{"id":12628,"date":"2024-05-29T13:23:08","date_gmt":"2024-05-29T17:23:08","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=12628"},"modified":"2024-05-29T13:23:08","modified_gmt":"2024-05-29T17:23:08","slug":"gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/","title":{"rendered":"Gen Z and the LGBTQ+ Imperative: Profit and Progress Hinge on Workplace Inclusion"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"As Generation Z assumes a greater share of the workforce, employers face increasing pressure to create inclusive, psychologically safe workplaces. LGBTQ+ identification in the United States has doubled over the past 11 years with 22.3% of Gen Z identifying as LGBTQ+. In fact, each younger generation is twice as likely to identify as LGBTQ+ than previous generations. In short, LGBTQ+ inclusion is a workplace issue.\u00a0 Given that Gen Z will comprise 30% of the U.S. labor force by 2030, organizations that fail to prioritize LGBTQ+ inclusion will lose out on top talent and incur the replacement costs associated with turnover. Ernst and Young calculated the annual savings at $4.2 million for the average Fortune 500 company if retention of LGBTQ+ employees improves by just 5%.\u00a0 Employees aren\u2019t the only ones watching\u2014customers are too. A recent study by GLAAD and Edelman found that Americans are twice as likely to buy from brands that publicly support and commit to protecting LGBTQ+ rights. LGBTQ+ individuals also make up a notable share of the modern marketplace, and your products and services must cater to this population. Recent estimates put the LGBTQ+ community\u2019s purchasing power at $3.9 trillion.\u00a0 Remember, there are important differences between older-generation and younger-generation LGBTQ+ employees. Specific identification varies \u2013 \u201cbisexual\u201d is the most common identity for Gen Z, millennial, and Gen X, whereas \u201cbisexual\u201d is tied with or trails \u201clesbian\u201d and \u201cgay\u201d in baby boomers.\u00a0 Gen Z also has a less positive outlook on their employer\u2019s LGBTQ+ inclusion than every other generation, graded at a C+ compared to a B. This reinforces that employers must prioritize and bolster LGBTQ+ inclusion efforts. The bottom line is if your company wants to attract top talent, engage employees, strengthen its brand, and increase profits, it must include and advocate for LGBTQ+ people. Companies that are ready to invest in LGBTQ+ inclusion need to make sure they\u2019re getting it right. We\u2019ve identified six primary initiatives that make a true impact. Focus on psychological safety and belonging. Research shows that organizations thrive when employees can be their authentic selves. However, 46% of LGBTQ+ employees report being closeted at work. This underscores the work leaders need to do to foster spaces where LBGTQ+ employees feel welcomed and accepted. Some key methods to increase psychological safety include viewing conflict as solvable, holding empathy for others, and asking for feedback. Establish employee or business resource groups. Creating affinity groups is another great way to boost belonging amid identity groups. However, in order to ensure sustainable success, it\u2019s important that all groups are aligned with overarching business goals. Positioning a group as an employee resource group or business resource group with clear goals and an executive sponsor increases organization-wide awareness and support. With the proper framework, ERGs and BRGs can collect valuable employee feedback, share personal stories, and increase employee engagement. Implement inclusive leadership training. Inclusive leadership is the foundation of a positive workplace culture, one where leaders not only accomplish organizational goals, but create space for creativity, innovation, and excellence. Inclusive leadership requires a shift in traditional top-down management thinking, but anyone can be a more effective leader by adopting three key strategies: use inclusive language, encourage contributions from everyone, and invest in people-first relationships. Inclusive leadership is a practice that develops and grows over time, and benefits from intentional reflection and training. Establish a mentorship program. LGBTQ+ people rarely see themselves represented in leadership positions and may not see a clear career path at your company. Just 0.8% of Fortune 500 CEO roles and only 0.6% of Fortune 500 board seats are held by LGBTQ+ people. Establishing mentorship and sponsorship programs can help develop talent and assure LGBTQ+ employees that you care about their career development. If you do have LGBTQ+ leadership at your organization, encourage them to share their personal stories. The increased visibility will inspire other employees and signal that your company is welcoming and affirming. Focus on allyship. Training your entire workforce to be allies of the LGBTQ+ community reinforces your commitment to creating a welcoming culture. Successful methods include active allyship training and storytelling from members of the LGBTQ+ community. Leaders should set the expectation that everyone must be treated with respect and professionalism, so that all employees feel able to show up as their authentic selves. Ensure your policies are inclusive. Inclusive policies and benefits demonstrate your commitment to fostering a supportive environment for everyone, regardless of sexual orientation or gender identity. This includes implementing a robust anti-discrimination policy, eliminating gender-based dress codes, including same-sex partnerships in benefit options, and using gender-neutral language in company documentation. Embracing LGBTQ+ inclusion is not just a moral imperative but a strategic business decision. As Gen Z becomes a significant part of the workforce, companies that prioritize inclusion, belonging, and employee engagement will thrive, attracting top talent and gaining customer loyalty. By implementing comprehensive policies and fostering an inclusive culture, organizations can ensure they are well-positioned for future success, benefiting both their employees and their bottom line. The time to act is now, as inclusive practices are crucial for building a resilient and innovative workplace.