“LGBT happiness and satisfaction in the workplace is an area that has been largely unexplored, namely in Denmark. This study does much to bring this important issue to light. Since LGBT people are identifying themselves in the workplace at higher rates, this subject will be important and worth exploring well into the future.” – Fellow in the Center for Gender Studies, University of Chicago
”This is a thoughtful and thought-provoking survey, and should, at the very least, make employers reconsider the ways they’ve been conducting business.” – Public Relations Manager, kCura
A special thanks to Wirtschaftsweiber for supporting the printing of this report!
Status of the Danish LGBT Workplace
1
Status of the Danish LGBT Workplace 2011 Content
1. INTRODUCTION
4
1.1 BACKGROUND
4
1.2 PREVIOUS STUDIES
4
1.3 METHODOLOGY 1.3.1 Distribution 1.3.2 Data Collected 1.3.3 Survey Design 1.3.4 Research Questions 1.3.5 Statistical validity 1.3.6 Limitations
4 5 5 6 6 6 6
2. SURVEY QUESTIONS - DIRECT RESULTS
8
2.1 PERSONAL Research Question #1: 2.2 GENERAL WORKPLACE Research Question #2: 2.3 HAPPINESS AND PRODUCTIVITY Research Question #3: Research Question #4: 2. 4 RECRUITMENT AND RETENTION OF TOP TALENT Research Question #5:
8 9
2
Status of the Danish LGBT Workplace
10 11 13 17 18 19 21
3. CROSS- ANALYSIS OF RESULTS
22
3.1 GENDER AND OPENNESS
22
3.2 AGE AND OPENNESS
23
3.3 EFFECT OF COMPANY PUBLIC LGBT SUPPORT ON WORKPLACE OPENNESS
25
3.4 EFFECT OF COLLEAGUE’S PERCEIVED LGBT SUPPORT ON WORKPLACE OPENNESS
26
3.5 EFFECT OF COMPANY LGBT-INITIATIVES ON WORKER HAPPINESS
28
3.6 IMPORTANCE OF LGBT IMAGE IN RECRUITING BY DEGREE OF OPENNESS
29
3.7 IMPORTANCE OF LGBT IMAGE IN RECRUITING BY AGE GROUPS
29
3.8 PRIORITIES OF LGBT PEOPLE WHEN APPLYING FOR JOBS
30
4. CONCLUSION
32
APPENDICES
33
APPENDIX A1, FULL SURVEY IN DANISH
33
APPENDIX A2, FULL SURVEY IN ENGLISH
38
APPENDIX A3, CONFIRMED DISTRIBUTION OF SURVEY INVITATION THROUGH THE FOLLOWING: 43
Status of the Danish LGBT Workplace
3
Introduction 1. Introduction The Danish LGBT Workplace Survey conducted by Q-Factor with support of the Danish LGBT media and various Danish LGBT organizations is the first research by Q-Factor in Denmark focusing specifically on LGBT-people in the workplace. This study is unique as unlike previous studies, this survey has a more comprehensive approach and includes: • Workplace openness • Comfort level of LGBT employees • Factors LGBT job seekers look for when applying for jobs • The complete spectrum of LGBT, where T is included
1.1 Background Q-Factor is a non-profit organization (NPO) with a focus on promoting LGBT (lesbian, gay, bisexual, transgender) equality and gender equality through business. The organization strives to achieve this goal by developing and maintaining relationships with diversity-related NPOs as well as profit-generating businesses. Q-Factor designed the Danish LGBT Workplace Study to be a comprehensive overview of how LGBT employees experience work life in Denmark. The results outline problem areas as well as strengths of Danish employers in relation to LGBT diversity. The results clearly point to specific actions employers can take to make their employees feel accepted and supported. This distinction was surprising in the clear difference it points out. These results will enable the creation of a new set of standards for diversity and inclusion in the Danish workplace. Ultimately, inclusion translates into a healthier bottom line for the company and a healthier workforce.
1.2 Previous Studies In Denmark, Catinét Research conducted a study for Ugebrevet A4 about homosexuals in the Danish workplaces in 20051. This survey was only directed at gay men and lesbians. In June 2009, Casa Analyse published a study of HBT (homosexual, bisexual, transgender) people’s living conditions in Denmark2. However, this study did not focus on the conditions in the workplace due to the need for limiting the research3.
1.3 Methodology The survey was available online in the period 01.10.2010 - 20.04.2011 in Danish on the following URL (http://www.surveymonkey.com/s/lgbt-arbejdsplads). Furthermore the survey was available in English on this URL (http://www.surveymonkey.com/s/lgbtworkplace). The only difference between the two surveys was the language. The results were analyzed as one sample of the LGBT population in Denmark.
http://www.ugebreveta4.dk/da/2005/24/Baggrundoganalyse/Bosseroglesbiskediskriminerespajobbet.aspx http://casa-analyse.dk/files/rapporter-social-arbejdsmarked/2009/lige_og_ulige_-_udvidet_rapport.pdf 3 ibid. p. 11 1 2
4
Status of the Danish LGBT Workplace
1.3.1 Distribution Danish LGBT media and Danish LGBT organizations were used to distribute the survey to a large and varied population. The survey was written in Danish and English in order to reach the majority of the population (including foreigners working in Denmark). The following media outlets and organizations were contacted directly with a request to advertise or distribute the survey within their networks: • Out&About Magazine • PanBladet.dk • Proud! Shop • Boyfriend.dk • LGBT Denmark • VejLez • Copenhagen Pride • Lambda • Manton&Liv • Trans-Danmark • HoBi Bornholm • Es’Gay’P • Tribaderne • Lobito • YesYesYes • GayNord • Cafe Sappho • Fristedet
1.3.2 Data Collected The survey was solely available online, and respondents had to follow a link to answer the questions.
Surveys started Duplicate answers removed4 Not belonging to the target group Total unique LGBT Respondents
Responses 1359 33 46 1280
The survey was started 1359 times (1255 Danish, 104 English) with 1280 valid responses, 1201 Danish and 79 English. The majority of respondents were self-identified members of the LGBT community working in Denmark. The research was conducted to investigate the workplace climate in Danish workplaces as experienced
Duplicate responses have been removed by comparing IP addresses and removing similar responses from the same IP address. Ex. Two different ages and professions given from the same IP were accepted as they could be roommates, a couple, or work colleagues responding out of the same LAN vs. Responses with the same age, the same profession, from the same IP. The duplicates were removed starting with the line with least information, if they had equal amounts of answers, the older duplicate was removed.
