportive Workplace Policies. The Williams Institute Study reviews 36 research studies that include findings related to the impact of LGBT-supportive policies or workplace climates on business outcomes. You can access this report by clicking here.                                                                                                               
  5. Credit Suisse ESG Research. This report offers additional research on the financial impact of LGBTQ inclusion as it relates to corporate performance. The report reveals that LGBTQ inclusive businesses outperformed their competitors on a consistent basis for several profit based metrics. You can access this report by clicking here.                                                                                                           
  6. LGBT Diversity: Why Business is Far from a Level Playing Field.  A list of the top 100 LGBTQ business executives demonstrate impressive progress towards creating cultures of belonging for LGBTQ employees. Yet, workplaces have a considerable distance to cover before boardroom policies become everyday practice. You can access this report by clicking here.                                                                                                                        
  7. Are LGBTQ People in Your Diversity Plan? Diversity and inclusion seems to be a universal value for global corporations, yet many have a long way to go before D&I initiatives are truly inclusive of LGBTQ stakeholders. Excluding LGBTQ people from broader D&I initiatives may unintentionally signal to LGBTQ workers that they are not valued in the workplace. You can access this think piece by clicking here.                                                                                                           
  8. Is It Time to Adopt a Targeted Recruiting Effort Focused on LGBTQ Candidates? While the world continues to grow more tolerant of LGBTQ people, much more work needs to be accomplished to truly include LGBTQ people into the fabric of our workplaces. This think piece encourages employers to start developing a culture of LGBTQ inclusion by redesigning employee recruitment strategies. You can access this article by clicking here.                                                                                                                                           
  9. U.S. State Map of LGBTQ Employment Non-Discrimination Laws. The Movement Advancement Project developed a state map of the United States featuring those states that offer employment non-discrimination laws protecting LGBTQ people from being fired simply because of who they love, or who they are. You can view this map by clicking here.                                                                                                                             
  10. Millennials Overwhelmingly Support Comprehensive LGBTQ Non-Discrimination Protections. The Center for American Progress researched the opinions of millennials on LGBTQ inclusive non-discrimination protections, and found that 65% support such projections. What matters to millennials, matters to the future of work. You can review this research by clicking here.  

If you are seeking mentorship to take your organization to the next level, consider enrolling in the October LGBTQ A-Z Certification Program, and receive the support you need to transform your workplace into one where LGBTQ stakeholders know that they belong. Use the enrollment code AUTUMN and receive an exclusive registration discount. Click here to enroll today.

 

Rhodes Perry

Rhodes Perry is a nationally recognized expert on LGBTQ and social justice public policy matters, with two decades of leadership experience innovating strategy management, policy and program solutions for corporations, government agencies, and non-profit organizations. At his core, Rhodes is an entrepreneur, where he most recently established Rhodes Perry Consulting, LLC, a national diversity and inclusion consulting firm that uses an intersectional approach to collaborate with leaders on creating solutions in the practice areas of strategy management, issue advocacy, and stakeholder engagement. Previously, Rhodes founded the Office of LGBTQ Policy & Practice at the New York City Administration for Children’s Services, and prior to this assignment he served as the founding Director of Policy at PFLAG National where he led the policy strategy and advocacy efforts for the organization’s 350 chapters. He cut his teeth serving as a Program Examiner at the White House Office of Management & Budget, where he improved upon federal benefit programs designed to provide assistance to low-income communities. Rhodes earned a Bachelor of Arts in Economics and Gender Studies from the University of Notre Dame, and obtained a Master of Public Administration from New York University.