This document discusses LGBT+ inclusion in the workplace. It begins by introducing LGBT+ terminology and explaining why inclusion is an important issue. It then discusses the impact of inclusion on the workforce in terms of attracting, retaining and engaging talent. The document also examines the impact on a company's image and how inclusion can help attract consumers and talent. It provides examples of challenges faced by LGBT+ individuals and policies companies can implement to promote inclusion. The conclusion emphasizes the importance of being an ally and maintaining an open and supportive environment.

1. Luana Fabrete De Almeida,
Hannah Fercher, Katarina Hunorova

2. 5. Conclusion
Why is this topic important?
4. Practical case
6. Resources
2. Impact on workforce
3. Impact on image
1. Introduction

3. LGBT+
= lesbian, gay, bisexual, transgender and intersex

4. Introduction
01

5. Why is this topic important?
❏ LGBT community is widely considered to be the most persecuted,
marginalized under risk group of people.
❏ Common knowledge is that this community is not accepted by others.
❏ In 75 countries was considered to have a relationship with someone of the
same sex a crime.
❏ Facing threats of violence and discrimination in their work and private lives
have become a central issue in business .
❏ Findings regarding LGBT communities have led to widespread discrimination
against lesbian, gay, bisexual, transgender and intersex people – including
workers being fired from jobs, students bullied and expelled from schools,
and patients denied essential healthcare. (Horvat, K. ,2020)

6. Impact on Quality of
Workforce
02

7. Decreasing Brain Drain
● Skilled workers: more likely to migrate to LGBT friendly countries
● Six times more likely to stay
Attracting Talent
● Higher chance of recruiting LGBT and non-LGBT talent
● More engaged employees
Areas of Impact
Sources: Buddel (2011); Open for Business (2015)

8. Retaining talent
● Inclusive, supportive environments → lower turnover of employees
Higher level of creativity/innovation
● Diverse R&D teams → better decisions, more innovative ideas
Collaboration
● Atmosphere of trust and inclusivity → easier teamwork and collaboration
Areas of Impact
Sources: Buddel (2011); Open for Business (2015)

9. Individual Impact
Authenticity
Satisfaction
Health
Motivation
Affinity
Speaking up
The extra mile
Individual productivity
Job commitment

10. What to do?
Zero-tolerance policy
Inclusive internal communication
Destigmatization of LGBT terms
Trainings &
Sensibilisation
Source: Brainworker - Vielfalt kommunizieren (2019)

11. Sources: Brainworker - Vielfalt kommunizieren (2019)
LGBT+ in Austria
● About 880.000 of Austrians would describe themselves as “not heterosexual”.
● 48% of LGBT+ have experienced harassment based on their sexuality.
● LGBT employees are three times more likely to be discriminated in the workplace.
● Same-sex marriages have (only) been legalized in January 2019.
● Closeted LGBT+ use up to 20% of their energy to hide their sexual orientation.
● 85% of closeted LGBT+ would want to come out, but are to afraid to do so.

12. Impact on Image
04

13. Impact on image
What are the goals/results with pride advertising?
1. Attracting talent
2. Retaining talent
3. Reach/Loyalty consumers

14. Impact on image
1. Attracting talent
❏ A review of the top 50 Fortune 500 companies found that attracting talent is a
major commercial benefit for adopting policies that specifically focus on LGB&T
inclusion; 1
1. The Williams Institute (2011)
2. The Intelligence Group study reported on in Forbes (2014)
❏ LGB&T inclusion signals good “worklife integration”: talented employees expect to
blend their personal and professional lives, in order to make both work better.
This is especially true for Millennials: 88% look for work-life integration. 2

15. Impact on image
1. Attracting talent
❏ When deciding where to work, 72% of non-LGB&T respondents in the U.K. said it
was important that an employer have an LGB&T non-discrimination policy; 3
The largest Brazilian company by market capitalization, Ambev, developed in
the last years a recruitment process focused on the LGBT+ community.
However, 61% of Brazilian LGBT professionals hide their orientation at
workplace.
3. Harris Interactive/Witeck-Combs Communications (2006)