4
Status of the Danish LGBT Workplace
5
by LGBT employees. The respondents identifying differently than LGBT were given the opportunity to respond, but their answers were not included during evaluation of the results, because the amount of non-LGBT responses was not statistically reliable. Valid responses for analysis were based on self-identified LGBT respondents who have previously held a job or currently work in Denmark.
1.3.3 Survey Design5 The survey had 20 questions in the following main categories: • Personal • General Workplace • Happiness & Productivity • Attracting & Retaining Top Talent
1.3.4 Research Questions The overall research questions to be answered per category are as follows: • Personal ○ - What percentage of the population comfortably identifies as LGBT in Danish workplaces? • General Workplace ○ - What is the general perception of employer inclusiveness of LGBT employees? • Happiness & Productivity ○ - How happy are LGBT workers in Denmark? ○ - How productive are closeted LGBT workers in Denmark? • Attracting & Retaining Top Talent ○ - How important is publicly promoted LGBT support to LGBT job seekers?
1.3.5 Statistical validity The average percentage of LGBT people in a population is generally accepted to be 6 – 10%. In this study, the LGBT population is assumed to be 300.000, which is equal to 6% of the overall Danish population. Based on the total number of respondents, 1.280, the confidence level of the results is 99% with a confidence interval of 3.66.
1.3.6 Limitations The survey strove to be as statistically valid with as large a range of respondents as possible. However, the following limitations must be taken into consideration:
5 6
6
See complete survey in appendices http://www.surveysystem.com/sscalc.htm
Status of the Danish LGBT Workplace
• • • • • • • •
By only giving people the opportunity to answer the survey online, people without internet access have not been able to participate. The survey only included people who have been employed or are employed in Denmark, i.e. people who have never worked were excluded. The legal age of working starts at 13 in Denmark, however, it is questionable how much work experience a 14-year-old has when taking this survey. Self-employed people had difficulties answering the questions as some questions were centered on management and self-reflection was difficult. By distributing through publicly available email addresses for LGBT organizations and media, there has been no guarantee that the networks have forwarded the information of the survey further unless they have documented the distribution on behalf of Q-Factor. Answers are subjective so a “5” on the scale might not mean the same to two different persons, but it is still valued the same in the results. Q-Factor as an organization was unknown to many people and this might have prevented people from participating. The term “queer” was given no specific description, and the answer “queer” is therefore accepted on equal terms as an identity in line with “male” or “lesbian”.
Furthermore, the following assumptions were made and perceived as true in the analysis: • People are trusted to self-identify as LGBT, we assume they are telling the truth and belong to our target population. Therefore, their answers were regarded as valid for this analysis. • Heterosexual, cis-gendered7, people are assumed to be 100% out in the workplace and 100% efficient in relation to their own sexual orientation and gender identity.
7
Cisgender refers to the alignment of gender identity with assigned/born gender
Status of the Danish LGBT Workplace
7
Survey Questions - Direct Results 2. Survey Questions - Direct Results 2.1 Personal Nationality Number of respondents
Danish 1201
Foreign 79
Of the 1280 responses given the majority was by Danish people, but foreigners gave a little more than 6% of the answers.
Age Average age Oldest respondent Youngest respondent Mode (most frequently)
35 75 14 21
The respondents ranged from 14 to 75 years old, with an average age of 35 years old and the most frequent age being 21 years old.
Sexual Orientation Bisexual Lesbian Gay Heterosexual (accepted if gender identity “trans-man or trans-woman“) Queer Other
247 319 641 6 24 43
The respondents were given the possibility to identify their own sexual orientation. As the study focused on LGBT+ people, heterosexual people with a male/female gender identity were not included in the statistics.
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Status of the Danish LGBT Workplace
Gender Identity Male Female Gender-queer Trans-man Trans-woman Intersex Other
787 432 17 15 13 2 14
The respondents were also given the possibility to self-identify their gender identity. Females and trans-women accounted for approximately one-third of the responses while two-thirds of the surveys were submitted by biological men and trans-men. The majority of answers were given by traditionally-defined male/female respondents.
Research Question #1: What percentage of the population comfortably identifies as LGBT in the workplace? Workplace Openness Not out at all Out only to close colleagues Out to the people I talk with Out to everyone
Number of respondents 202 183 251 644
Percentage 15.78% 14.30% 19.61% 50.31%
Percentage of „Out“ Employees: Average
Not out Out to close colleagues Out to people I talk with Out to everyone Of the respondents, just over 50% are completely open about their sexuality or gender identity in the work-
Status of the Danish LGBT Workplace
9
Introduction place, which means that just under 50% are still somewhat closeted. Respondents were given the possibility to explain their degree of openness, and answers naturally varied. Less than one-third of closeted respondents claimed their LGBT status was a personal matter that had no relation to their work life. Approximately twothirds of closeted employees are making a conscious decision to hide their LGBT identification while at work. These remaining two-thirds explained that fear of negative reactions from others kept them from coming out at their workplace or only coming out to very close, trusted colleagues. Overall, the results show that approximately 30% of the LGBT workforce in Denmark is completely or generally closeted.
