Beyond the symbolic gestures that various organizations usually make on the occasion of the celebration of World LGBT+ Pride Day, a study carried out by Bukthe Human resource management technology platform in Mexico and Latin Americarevealed that significant challenges remain that reflect the obstacles faced by people in the LGBTQ+ community in their workplaces.
This is indicated by the study in which it was possible to learn that the 31 percent of LGBTQ+ people reported feeling depressed at work always or almost always in the last two years, a figure 13 percentage points higher than that of their heterosexual peers.
You may be interested in: Diversity is also seen in e-commerce
This disparity is also seen in stress levels and work engagement, with LGBTQ+ people often feeling stressed more often, and less engaged in their jobs, while 63 percent of people who They identify as heterosexual and declare themselves happy in their jobs.this drops to 50 percent for the LGBTQ+ group, a significant difference between the two groups.
The study conducted by Buk collected more than three thousand responses from working people in Mexico, Chile, Colombia and Peru. The results obtained were analyzed to more fully understand the experience of LGBTQ+ people. in their workplaces.
Referring to this study, Andrés Gómez, CEO of Buk Mexico She stated: “Studies conducted in Latin America have shown how creating diverse and inclusive workplaces contributes to the financial performance of organizations, talent engagement, and improved employee happiness levels (McKinsey, 2020). For this reason, as a society we have a great opportunity to stop and look at the numbers and understand to what extent we can build safe workplaces for everyone, including of course the LGBTQ+ community.”
There is a number of studies showing that work environments can improve the employee experience. Companies that support LGBTQ+ initiatives show lower levels of stress and anxiety. Along the same lines, according to survey data, People who report higher levels of satisfaction with their companies’ diversity and inclusion policies are also those who feel happier.
For example, 80 percent of people who say they are completely satisfied with their D&I policy (Index to measure the status and involvement of organizations with a respectful and inclusive work environment with the diversity of their company), report feeling happy always or almost always. In contrast, only 30 percent of people who are very dissatisfied with this policysay they feel happy frequently, which marks a significant difference between the two.
LGBTQ+ people feel less happy
Experts confirm that LGBTQ+ people often feel the need to hide their sexual orientation, moderate their attitudes, or hide personal information so as not to be exposed to discriminatory situations that may affect their professional development.
The results it provides Buk reflect this reality: 31 percent of LGBTQ+ people reported feeling depressed at work always or almost always in the past two years.
According to the study “X-ray of Women at Work 2024″ of BukOf the groups studied, LGBTQ+ people were those who reported experiencing microaggressions most frequently, followed by women and foreigners.
According to Buk’s study, “Benchmark: Indicators in People Management”, the scenario in Latin America is diverse. While in Chile, 45 percent of the companies surveyed for the study indicated having a diversity and inclusion policy.
How to improve this situation?
➡️ Subscribe to our Newsletter and receive the most relevant notes from the #SOY supplement
Analysts suggest offering mentoring. Various case studies have highlighted this as one of the most effective ways to contribute to the professional development of people. LGBTQ+ within companies, as well as contributing to their safety and well-being within the organization.
Another alternative is to raise awareness about microaggressions: organizations must help to ensure that this type of behavior does not occur, and generate confidence so that LGBTQ+ people feel comfortable reporting these types of acts. This involves educate about this type of behaviorand deliver a clear and unique message from all the organization’s leaders in this regard, as well as having reliable and anonymous reporting channels.