Changing DEI policies leave LGBTQ+ workers at higher risk

What you already know: The Trump Administration’s attacks on diversity, equity and inclusion have created a tricky landscape for businesses looking to use and promote these practices. Though many big companies have backed away from their previously held commitments to DEI, doing so may be harming operations. According to research from Coqual, LGBTQ+ discrimination greatly impacts employees’ choice of workplace, with employees in this demographic having a higher risk of turnover.

Why? Workplace discrimination impacted survey respondent’s mental health, productivity and sense of safety, according to Coequal. This is damaging not only for the employees themselves, but for organizations as a whole, said Linda Ohairwe, consultant and founder of HR by Linda. “If people are leaving –— they don't feel safe, they don't feel valued, they don't feel heard — that would be the biggest cost for organizations,” she said. There are strong business reasons for protecting a diverse workforce, as well. “Hiring is very, very costly, not only for time, but also resources,” said Ohairwe.

What it means: The current climate is likely to result in LGBTQ+ job seekers becoming more discerning with where they choose to work, said Ohairwe. Asking questions strategically could help these applicants get a better feel for a company’s true colors. “People can be scared to ask, because they don't know what the organization believes — or they need the job,” said Ohairwe. It’s also created a tricky landscape for LGBTQ+ folks that are already employed at organizations with murky DEI policies, said Dr. Katie Moore, licensed psychologist and clinical supervisor at TheraQ Inc. Many will need to assess their workplace, she said, and know what of themselves they can share. This is particularly true as more companies institute return to work policies. “Not having a safe place in the workplace is going to make people feel even less comfortable to come to work,” she said. “The reality is that there will be places out there that just aren’t safe.”

What happens now: If companies want to hang onto their employees, now is the time to make their stances clear, said Ohairwe. Clear communication from leadership on company missions and policies related to DEI or LGBTQ+ matters could help instill trust in employees. Backing those words up with action, such as investing in health insurance supporting gender affirming care or starting employee resource groups is even more vital, Ohairwe said. “A lot of companies and organizations want to seem like they're supportive,” she said, “but they can't really back it up with anything substantial.”