2.2 General Workplace The following tables present the responses collected through the questionnaires Number of employees in the company 1-20 21-50 51-100 101-500 501 or more
336 189 154 200 278
29.04% 16.34% 13.31% 17.29% 24.03%
My company has an internal LGBT (Lesbian, Gay, Bisexual, Transgender) support network Yes No Do not know
59 9148 184
5.10% 79.00% 15.90%
My company has one or more “out” LGBT executive(s) Yes No Not Sure
194 7069 257
16.77% 61.02% 22.21%
Of the respondents that answered ”no”, 173 were working in companies of 101-500 employees and 196 were working in companies with more than 501 employees. 9 Of the respondents that answered ”no”, 129 were working in companies of 101-500 employees and 119 were working in companies with more than 501 employees. 8
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Status of the Danish LGBT Workplace
My company has equal benefits for all employees Yes
909
78.57%
No
55
4.75%
Not Sure
193
16.68%
My company has an official non-discrimination policy for LGBT employees Yes No Not Sure
280 50610 37111
24.20% 43.73% 32.07%
The management uphold the non-discrimination policy for LGBT employees Yes No Not Applicable Not Sure
243 23 484 406
21.02% 1.99% 41.87% 35.12%
My company has publicly sponsored an LGBT event Yes No Not Sure
68 75712 332
5.88% 65.43% 28.69%
Research Question #2: What is the general perception of employer inclusiveness of LGBT employees? The survey results in the general workplace section were startling as it is shows there is limited visible support for LGBT employees. Surprisingly, 32% of respondents say they are not aware of their company’s policies around non-discrimination in the workplace. This basic lack of communication can be easily corrected via induction training and openly posting policies on company internal communications. Companies can also post
Of the respondents that answered ”no”, 83 were working in companies of 101-500 employees and 87 were working in companies with more than 501 employees. 11 Of the respondents that answered ”not sure”, 133 were generally closeted and 238 were generally open. 12 Of the respondents that answered ”no”, 139 were working in companies of 101-500 employees and 141 were working in companies with more than 501 employees. 10
Status of the Danish LGBT Workplace
11
Introduction signs in their offices showing support of their diverse employees, highlighting policies and initiatives around that diversity segment. The study reveals that companies have a limited amount of perceived inclusion for their LGBT employees. The numbers illustrate that only 5.1% of the survey-takers work at a company with an internal LGBT network and 15.9% of all respondents were not aware if there is an internal network. The numbers rise when it comes to having an “out” executive; where16.8% say there is at least one in their company. However, this means that 83.2% do not have a role model of an “out” upper level manager, since 22.2% do not know and 61% do not at all. It is interesting that only around 25% of employees state that their company has an official non-discrimination policy, but an explanation can be that the Danish law in general prohibits discrimination of age, gender, sexual orientation, religion, social background and disability13. From the companies that do have a visible and known non-discrimination policy, 2% of respondents felt that their managers did not uphold this policy. This is a low percentage but the ideal goal is zero and these results cannot speak for those without known anti-discrimination policies. Companies can easily make policies known and check that managers uphold non-discrimination by reverse review processes and making sure the relevant human resources contacts are well known to employees for reporting purposes.
13
12
https://www.retsinformation.dk/Forms/R0710.aspx?id=122522
Status of the Danish LGBT Workplace
2.3 Happiness and Productivity The overall diversity within a company fuels innovation, creativity and engagement. In order to get the most value out of employees, they must feel happy and safe while at work. The happiness and productivity portion of the survey focuses on how LGBT people feel at work, this section of the survey is more subjective in nature. The following responses are based on a 1-10 scale with 1 being “strongly disagree” and 10 being “strongly agree”. When reviewing happiness in our survey, the higher the number - the happier the respondent. The following tables present the average, mode, and median of the received answers. The tables also outline the average of the scores based on degree of openness in the workplace.
In relation to workplace inclusiveness, I feel happy going to work every day Total Answers (Not N/A) Average Mode
905 7.8 10
Median
8
I do not feel anxious that people at work might find out about my sexual orientation Total Answers (Not N/A) Average Mode
897 8.3 10
Median
10
Totally Out Generally Out Generally Closeted Totally Closeted
8.4 7.6 7.0
Totally Out Generally Out Generally Closeted Totally Closeted
9.3 8.3 7.2
6.8
5.1
Status of the Danish LGBT Workplace
13
Introduction
14
I do not feel anxious that people at work might find out about my gender identity Total Answers (Not N/A) Average Mode
751 8.5 10
Median
10
I feel that my personal life can be discussed in the workplace Total Answers (Not N/A) Average Mode
907 7.6 10
Median
9
I feel comfortable when talking about my personal life with colleagues Total Answers (Not N/A) Average Mode
900 7.6 10
Median
9
I feel included in the social interactions at meal times, break times, company events etc. Total Answers (Not N/A) Average Mode
902 8.7 10
Median
10
Status of the Danish LGBT Workplace
Totally Out Generally Out Generally Closeted Totally Closeted
9.3 8.2 8.1
Totally Out Generally Out Generally Closeted Totally Closeted
8.9 7.3 5.9
Totally Out Generally Out Generally Closeted Totally Closeted
8.9 7.4 6.0
Totally Out Generally Out Generally Closeted Totally Closeted
9.3 8.2 8.2
5.8
4.2
4.2
7.3
I feel open (no stress) during social interactions with my work colleagues Total Answers (Not N/A) Average Mode
905 8.4 10
Median
9
My colleagues are generally supportive of the LGBT community Total Answers (Not N/A) Average Mode
781 7 10
Median
8
My colleagues are generally knowledgeable about the LGBT community Total Answers (Not N/A) Average Mode
797 5.3 5
Median
5
I feel productive when I am at work because I do not think my personal life is an issue for anyone Total Answers (Not N/A) Average Mode
862 8.5 10
Median
10
Totally Out Generally Out Generally Closeted Totally Closeted
9.1 8.0 7.6
Totally Out Generally Out Generally Closeted Totally Closeted
8.1 6.6 5.7
Totally Out Generally Out Generally Closeted Totally Closeted
6.0 5.4 4.1
Totally Out Generally Out Generally Closeted Totally Closeted
9.1 8.1 7.8
6.7
4.1
3.2
7.2
Status of the Danish LGBT Workplace
15
Introduction
16
I feel more productive in an inclusive work environment (only applicable if you have had multiple jobs to compare atmosphere) Total Answers (Not N/A) Average Mode
505 8 10
Median
9
Status of the Danish LGBT Workplace
Totally Out Generally Out Generally Closeted Totally Closeted
8.6 7.6 7.8 6.3
Research Question #3: How happy are LGBT workers in Denmark? General happiness / Comfort factor Totally Out Generally Out Generally Closeted Totally Closeted
8.7 7.5 6.9 5.5
Employee Happyness: Average 10,0 8,0 6,0 4,0 2,0 0
8,7
7,5
Totally Out
6,9
5,5
Employee Happiness
Generally Closeted
People are generally happy (average score is over 5) in Danish workplaces but there is a large discrepancy between closeted and out employees. The results point out that there is a 58% increase in worker happiness between completely closeted and completely open employees. The level of employee comfort in the workplace directly affects worker outcome as shown via the efficiency numbers.