16. Impact on image
2. Retaining talent
❏ LGB&T discrimination dramatically increases the voluntary turnover level: gay men
and women leave their employers due to workplace unfairness at twice the rate of
straight white males; 4
❏ LGB&T individuals who are out at work are less likely to leave: 60% of business
leaders surveyed believed that employees who are out at work are more loyal to
the company;5
❏ A review of the top 50 Fortune 500 companies found that talent retention is one of
the most frequently mentioned commercial benefits for adopting LGB&T inclusive
policies.6
4. Level Playing Field Institute (2007)
5. Out On The Street (2014)
6. The Williams Institute (2011)

17. Impact on image
2. Reach/Loyalty consumers
❏ A new global “Millennial” generation expects brands with shared values, a study by BCG
found Millennials expect brands and business to “say something about who I am, my
values, and where I fit in”. 7
❏ Buying power: 3.5% of U.S. adults identify as LGB and 3% are transgender, and studies
estimate that the LGB&T consumer market is estimated to have a buying power of
$844 million; while in Brazil it represents 8.35% of the population, approximately
20,000,000 LGBT citizens. 8
❏ LGB&T consumers are more brand loyal: they are 25% more likely than straight and
nontransgender consumers to stick with a brand even when its price increases. 9
7. Millennial Week (2014)
8. Gay Star Business (2015)
9. Harris Interactive (2010)

18. Impact on image
Challenges

19. Practical Case
04

20. Imagine,that you are working within
the company and everybody know, that
you are from LGBT community, which
concerns would you have?
What would be the major challenges you
will face ?
Task N.1 :

21. Vox Pops International (2019)

22. Most often, the hate against LGBT people is displayed by threats, name-calling or jokes.
CUPRIK,R.(2018)

23. ❏ In Slovakia vast amount of LGTB community is not accepted,we have
majority of christian religion believers (evil inside).
❏ They are hiding their widespread beliefs,orientation inside of
workplace,home,within family.
❏ Common problem is that majority is bullied.
Movement Advancement Project(2019)

24. Task N.2 :
Blue Cross and Blue Shield of Illinois (2017)
Do you think ,that there are particular companies
who offer different attitude?
How would you describe this attitude?
Why is it different?

25. CREDITS: This presentation template was created by Slidesgo, including icons by
Flaticon, and infographics & images by Freepik.
Blue Cross and Blue Shield of Illinois (2017)

26. Specific example from U.S.
Aimee Stephens worked as a funeral director at R.G. & G.R.
Harris Funeral Homes in Michigan. When she was hired, she
was living as a man. When she informed her employer that
she is a transgender woman and planned to start living
openly as a woman, the owner fired her, saying that it would
be “unacceptable.” The Sixth Circuit Court of Appeals ruled in
March 2018 that firing Stephens was discrimination based on
her sex in violation of Title VII.
Issue Brief/Movement advancement project (2019)

27. Why do you think,that is significant to
overcome prejudice and work on inclusion and
diversity within workplace ?
Task N.3 :

28. ADP(2019):

29. Conclusion
05

30. What Does “Ally” Mean?
❏ A person who has a genuine, strong concern for
the well-being of LGBT people.
❏ A person who supports and accepts LGBT people,
and advocates for equal rights and fair
treatment.
1. Stay informed
2. Speak Up
3. Be honest
4. Support Equality
5. Come Out as an Ally
What can you do?
Become an Ally
In: Youth Engage Change(2020)

31. Don´t take life too serious!
We need to be open-minded, if we
want keep forward.

32. Broken Rainbows(2017)

33. CREDITS: This presentation template was created by Slidesgo, including icons by
Flaticon, and infographics & images by Freepik.
THANK YOU!
Do you have any questions?
Please don´t hesitate and contact us:
hannahmanuela.fercher@edu.fh-kaernten.ac.at
katarina.hunorova@edu.fh-kaernten.ac.at
luana.fabretedealmeida@edu.fh-kaernten.ac.at

