The Great Resignation and the LGBTQ+ Workforce

You may have heard about the Great Resignation: Employees across the country are taking advantage of a tight labor market and record low unemployment to leave their jobs in search of better ones. This trend is visible across the workforce, including among LGBTQ+ workers.

So, what does the Great Resignation mean for LGBTQ+ employees? How can organizations create more inclusive workspaces for their LGBTQ+ workers? And how can LGBTQ+ folks who are looking to change jobs find an employer that’s right for them? We explore these questions below.

While everyone taking part in the Great Resignation has their own reasons, a few overarching themes stand out. According to the Pew Research Center, the top three reasons workers cited for quitting a job in 2021 were low pay (63% of those surveyed), limited or no opportunities for advancement (63%), and feeling disrespected at the office (57%).

For LGBTQ+ employees, all of these reasons are relevant. Chris Rollins, a leadership and executive coach who works with both LGBTQ+ and non-LGBTQ+ clients who have been quitting their jobs in the Great Resignation, says “people are waking up to the fact that this is their one and only life, and they want to make it an experience worth living. Their life is now the thing they’re designing their job around. Not the other way around.”

Corporate America has noticed and is determined to keep pace. In fact, corporate diversity, equity, and inclusion (DEI) departments have been more aware than ever of the need to ensure their workplaces are welcoming environments for LGBTQ+ employees. Many more DEI initiatives have been created at organizations in the U.S. in light of the Great Resignation.

According to Gallup, about 7% of Americans identified as LGBTQ+ as of 2022, making up a sizable portion of the workforce. However, this number may not accurately reflect the true number of LGBTQ+ people in the U.S.

According to the LGBTQ+ advocacy organization the Human Rights Campaign (HRC), 46% of LGBTQ+ workers were closeted at work in 2018, down only slightly from 50% in 2008. Fifty-six percent of LGBTQ+ employees reported hearing derogatory jokes or remarks about LGBTQ+ people at their workplaces.

Feeling uncomfortable being open about your identity in the workplace is never a good thing, and it can negatively affect your relationship with your job and your mental health. Uncomfortable work environments can contribute to feelings of isolation and persecution.

In 2020, consulting firm McKinsey found that the LGBTQ+ community is drastically underrepresented in management roles. LGBTQ+ employees also face a disproportionate amount of isolation, derogatory comments, and workplace harassment.

With these factors in mind, it should come as no surprise that many LGBTQ+ workers are interested in taking advantage of the current labor market to seek out more welcoming workplaces where they can find a greater sense of community.

For everyone, but especially LGBTQ+ employees, feeling included at work is crucial to productivity, professional advancement, mental health, and well-being.

The fact that 57% of those surveyed by Gallup who quit their jobs in 2021 cited feelings of disrespect at work as a major reason for quitting only underscores that point. The issue of feeling respected at work is particularly relevant for LGBTQ+ employees, who were only granted federal protection from discrimination in the workplace in the summer of 2020.

“In terms of risk, there’s always a level of real or perceived risk in leaving a job you know,” Rollins said. “I think the largest opportunity for LGBTQ+ folks is to realign themselves with organizations and leaders who not only acknowledge who they are, but also celebrate them.”

A 2019 study from the Harvard Business Review shows that while 40% of people feel isolated at work, those who feel a sense of belonging are 50% less likely to quit.

If you’re a member of the LGBTQ+ community looking to make a professional change, there are a few key things to look for as you interview for new positions. In addition to the obvious metrics, like salary, benefits, and opportunities for advancement, you will also want to look out for indicators that your potential workplace will be a welcoming environment where you can thrive.

Rollins has helped many of his clients find new and more welcoming workplaces, and he recommends LGBTQ+ job seekers “look at the organization’s commitments to diversity, inclusion and belonging.”

He says people can ask a few key questions: “Do they have an LGBTQ+ employee resource group? Is it well-funded and supported? Do they have any openly queer executive leaders? Do their benefits signal they prioritize inclusion in practice (e.g. covering adoption fees, extensive parental leave, gender-affirming care options, etc.)?”

Job seekers can also take advantage of HRC’s Equality Index, which measures different employers’ commitments to equality in hiring practices, benefits, and more. These numbers, along with more intuitive, “soft” factors, can help you make an informed decision.

“How folks respond when we do choose to signal our queerness will be telling about what kind of experience you might expect at that company,” Rollins said. “To the extent you’re comfortable, bring your truth.”

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