Status of the Danish LGBT Workplace
17
Introduction Research Question #4: How productive are closeted LGBT workers in Denmark? IF you have hidden your sexual orientation at your workplace (past or present), how would you rate your own productivity at that workplace on a scale from 1-100? 100 being full productivity (If not, skip the question) Total Answers (Not N/A) Average Mode Median
357 85.1 100 90
IF you have hidden your gender identity at your workplace (past or present), how would you rate your own productivity at that workplace on a scale from 1-100? 100 being full productivity (If not, skip the question) Total Answers (Not N/A) Average Mode Median
144 81.5 100 95
Respondents that are closeted or have been closeted at previous jobs were asked to value their degree of efficiency at work on a scale from 1-100, 100 being completely efficient. The people that have hidden their sexual orientation on average self-identified as 85.1% efficient, whereas people who hid their gender identity felt 81.5% efficient. This implies that during a standard 225 working days per year, a person hiding their sexual orientation is only doing about 191 days worth of work. Comparatively, a person hiding their gender identity does an average of 183 days worth of work. These results reinforce the idea that happiness, openness and a feeling of security in the workplace have a positive impact on the annual work outcome.
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Status of the Danish LGBT Workplace
2. 4 Recruitment and Retention of Top Talent One of the biggest struggles for companies is to attract top talent and retain valued staff. The “attracting and retaining top talent� part of the survey looks at how LGBT employees choose an employer and what environment encourages them to stay. The below tables outline responses on how LGBT employees look for new employment. The respondents were asked to give an answer from 1 – 10 where 1 completely disagrees with the statement and 10 completely agrees. All statements were formed in a positive structure so that 10 indicated that LGBT policies were very important. The following tables present the average, mode, and median of the received answers. The tables also outline the average of the scores based on degree of openness in the workplace.
When looking for jobs, I am more likely to apply for a job with a company that has an LGBT network. Total Answers (Not N/A) Average Mode
875 3.5 1
Median
3
When looking for jobs, I am more likely to apply for a job with a company that holds a positive LGBT image. Total Answers (Not N/A) Average Mode
870 4.4 1
Median
5
Totally Out Generally Out Generally Closeted Totally Closeted
3.5 3.7 3.4
Totally Out Generally Out Generally Closeted Totally Closeted
4.3 4.6 4.5
3.5
4.0
Status of the Danish LGBT Workplace
19
Introduction
When looking for jobs, I consider a company‘s LGBT policies. Total Answers (Not N/A) Average Mode
870 3.8 1
Median
3
I have or I would change my job in order to move to more inclusive work environment. Total Answers (Not N/A) Average Mode
867 4.2 1
Median
Totally Out Generally Out Generally Closeted Totally Closeted
3.7 4.0 4.2
4.1 4.5 4.5
4
Totally Out Generally Out Generally Closeted Totally Closeted
Total Answers (Not N/A)
868
Totally Out
8.6
Average
7.6
Generally Out
7.9
Mode
10
6.8
Median
9
Generally Closeted Totally Closeted
I would not work at a company where I had to hide my gender identity. Total Answers (Not N/A) Average Mode
835 7.9 10
8.7 8.0 7.1
Median
10
Totally Out Generally Out Generally Closeted Totally Closeted
3.3
4.0
I would not work at a company where I had to hide my sexual orientation.
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Status of the Danish LGBT Workplace
4.3
5.0
The data shows that people who have already come out clearly do not want to hide in the workplace, while completely closeted employees are more neutral with their answers. However, the average shows that people, in general, are not willing to work in a company where they cannot be open about their sexual orientation or gender identity. Therefore, it is in the best interest of Danish employers to focus on retaining top talent by promoting an open work environment.
Research Question #5: How important is publicly promoted LGBT support to LGBT job seekers? The following table shows the average score given by respondents based on openness in the workplace. Importance for Recruiting/Retention Totally Out Generally Out Generally Closeted Totally Closeted
3.9 4.2 4.1 3.7
Overall, LGBT job seekers in Denmark do not give much weight to LGBT networks, image or company policies when applying for jobs (average score from these three questions is 3.9). However, people feel strongly that they should not have to hide at work. The respondents agreed with the statement “I would not work at a company where I had to hide my sexual orientation.” with an average score 7.6. For the gender identity statement, they agreed with an even higher average score of 7.9. This could mean that people are not actively considering the policies and practices of the company when they are applying for work, but they do assume that the company is inclusive, because otherwise they would not work there. Indirectly, the inclusion and possibility to be “out” is an important factor, but people are not actively looking for it in a company’s profile. The answers could be skewed by the current economic crisis, whereby, all job seekers are looking for a job as the first priority. Secondly, it reflects the Danish mentality where employees do not expect to be discriminated against at work since Denmark is a tolerant country with anti-discrimination legislation. Overall, these results show that attraction of LGBT job seekers is not affected much by company policy but retention is affected if employees are not able to be themselves at work. The attraction of talent using LGBT inclusive policies can have added benefits outside the LGBT job seeker market; women and other minority groups recognize a company’s LGBT inclusive policies and will gravitate to these more diverse and accepting environments.
Status of the Danish LGBT Workplace
21
Cross- Analysis of Results Introduction 3. Cross- Analysis of Results 3.1 Gender and Openness Cross-analysis of the results reveals a drastic difference between openness of men versus women in Danish workplaces. Workplace Openness - Female Not out at all Out only to close colleagues Out to the people I talk with Out to everyone
39 62 103 228
9.03% 14.35% 23.84% 52.78%
Workplace Openness - Male Not out at all Out only to close colleagues Out to the people I talk with Out to everyone
149 113 132 393
18.93% 14.36% 16.77% 49.94%
The survey revealed that females are generally more open than males in Danish workplaces. Approximately 23% of the female respondents fall into the category of “generally closeted� (not out, or only to close colleagues), whereas about 33% of male respondents fall under this category. A possible explanation for this phenomenon is that women are generally more communicative about their personal lives with colleagues, whether LGBT-identified or not. Another explanation could be the jobs the respective respondents hold. Historically, it has been taboo to be non-hetero/non-cisgendered in certain professions or in particular work environments. Transgender People Not out Out to close colleagues Out to people I talk with Out to everyone
9 4 5 10
32.14% 14.29% 17.86% 35.71%
As the survey received only 28 responses from self-identified transgendered persons, the percentages are not statistically reliable based on the perceived population size. The results have been interpreted strictly as a trend.
