DIVERSITY AND THE WORKPLACE: How to Attract LGBTQ+ Talent
The global power of Gen Z is growing as older professionals move towards retirement. By the end of 2025, Gen Z will make up 27% of the global workforce. And over ⅓ of this young, gifted talent pool identifies as LGBTQ+.
Bold new studies from the world’s authorities on economics and talent development make one thing clear: Gen Z wants diversity in the workplace. And if you don’t have it, they’ll work for someone that does.
An inclusive, progressive work culture attract the best young jobseekers to your company. So how do you enhance corporate diversity to attract the next generation of high-level talent?
And why does the quest for true LGBTQ+ inclusion in the workplace matter more than ever?
352 Million Young LGBTQ+ Professionals Are Coming to Work
Over 352 million Gen Z jobseekers worldwide currently identify as LGBTQ+. Is your business attracting them?
If you aren’t fostering a genuine, inclusive work community, you’re closing the door on 352 million qualified candidates.
That’s not just “DEI speak”. That’s pure, unaltered data.
McKinsey and Co. estimates the global workforce as 3.627 billion people. The World Economic Forum calculates that Gen Z comprises 27% of that global workforce — 979.2 million people.
And new reporting from Jackson Lewis (via mygwork) shows that 36% of current Gen Z students and workforce identify as LGBTQIA+ — lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual or another non-heterosexual or non-binary identity.
That’s 352.5 million brilliant young minds, ready to shape and lead the next generation of global innovation.
Strong LGBTQ+ Representation Drives Innovation Revenue
It’s a long-held belief that LGBTQ+ people are some of the world’s most creative, ingenious minds. Now, there are statistics that prove their creativity drives profit on a corporate scale.
A study by Harvard Business Review notes that organisations with higher LGBTQ+ diversity achieve 19% greater innovation-based revenues.
Process, business model, product and service innovation are the core of today’s most successful corporations. From Apple’s consumer electronics to Uber’s disruption of the taxi industry, NVIDIA’s AI advances to Figma’s collaborative design, innovation is driving dynamic business growth.
Deeply Diverse Teams Are More Profitable Teams
“Employees who feel a sense of belonging are more engaged, leading to greater productivity and a more harmonious workplace,” says Melbourne Business School (MBS).
MBS’ report discusses the current need for deep-level diversity in the workplace. This deep-level diversity is often less visible, transcending showy initiatives and checklists.
True deep-level diversity respects and nurtures differences in beliefs, attitudes, socioeconomic status, life experiences, and personal identity. A workplace culture rooted in diversity fosters divergent thinking, creative brainstorming and experiential solutions.
Gen Z Demands More LGBTQ+ Representation at Work
Gen Z’s call for inclusive hiring and workplace strategies for LGBTQ+ candidates isn’t just limited to young queer professionals.
“Diversity matters to Gen Z — not just race and gender, but also identity and sexual orientation,” says the World Economic Forum (WEF).
This isn’t just a want, or even a need — the WEF says it’s Gen Z’s “new standard”.
As more young professionals openly self-identify as queer people, the urgency for companies to create inclusive spaces grows.
“As an employer, how do we get the best trans people to work for us?” Authentic Leaders alumni Luke Clarkson asks. “How do we make everyone look at us positively for all the work that we do for gender non conforming, non binary people?”
Young LGBTQ+ Professionals Will Not Hide at Work
A powerful study from Jackson Lewis highlights the bold new generation of LGBTQ+ talent entering the workforce — and their unwillingness to conceal who they are.
“Being able to show up at work as authentically themselves is also a priority for this generation,” the authors state. This uncompromising affirmation of self-identity shows in Jackson Lewis’ research data:
83% of LGBTQ+ jobseekers consider a company’s LGBTQ+ policies and initiatives when deciding where to work
80% of LGBTQ+ students will avoid applying for a role at a company that has recently withdrawn its support for the queer community
75% of LGBTQ+ jobseekers expressed reservations about working for a company where they could not be out at work
49% of young LGBTQ+ talent said a company with visible LGBTQ+ role models and allies would influence their decision to accept a job offer
Only 5% of LGBTQ+ students believe employers are actively engaging in support for their queer employees
Here’s What Gen Z’s LGBTQ+ Jobseekers Want From You
Gen Z’s LGBTQ+ jobseekers want to be judged on merit and feel included in the workplace.
“Token gestures are visible from a mile away,” one young non-binary professional told Authentic Leaders. “I want to be judged on my value as an employee, and accepted for the person I am.”
And why shouldn’t this be true? A person’s unique life experience, self-identity and perspective are what creates their value as an employee or job candidate.
We challenge progressive organisations to make real, actionable steps towards real, deep-level diversity and inclusion in the workplace. These decision points will attract the brightest young stars in your candidate pool, and foster loyal, dynamic leaders that drive your company forward.
Here are 3 tangible steps you can take to attract quality Gen Z LGBTQ+ candidates to your brand, business or firm:
Transparent, public LGBTQ+ inclusion. Put your words on paper. Make them public. Stand behind what you say — not just for one administration, election cycle or Pride month. But for good. New talent will be more likely to apply for open positions, accept those positions, and stay and grow within your firm.
A record of earned LGBTQ+ promotion. No hand-outs necessary. Promote qualified queer talent at the same rate as all other employees. Provide opportunities and platforms commensurate with the level of LGBTQ+ representation in your ranks. When young LGBTQ+ talent sees representation in corporate leadership, they envision themselves as future leaders of your brand.
Acknowledge the added struggle of LGBTQ+ employees in ethnic minorities. 52% of queer students of racial and ethnic minorities are discriminated against for their sexual orientation — that’s 10% higher than LGBTQ+ students in racial majorities. Understand and display empathy for this disproportionate struggle, and you’ll attract an even broader diversity of talent.
Invest in Your Brand’s Future LGBTQ+ Leaders With Us
Authentic Leaders is looking for progressive organisations committed to developing an inclusive, affirming culture where queer professionals can achieve great things:
To lead with pride and be fiercely courageous
To demonstrate a deep desire for personal transformation
To commit to a cause far greater than themselves
Showcase a true desire to help today’s young LGBTQ+ professionals lead with pride, and you’ll be astonished at the quality candidates who flock to your door.
Are you ready to unleash the potential of the brilliant LGBTQ+ leaders in your organisation? Join us, and be amazed at what they can do for you, for their teams, and for themselves.
