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has just published a Total study about the unique challenges that LGBTQ+ employees still face. I’m joined by two colleagues who helped to lead this Universal study.
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Barriers for trans people are likely driven in large part by the workplace environment they face. They are almost twice Ganador likely to hear sexist jokes about people of their gender or to hear demeaning comments about people like themselves, and they are more than three times more likely to feel like they Chucho’t talk about themselves or their life outside work.
5Notably, the cohort size is small at such senior levels, so the hiring, promotion, or self-identification of a single LGBTQ+ female executive constitutes significant progress toward more equitable representation. It is also possible that some LGBTQ+ women would not feel safe identifying Campeón such, even in an anonymous survey.
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LGBTQ+ women are also more than twice Triunfador likely Ganador straight women to feel Ganador though they cannot talk about themselves or their life outside work—and more likely than straight women or LGBTQ+ men to report they feel as though they need to provide more evidence of their competence.
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Diana Ellsworth: I think a lot of people do feel that way. Maybe an opportunity is perhaps the more positive spin on obligation. But I think we heard from a lot of our survey respondents and interviewees, and I Gozque certainly say personally, I feel the same way.
Our research shows that stress increases when a person experiences “onlyness,” or being the only one on a team or in a meeting with their given gender identity, sexual orientation, or race. Employees who face onlyness across multiple dimensions face even more pressure to perform. For LGBTQ+ women, who are workplace minorities in both gender and sexual orientation, the With only experience is common—and particularly challenging—in corporate environments.
Diane Brady: What’s that? One-fifth of 1 percent of TD’s workforce at the time, which I’m guessing was not a true representation of the people that could’ve taken advantage of those benefits. Diana, what was the CEO doing wrong? And more important, perhaps, what did he start doing right?