22
Status of the Danish LGBT Workplace
One in three transgendered persons was completely open about their gender identity. When discussing gender identity as compared to sexual orientation, it can be more difficult to hide because it might be physically visible to colleagues. Despite this situation, only 36% are completely out. This could be due to marginalization, stigmatization or fear, but the number of respondents was too low to draw any conclusions.
3.2 Age and Openness In the following tables, the answers have been divided into age groups and analyzed on openness in relation to the age of the respondent. Workplace Openness (14-19) Not out Out to close colleagues Out to people I talk with Out to everyone
18 15 19 34
20.93% 17.44% 22.09% 39.53%
Workplace Openness (20-29) Not out Out to close colleagues Out to people I talk with Out to everyone
57 80 81 197
13.73% 19.28% 19.52% 47.47%
Workplace Openness (30-39) Not out Out to close colleagues Out to people I talk with Out to everyone
43 44 78 210
11.47% 11.73% 20.80% 56.00%
Workplace Openness (40-49) Not out Out to close colleagues Out to people I talk with Out to everyone
19 25 46 123
8.92% 11.74% 21.60% 57.75%
Status of the Danish LGBT Workplace
23
Introduction
Workplace Openness (50-59) Not out Out to close colleagues Out to people I talk with Out to everyone
39 13 18 42
34.82% 11.61% 16.07% 37.50%
Workplace Openness (60+) Not out Out to close colleagues Out to people I talk with Out to everyone
22 5 4 19
44.00% 10.00% 8.00% 38.00%
Percebtage of „out“ Employee by Age 70% 60% 50% 40% 30% 20% 10% 0
Out Closeted
14-19 20-29 30-39 40-49 50-59 60 and Over
Young people just entering the workforce are less likely to be out (38.4% of 14-19 year-olds are completely or generally closeted) than their adult counterparts (33% in the group 20-29 are completely or very closeted, and 23.2% in the age group 30-39). The most open age group is the 40-49 (only 20.7% are closeted), whereas the senior employees that grew up in a more conservative generation are the least likely to be out (46.4% in the 50-59 group and 54% in the 60+ group are completely or generally closeted).
24
Status of the Danish LGBT Workplace
The answers provide a clear indication that the youngest (14–19) and oldest (50+) respondents are not as open about their LGBT status as those in the age range from 20-49. The most open age group being 40-49 year olds. The first result is to be expected based on the generational differences between the younger and older groups. The young generation has yet to find their identity in the workplace and might not be completely open, whereas the oldest respondents grew up in a society where homosexuality was forbidden – let alone the non-cisgender-identity, which is still classified as a psychological disease in Denmark. The 50+ age group have possibly learned to separate work life and private life, and it might be difficult to “come out” after long employment at the same place. However, the surprising result was the 40-49 year old age group coming “out” as the most open. This could be due to a long standing career in a particular company where they have had time to come out as well as being young enough to identify with a less conservative generation. The results indicate that while the majority of LGBT employees in Denmark are somewhat out at work, there is still much room for improvement to make Danish employers as inclusive as possible. Companies have the potential to gain more loyalty and respect from targeting the very young and the senior age groups via mentoring and training sessions. This should be considered as a part of introduction training for new employees into the company so all employees are aware of the diversity culture and the ability to be yourself without fear of discrimination from management or colleagues.
3.3 Effect of Company Public LGBT Support on Workplace Openness The percentage of how many people are “out” at their workplace was positively correlated with the involvement of the company in LGBT events. The company has NOT sponsored an LGBT event Not out Out to close colleagues Out to people I talk with Out to everyone
114 116 149 378
15.06% 15.32% 19.68% 49.93%
Status of the Danish LGBT Workplace
25
Introduction
The company has publicly sponsored an LGBT event Not out Out to close colleagues Out to people I talk with Out to everyone
3 4 10 51
4.41% 5.88% 14.71% 75.00%
The results clearly show that when a company is actively involved in the LGBT community by sponsoring events, the percentage of “out” employees rise with 50%, so 3 out of every 4 LGBT employees are completely “out” in the workplace.
The company has at least one out executive Not out
8
4.12%
Out to close colleagues
14
7.22%
Out to people I talk with
37
19.07%
Out to everyone
135
69.59%
Another striking result is the indication that at an out executive increases employee openness by approximately 20%. Clearly role models in the workplace make a difference to how comfortable other employees feel while at work. It can help to see that other employees do not experience discrimination when being reviewed for promotion.
3.4 Effect of Colleague’s Perceived LGBT Support on Workplace Openness In the following section the importance of support from non-LGBT colleagues is highlighted. First the openness of people with un-supportive colleagues is presented and afterwards the openness of LGBT people with very supportive colleagues is outlined. The LGBT-respondents with un-supportive colleagues clearly comprised less than LGBT respondents with supportive colleagues, but the trend is still clear.
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Status of the Danish LGBT Workplace
Subjective answers scoring 1-3 on a 10-point scale (NOT supportive colleagues) My colleagues are generally supportive of the LGBT community Not out Out to close colleagues Out to people I talk with Out to everyone
42 25 22 24
37.17% 22.12% 19.47% 21.24%
Subjective answers scoring 8-10 on a 10-point scale (supportive colleagues) My colleagues are generally supportive of the LGBT community Not out Out to close colleagues Out to people I talk with Out to everyone
10 32 67 318
2.34% 7.49% 15.69% 74.47%
The results show a dramatic rise in workplace openness in relation to supportiveness of heterosexual allies in the workplace. Where only 40% are generally out when their work colleagues are non-supportive, the number of generally out LGBT employees rises to 90%, when the colleagues are supportive of the LGBT community. The affect of supportive colleagues is supportive of our hypothesis that an inclusive and supportive atmosphere fosters workplace openness.
