Share this article
By Claire Hastwell and Chandni Kazi.
When people choose not to reveal parts of their identity, they’re telling you a lot.
Pride Month is about showing up and being accepted for exactly who you are. And here at Great Place to Work®, we believe employees shouldn’t have to disguise themselves to “fit in” at work. Our research shows this not only hurts belonging but also lowers self-esteem and employee engagement.
On the surface, it might look like your workplace has created a positive employee experience for people who identify as LGBTQ+. But underneath the rainbow Pride flags, is this true?
One of the things that businesses value about our Trust Index™ employee survey is that it uncovers the “masked” workplace experiences for different employee groups, including those who identify as LGBTQ+.
Part of doing this involves asking several questions about employees’ personal characteristics. That way, companies can identify disparities in the workplace experience for different groups of employees.
Identifying these disparities is the first step in correcting them and creating a better, more equal experience for all employees. These can be sensitive questions, so we give people the option to decline to respond to questions about their sexual orientation or gender identity.
You might expect only a small percentage of employees choose this “prefer not to respond” option. It turns out, however, that one in eight employees actively decline to reveal one or more aspects of their identity.
What’s really going on here? Why are over 12% of employees declining to share information about themselves?
Why employees “prefer not to answer”
To get to the bottom of this issue, we studied the written comments from employees who declined to respond to one or more of these survey questions. Their comments often provide some clarity, or at least clues, around why these employees don’t want to reveal their whole selves.
Common themes from these employees’ experiences include:
Harassment may not define the kind of workplace environment those themes describe. But we can identify them as “harassment adjacent” — rife with microaggressions and fear.
What these (non-)responses say about your company culture
When people choose not to reveal parts of their identity, they’re actually telling you a lot about how they feel at work.
We analyzed these “masked” survey responses from 1,600+ companies. One employee who left this part of their identity hidden writes, “How can you trust a system/business that rewards its malicious employees…? It’s quite discouraging for those who are aware of the offense.”
Another comments, “I don’t have full trust in our HR department. I would not share confidential information with them because I do not feel it would stay confidential.”
There are clear ties between consistently inclusive workplace cultures and overall employee experience and engagement. If employees decline to reveal their full selves on surveys, it suggests your workplace may not be a psychologically safe environment for people of all gender identities and sexual orientations.
As more people choose not to respond, trust and innovation suffer.
The pattern is particularly striking for how people answered questions about their sexual orientation and disability status. For every two people who positively identified as LGBT or living with a disability, three actively refused to share their identity.
This ratio has a big impact on a company’s overall workplace culture.
According to our data, for every 10% of employees that chose not to respond, there was a 6-point decrease in a company’s overall levels of trust, pride and camaraderie.
More specifically, as the percentage of employees’ choosing ‘prefer not to respond’ grows, there are drops in:
These are all critical to effective innovation and strong business results. A high rate of “prefer not to respond” answers in your employee survey data suggests that your business may not be positioned to thrive, particularly during economic downturns.
Supporting LGBTQ+ inclusion the workplace can help your company thrive
Choosing “prefer not to respond” is a signal of fear in the workplace. Organizations can use this insight to:
Every person deserves the freedom to show up as their true self. And when employees bury their identities, it speaks volumes about the level of psychological safety at your workplace.
For more information or help on your DEIB journey, contact us about how to measure and improve racial equity and inclusion in your workplace with our survey and analysis tool, Emprising™.
ABOUT OUR METHOLOGY
To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.
ABOUT OUR METHOLOGY
The Best Workplaces in Asia List
Great Place to Work® identifies the top organizations that create great workplaces in the Asian and Middle Eastern regions with the publication of the annual Best Workplaces in Asia list. The list recognizes companies in three size categories:
To be considered for inclusion, companies must appear on one or more of our national lists in the region, which includes Greater China (covering China, Hong Kong, Taiwan and Macau), India, Japan, Saudi Arabia, Singapore, South Korea, Sri Lanka and UAE. For the 2021 Asia List, companies ranked on the national list in the Philippines will also be included. Multinational organizations must meet the following requirements:
Multinationals also receive additional credit for their efforts to successfully create an excellent workplace culture in multiple countries in the region. The data used in the calculation of the regional list comes from national lists published in 2019 and early 2020.