With four, possibly even five, generations working together at an organization, it’s no wonder that employee views differ on workplace flexibility, career growth, compensation, and even the ethos of work. How about LGBTQ+ inclusion and representation in the workplace?
Though younger generations are more open on this topic, research indicates that junior-level employees are less likely to be out at work than senior-level employees. Gen Z and younger millennials expect and demand more inclusivity at work than previous generations do, but they also believe they have a lot more on the line in terms of career progression, say McKinsey’s Diana Ellsworth and coauthors in this episode of McKinsey Talks Talent.
This Pride Month, revisit insights about what businesses can do to demonstrate active allyship and improve the work experience for their LGBTQ+ employees.
LGBTQ+ inclusion in the workplace
Diversity matters even more: The case for holistic impact
Active allyship: Do your LGBTQ+ employees feel supported and included?
How the LGBTQ+ community fares in the workplace
How companies can make meaningful progress for LGBTQ+ employees
The elusive inclusive workplace
LGBTQ+ voices: Speaking out and looking ahead
LGBTQ+ voices: Learning from lived experiences
MORE FROM MCKINSEY
The McKinsey Crossword: Pride Month | No. 79