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Introduction 3.5 Effect of Company LGBT-Initiatives on Worker Happiness The below results show the average worker’s happiness score based on the criteria. In the first table, the first result shows the average worker happiness, overall, if there is a known discrimination policy. The second result shows the average score if workers are unsure about the company policy. Finally, the last result shows worker happiness if a discrimination policy is not in place. General Happiness / Comfort Factor Yes Not Sure No Happiness Increase General Happiness / Comfort Factor
When the company has a non-discrimination policy 8.1 7.7 7.7 5.2%
Yes Not Sure No Happiness Increase
When the company has an LGBT support network/ employee group 8.3 7.6 7.8 6.4%
General Happiness / Comfort Factor Yes Not Sure No Happiness Increase
When the company has an “out” LGBT executive 8.7 7.6 7.6 14.5%
General Happiness / Comfort Factor Yes Not Sure No Happiness Increase
When the company has sponsored an LGBT event 8.9 7.8 7.7 15.6%
The hypothesis that a pro-LGBT public image increases employee happiness is reinforced. The data shows that having an employee group or a non-discrimination policy has a generally positive effect on work happiness. However, when the company has an “out” executive or if the company chooses to sponsor an LGBT event, it shows a dramatic increase in LGBT worker happiness.
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3.6 Importance of LGBT image in recruiting by degree of openness The below table outlines the overall average of the six questions designed to investigate how LGBT employees look for new employment Importance for Recruiting Totally Out Generally Out Generally Closeted Totally Closeted
5.5 5.5 5.1 4.0
The results show that it is more important for employees who are generally out or completely out to find a company with visible LGBT policies. This can be referred back to the previous result on people’s willingness to work in a company where they had to hide their sexual orientation or gender identity. When a company has a positive LGBT-image, it reinforces the comfort of out LGBT employees to apply for jobs there, because they know their sexual orientation will not be an issue.
3.7 Importance of LGBT image in recruiting by age groups Importance for Recruiting (by Age) 14-19 20-29 30-39 40-49 50-59 60+
5.3 5.2 5.3 5.4 4.7 4.7
By breaking down the results by age, it is further revealed that younger and middle-aged employees find pro-LGBT visibility to be a stronger job attractor than the older job seekers (50+). If companies want to recruit young and open employees, positive LGBT image is important. If we take into consideration our earlier conclusion that open employees are generally more efficient, these are exactly the candidates a company should be seeking. Admittedly, the scores on this section were lower than anticipated but this could be skewed by the current economic crisis, whereby, all job seekers are looking for a job with a steady income as a first priority. This hy-
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Introduction pothesis is reinforced by free text answers given by respondents. When asked to name their 5 highest priorities while looking for a job, salary was the most commonly recurring answers. The results also reflect the Danish mentality where employees do not expect to be discriminated against at work since Denmark is a tolerant country with anti-discrimination legislation. Many studies have been made about the impact of worker happiness in the workplace, and it is generally accepted that there is a positive correlation between workplace comfort and efficiency. A study by David Maister of 139 professional service firms in 15 countries covering 5500 employees, found that financial performance is directly linked to employee satisfaction. This was evaluated by margins, profit per employee and profit growth over a two-year period14.
3.8 Priorities of LGBT people when applying for jobs When looking for a job, my highest priorities are: Salary Good Work Environment Interesting Work Tasks Colleagues Location Work Hours Development Possibilities LGBT Inclusion Challenges Educational Relevance Workplace Policies Workplace Image Leadership/Management Employee Benefits
Percentage of respondents 20-29 years old 61.94% 51.01% 46.96% 34.01% 30.77% 16.60% 14.57% 13.36% 12.55% 12.15% 8.10% 7.69% 4.05% 4.05%
14 http://www.google.com/books?hl=da&lr=&id=8PFxuPGlcCoC&oi=fnd&pg=PA1&ots=jpQFuYNBpd&sig=dMVLmHJItxQShtE1aVbJTsoVcDc#v=onepage&q &f=false (Maister, David 2001, Practice What You Preach, The Free Press, New York)
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When looking for a job, my highest priorities are: Salary Interesting Work Tasks Colleagues Good Work Environment Location Challenges Development Possibilities Workplace Policies Work Hours Educational Relevance Leadership/Management Workplace Image LGBT Inclusion Employee Benefits
Percentage of respondents 30+ years old 54.68 % 38.71% 29.03% 26.94% 21.45% 17.74% 15.81% 15.48% 12.42% 12.10% 8.39% 5.48% 5.32% 5.16%
Overall, the top 4 priorities of Danish LGBT people are the same, whether they belong to younger or older generations. However, the incoming workforce of 20-29 year olds are much more focused on the work environment, colleagues and interesting tasks. The same applies for the focus on LGBT inclusion in the workplace, where 13.36% of 20-29 year olds value this at a workplace, when they are looking for employment, whereas only 5.32% of the respondents aged 30+ focused on LGBT inclusion. There is a tendency of the younger generation to have a high focus on the relationships within the workplace, and they are more focused on companies showing their commitments to the LGBT community.
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Conclusion 4. Conclusion The investment of time and support for employees clearly benefits and promotes a healthier bottom line. Diversity in the workplace fosters innovation and growth. Therefore, the support of diverse employee groups inside the workplace is an obvious business advantage. The conclusions from the Danish LGBT Workplace Study support the hypothesis that worker’s ability to be open about themselves results in a more comfortable and efficient work environment. Furthermore, the cross analysis of data reveals that public support of LGBT issues, such as a company having out executives or a company sponsoring an LGBT event have a large effect on how comfortable workers feel to be completely out. The supportiveness of non-LGBT allies also shows to positively affect worker’s comfort. Surprisingly, the survey showed that a large number of employees are not aware of their company’s non-discrimination policy. Though the recruiting section shows that this is not necessarily a deciding factor for applying to a company, it is still the responsibility of the employer to educate employees on policy so that they are aware of their rights to be free from discrimination at work. The survey did conclude that workers will, in general, not accept to work at a company where they do not have the possibility be open about their sexual orientation or gender identity. Therefore, it is important that management can uphold a standard of acceptance and nondiscrimination in the work environment. The conclusions reinforce the hypothesis that investing in your LGBT employees via programs that ensure they feel safe to be themselves, free from discrimination, will ultimately benefit your bottom line.