34. Resources
06

35. RESOURCES
Vox Pops International (2019): LGBTQ Diversity and Inclusion within the Workplace | Vox Pops. URL: https://www.youtube.com/watch?v=Vf9FWDQM-
l4&feature=emb_title&ab_channel=VoxPopsInternational (Accessed: 30.10.2020).
CUPRIK,R.(2018): The biggest survey showed the lives of LGBT people. URL: https://spectator.sme.sk/c/20828161/the-biggest-survey-showed-the-lives-of-
lgbt-people.html (Accessed: 30.10.2020).
Blue Crossand Blue Shield of Illinois (2017): LGBTQ in the Workplace. URL:
https://www.youtube.com/watch?v=Dvh85Jxvcvo&feature=emb_title&ab_channel=BlueCrossandBlueShieldofIllinois(Accessed: 30.10.2020).
Movement Advancement Project(2019): CAN LGBT PEOPLE BE LEGALLY FIRED?. URL: https://www.lgbtmap.org/file/2019SCOTUSTitle%20VIICasesBrief.pdf
(Accessed: 30.10.2020).
ADP(2019): The Importance of LGBTQ Diversity and InclusionPolicies in the Workplace URL: https://www.youtube.com/watch?v=MrPYX64loG4&feature=emb_title
(Accessed: 30.10.2020).
BrokenRainbows(2017): Funny Gay Commercials. URL: https://www.youtube.com/channel/UCkDwvl7tdpht_IGiPPIsUAg (Accessed: 30.10.2020).
Horvat, K. (2020): WHY ARE LGBTI RIGHTS IMPORTANT?. URL:https://politicalyouthnetwork.org/why-are-lgbti-rights-important/(Accessed: 29.10.2020)
Youth Engaged change,Being an Ally to LGBT People. URL:https://engage.youth.gov/resources/being-ally-lgbt-people(Accessed: 29.10.2020)

36. RESOURCES
Vox Pops International (2019): LGBTQ Diversity and Inclusion within the Workplace | Vox Pops. URL: https://www.youtube.com/watch?v=Vf9FWDQM-
l4&feature=emb_title&ab_channel=VoxPopsInternational (Accessed: 30.10.2020).
Buddel, N. (2011): Queering the workplace. In: Journal of Gay & Lesbian Social Services, 23 (1), pp. 131-146, URL:
https://www.tandfonline.com/doi/full/10.1080/10538720.2010.530176 (Accessed on 02.11.2020)
Open For Business(2015): The economic and businesscase for global LGB&T inclusion, URL: https://www.wko.at/site/Charta-der-
Vielfalt/Service/studien/Brunswick_Open_for_Business.pdf (Accessed on 02.11.2020)
Brainworker - Vielfalt kommunizieren(2019): Diversity: Sexuelle Orientierung. In: Diversity Management: Vielfalt im Unternehmen managen, URL:
https://www.iv.at/de/iv/pageflip/98471/#page=12 (Accessed on 03.11.2020)
Tatli, A. and Özbilgin, M. F. (2007), Diversity management as calling: Sorry, it’s the wrong number!, Diversity Outlooks (Accessed on 02.11.2020)
The Williams Institute (2011), Economic Motives for Adopting LGBT-Related Workplace Policies (Accessed on 02.11.2020)
Harris Interactive/Witeck-CombsCommunications(2006), 5th Annual Out & Equal Survey, ‘Majorityof Americans: Companiesnot government should decide benefits
offered to same-sex employees’ (Accessed on 02.11.2020)
Level Playing Field Institute (2007), The Cost of Employee Turnover Due Solely to Unfairnessin the Workplace (Accessed on 02.11.2020)
Armstrong, C. et al. (2010), The impact of diversity and equality management on firm performance: Beyond high performance work systems, Human Resource
Management (Accessed on 02.11.2020)

37. RESOURCES
Out On The Street (2014), Europe LGBT LeadershipSummit LearningsSummation (Accessed on 03.11.2020)
The Williams Institute (2011), Economic Motives for Adopting LGBT-Related Workplace Policies (Accessed on 03.11.2020)
Harris Interactive (2010), The Gay, Lesbian, Bisexual, and Transgender (GLBT) Population At-A-Glance (Accessed on 03.11.2020)
Issue Brief/Movement advancement project (2019): CAN LGBT PEOPLE BE LEGALLY FIRED?
URL:https://www.lgbtmap.org/file/2019SCOTUSTitle%20VIICasesBrief.pdf (Accessed: 04.11.2020).