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Appendices Appendices A1. Full survey in Danish A2. Full survey in English A3. Confirmed distribution through the following channels
Appendix A1, Full Survey in Danish Velkommen Denne undersøgelse er rettet mod personer der arbejder eller har arbejdet i Danmark. (If you are looking for questions in English, please visit http://www.surveymonkey.com/s/lgbtworkplace But please only answer the Danish OR the English version) For at deltage i lodtrækningen om et supergavekort på 500DKK (gavekortet.dk) skal du færdiggøre spørgeskemaet og indtaste en gyldig email-adresse på den sidste side. Dette vil muliggøre at vi kan kontakte dig, hvis du vinder. Bemærk venligst følgende: Vi trækker to vindere, og en person kan ikke vinde to gange. Vi accepterer kun en besvarelse pr. person, så hvis du allerede har besvaret spørgeskemaet og givet din email-adresse, er den allerede i vores system. Du skal ikke besvare spørgeskemaet igen. Bemærk at vi vil kontakte dig angående lodtrækningen, når denne finder sted. Vi vil ikke dele dine oplysninger med en 3. part. Personlige spørgsmål Besvar venligst disse personlige spørgsmål, så vi kan kategorisere vores spørgeskema-svar. BEMÆRK: Hvis du ikke har arbejde i øjeblikket, men tidligere har haft et job i Danmark, kan du besvare spørgsmålene i forhold til din tidligere arbejdsplads. 1. Min nationalitet er 2. Min alder er
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Introduction
3. Jeg identificerer mig selv som: Lesbisk Bøsse Biseksuel Queer Heteroseksuel Andet (angiv venligst) 4. Jeg identificerer mig selv som: Mand Kvinde Trans-mand Trans-kvinde Queer Intersex Andet (angiv venligst) 5. Jeg har familie eller venner der åbent identificerer sig som: (du må gerne vælge mere end én) Lesbisk Bøsse Biseksuel Queer Trans-mand Trans-kvinde Intersex Ingen af ovenstående Andet (angiv venligst) 6. På min arbejdsplads er jeg åben omkring min seksualitet og kønsidentitet overfor: Alle Kun folk jeg taler med Kun tætte kolleger Jeg er ikke „ude“ overfor nogen
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Status of the Danish LGBT Workplace
4. Arbejdspladsen generelt Besvar venligst de følgende udtalelser ud fra din viden om din arbejdsplads. 7. Min arbejdsplads har et internt LGBT (Lesbian, Gay, Bisexual, Transgender) support netværk Ja Nej Ved ikke 8. Min arbejdsplads har mindst én „åben“ LGBT chef. Ja Nej Ved ikke 9. Min arbejdsplads har de samme personalegoder for alle ansatte. Ja Ved ikke Nej (angiv venligst forskelle) 10. Min arbejdsplads har en official ikke-diskriminationspolitik overfor LGBT ansatte. Ja Nej Ved ikke 11. Ledelsen opretholder ikke-diskriminationspolitikken, som arbejdspladsen har vedtaget. Ja Nej Ved ikke N/A (hvis svaret på forrige spørgsmål var „nej“) 12. Min arbejdsplads har officielt sponsoreret et LGBT-event. Nej Ved ikke Ja (angiv venligst hvilke(n))
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Introduction 13. Vælg venligst det samlede antal medarbejdere på din arbejdsplads: 1-20 21-50 51-100 101-500 Over 501 14. Min stilling på arbejdspladsen er: (Eksempel: HR manager, lagermedarbejder, kontorassistent) Glæde og Produktivitet Bedøm venligst følgende udtalelser på en skala fra 1 til 10, hvor 1 betyder „meget uenig“ og 10 betyder „meget enig“. N/A betyder „ikke relevant for mig“. 15. Angiv venligst: • Arbejdspladsens rummelighed og inkluderende holding er medførende til, at jeg er glad for at gå på arbejde hver dag • Jeg er ikke nervøs for om folk på min arbejdsplads finder ud af min selv-identificerede seksuelle orientering. • Jeg er ikke nervøs for om folk på min arbejdsplads finder ud af min selv-identificerede kønsidentitet. • Jeg føler, at jeg kan snakke åbent om mit privatliv på min arbejdsplads. • Jeg føler mig tryg ved at snakke om mit privatliv med mine kolleger. • Jeg føler mig inkluderet i sociale aktiviteter ved måltider, pauser, firma-events osv. • Jeg føler mig åben (ikke stresset) under sociale aktiviteter med mine arbejdskolleger. • Mine kolleger er generelt opbakkende omkring LGBT miljøet. • Jeg føler mig produktiv når jeg er på arbejde, fordi jeg ikke føler at mit privatliv er et problem for nogen. • Jeg føler mig mere produktiv i et inkluderende arbejdsmiljø (kun relevant, hvis du har haft flere arbejdspladser, så du kan sammenligne). • Andet (angiv venligst) 16. HVIS du har skjult din seksuelle orientering på din arbejdsplads (fortid eller nutid), hvordan vil du vurdere din egen produktivitet på den arbejdsplads på en skala fra 1-100? 100 er fuld produktivitet. (Hvis ikke, spring over). 17. HVIS du har skjult din kønsidentitet på din arbejdsplads (fortid eller nutid), hvordan vil du vurdere din egen produktivitet på den arbejdsplads på en skala fra 1-100? 100 er fuld produktivitet. (Hvis ikke, spring over).
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Status of the Danish LGBT Workplace
Tiltrækning og Fastholdelse af Toptalenter Bedøm venligst følgende udtalelser på en skala fra 1 til 10, hvor 1 betyder „meget uenig“ og 10 betyder „meget enig“. 18. Angiv venligst: • Når jeg leder efter jobs, er jeg mere tilbøjelig til at søge job hvor arbejdspladsen har et LGBT netværk. • Når jeg leder efter jobs, er jeg mere tilbøjelig til at søge job hvor arbejdspladsen har et positivt LGBT image. • Når jeg leder efter jobs, tænker jeg på arbejdspladsens LGBT politik. • Jeg har, eller jeg ville skifte job for at arbejde i et mere inkluderende arbejdsmiljø. • Jeg ville ikke arbejde på en arbejdsplads. hvor jeg skulle skjule min seksuelle orientering. • Jeg ville ikke arbejde på en arbejdsplads. hvor jeg skulle skjule min kønsidentitet. • Andet (angiv venligst) 19. Når jeg søger efter jobs, er mine højeste prioriteter: (Angiv venligst) 1. 2. 3. 4. 20. Hvis du skjuler din seksualitet og/eller kønsidentitet, forklar venligst hvorfor: N/A = Ikke relevant for mig Andet (angiv venligst)
Tak fordi du har besvaret undersøgelsen 21. Email adresse (valgfrit) Indtast din email-adresse for at deltage i lodtrækningen om 2 supergavekort på 500 DKK. 22. I må gerne kontakte mig via email, hvis I har yderligere spørgsmål vedrørende denne undersøgelse. Ja Nej 23. Kommentarer (valgfrit)
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Introduction Appendix A2, Full Survey in English
Welcome This survey is meant to be taken by people who have worked or are working in Denmark. (Hvis du ønsker at besvare på dansk, så gå til følgende web-adresse: http://www.surveymonkey.com/s/lgbt-arbejdsplads Men besvar kun ENTEN på engelsk ELLER på dansk) In order to participate in the drawing for a 500DKK gift card (gavekortet.dk), you must complete the survey and give your email address on the last page. This will ensure that we can contact you in case you win. Note the following conditions: We will draw two winners, however, one person cannot win twice. We only accept one entry per person, if you have already taken the survey and entered your email address, we have this stored in our system. Finally, note that we will contact you regarding the contest on the day of the drawing. Your personal information will never be shared with a third party.
Personal Questions Please answer these personal questions, so we can categorize our survey. NOTE: If you are not currently employed but have held a job in the past, you may answer the questions in relation to your past company experience. 1. My nationality is: 2. My age is: 3. I identify as: Lesbian Gay Bisexual Queer Heterosexual Other (specify)
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Status of the Danish LGBT Workplace
4. I identify as: Male Female Trans-man Trans-woman Queer Intersex Other (specify)
5. I have family or friends openly identifying as (you may choose more than one): Lesbian Gay Bisexual Queer Trans-man Trans-woman Intersex None of the above Other (specify) 6. Regarding my sexuality and gender identity, at work I am: Out to everyone Out to people I talk with Out only to close colleagues Not out
General Workplace Please respond to the following statements according to your knowledge about your workplace 7. My company has an internal LGBT (Lesbian, Gay, Bisexual, Transgender) support network: Yes No Not sure
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Introduction
8. My company has one or more “out� LGBT executive(s): Yes No Not sure 9. My company has equal benefits for all employees: Yes No (specify differences) Not sure 10. My company has an official non-discrimination policy for LGBT employees. Yes No Not sure 11. The management uphold the non-discrimination policy set by the company. Yes No Not sure Not applicable (no policy) 12. My company has publicly sponsored an LGBT event. Yes (specify which event) No Not sure 13. Please choose the overall amount of employees at your company. 1 - 20 21 - 50 51 - 100 101 - 500 Over 501 14. My position in the company is: (Example: HR manager, warehouse associate, office assistant)
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Status of the Danish LGBT Workplace
Happiness & Productivity Please rate the following statements on the scale of 1 to 10, with 1 being strongly disagree and 10 being strongly agree. N/A means „not applicable for me“. 15. Please indicate • In relation to workplace inclusiveness, I feel happy going to work every day. • I do not feel anxious that people at work might find out about my sexual orientation. • I do not feel anxious that people at work might find out about my gender identity. • I feel that my personal life can be discussed in the workplace. • I feel comfortable when talking about my personal life with colleagues. • I feel included in the social interactions at meal times, break times, company events, etc. • I feel open (no stress) during social interactions with my work colleagues. • My colleagues are generally supportive of the LGBT community. • My colleagues are generally knowledgeable about the LGBT community. • I feel productive when I am at work because I do not think my personal life is an issue for anyone. • I feel more productive in an inclusive work environment (only applicable if you have had multiple jobs to compare atmosphere). • Other (please specify) 16. IF you have hidden your sexual orientation at your workplace (past or present), how would you rate your own productivity at that workplace on a scale from 1-100? 100 being full productivity (If not, skip the question) 17. IF you have hidden your gender identity at your workplace (past or present), how would you rate your own productivity at that workplace on a scale from 1-100? 100 being full productivity (If not, skip the question)
Attracting & Retaining Top Talent Please rate the following statements on the scale of 1 to 10, with 1 being strongly disagree and 10 being strongly agree. 18. Please indicate • When looking for jobs, I am more likely to apply for a job with a company that has an LGBT network. • When looking for jobs, I am more likely to apply for a job with a company that holds a positive LGBT image.
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Introduction • • • • •
When looking for jobs, I consider a company‘s LGBT policies. I have or I would change my job in order to move to more inclusive work environment. I would not work at a company where I had to hide my sexual orientation. I would not work at a company where I had to hide my gender identity. Other (please specify)
19. When looking for a job my highest priorities are: (Please list) 1. 2. 3. 4. 20. IF you are hiding your sexuality and/or gender identity, please explain why. N/A = Not applicable for me Other (please specify)
Thank you for completing the survey 21. Email address (optional) Note: You must enter your email address to participate in the drawing 22. You may contact me via email regarding this survey if you have more questions Yes No 23. Comments (optional)
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Status of the Danish LGBT Workplace
Appendix A3, Confirmed distribution of survey invitation through the following: • Q-Factor: Direct link from webpage http://www.qfactor.dk in the period 01.10.2010-20.04.2011 • Out&About Magazine Online: Direct link from webpage http://outandabout.dk/ for 30 days starting 18.01.2011 • Panbladet.dk: Direct link from webpage http://panbladet.dk/ in the period 17.02.2011-20.04.2011 • Boyfriend.dk: Banner campaigns, 10.000 showings per day in the periods 19.10.2010-28.10.2010 / 31.10.2010-09.11-2010 / 01.12.2010-10.12.2010 • Boyfriend.dk: Newsletter sent to all profiles 31.03.2011 with direct link to survey ● • YesYesYes.dk: Newsletter sent to contacts 28.02.2011 with direct link to survey ● • LGBT Danmark: Information mail sent to all email addresses on 09.02.2011
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Notizen
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Status of the Danish LGBT Workplace