\u00a0 To learn more about fostering an LGBTQ+-inclusive workplace, explore our comprehensive online course, The ABCs of LGBTQ+. And for practical advice for cultivating inclusive, welcoming workplaces for all employees, read The Inclusive Leadership Handbook. Kaela Sosa is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow Kaela on Linkedin to learn more.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">As Generation Z assumes a greater share of the workforce, employers face increasing pressure to create inclusive, psychologically safe workplaces. LGBTQ+ identification in the United States has <\/span><a href=\"https:\/\/news.gallup.com\/poll\/611864\/lgbtq-identification.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">doubled over the past 11 years<\/span><\/a><span style=\"font-weight: 400;\"> with 22.3% of Gen Z identifying as LGBTQ+. In fact, each younger generation is <\/span><a href=\"https:\/\/news.gallup.com\/poll\/611864\/lgbtq-identification.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">twice as likely to identify as LGBTQ+<\/span><\/a><span style=\"font-weight: 400;\"> than previous generations. In short, LGBTQ+ inclusion <\/span><i><span style=\"font-weight: 400;\">is<\/span><\/i><span style=\"font-weight: 400;\"> a workplace issue.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Given that <\/span><a href=\"https:\/\/www.ey.com\/en_us\/diversity-equity-inclusiveness\/2024-ey-us-lgbtq-workplace-barometer\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Gen Z will comprise 30% of the U.S. labor force by 2030<\/span><\/a><span style=\"font-weight: 400;\">, organizations that fail to prioritize LGBTQ+ inclusion will lose out on top talent and incur the replacement costs associated with turnover. Ernst and Young calculated the annual savings at $4.2 million for the average Fortune 500 company if retention of LGBTQ+ employees improves by just 5%.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employees aren\u2019t the only ones watching\u2014customers are too. <\/span><a href=\"https:\/\/media.glaad.org\/wp-content\/uploads\/2022\/12\/20055438\/Top-Insights_Business-and-LGBTQRights-in-the-U.S._FINAL-3c1.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">A recent study by GLAAD and Edelman<\/span><\/a><span style=\"font-weight: 400;\"> found that Americans are twice as likely to buy from brands that publicly support and commit to protecting LGBTQ+ rights. LGBTQ+ individuals also make up a notable share of the modern marketplace, and your products and services must cater to this population. Recent estimates put the LGBTQ+ community\u2019s purchasing power at <\/span><a href=\"https:\/\/www.bloomberg.com\/news\/articles\/2023-10-06\/lgbtq-spending-power-outweighs-hate-campaign-risk-for-businesses#:~:text=Globally%2C%20LGBTQ%20people%20hold%20an,to%20investment%20adviser%20LGBT%20Capital.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">$3.9 trillion<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Remember, there are important differences between older-generation and younger-generation LGBTQ+ employees. Specific <\/span><a href=\"https:\/\/news.gallup.com\/poll\/611864\/lgbtq-identification.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">identification varies<\/span><\/a><span style=\"font-weight: 400;\"> \u2013 \u201cbisexual\u201d is the most common identity for Gen Z, millennial, and Gen X, whereas \u201cbisexual\u201d is tied with or trails \u201clesbian\u201d and \u201cgay\u201d in baby boomers.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Gen Z also has a less positive outlook on their employer\u2019s LGBTQ+ inclusion than every other generation, graded at <\/span><a href=\"https:\/\/www.ey.com\/en_us\/diversity-equity-inclusiveness\/2024-ey-us-lgbtq-workplace-barometer\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">a C+ compared to a B<\/span><\/a><span style=\"font-weight: 400;\">. This reinforces that employers must prioritize <\/span><i><span style=\"font-weight: 400;\">and bolster<\/span><\/i><span style=\"font-weight: 400;\"> LGBTQ+ inclusion efforts.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-12629 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-1024x683.jpg\" alt=\"Young diverse people having fun holding LGBT rainbow flag outdoor\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-2048x1365.jpg 2048w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-600x400.jpg 600w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The bottom line is if your company wants to attract top talent, engage employees, strengthen its brand, and increase profits, it must include and advocate for LGBTQ+ people. Companies that are ready to invest in LGBTQ+ inclusion need to make sure they\u2019re getting it right. We\u2019ve identified six primary initiatives that make a true impact.<\/span><\/p>\n<ol>\n<li><b>Focus on psychological safety and belonging.<\/b> <a href=\"https:\/\/www.forbes.com\/sites\/dedehenley\/2024\/03\/24\/the-transformative-power-of-belonging-at-work\/?sh=6b097fd071a8\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Research<\/span><\/a><span style=\"font-weight: 400;\"> shows that organizations thrive when employees can be their authentic selves. However, <\/span><a href=\"https:\/\/www.hrc.org\/resources\/a-workplace-divided-understanding-the-climate-for-lgbtq-workers-nationwide\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">46% of LGBTQ+ employees report being closeted at work<\/span><\/a><span style=\"font-weight: 400;\">. This underscores the work leaders need to do to foster spaces where LBGTQ+ employees feel welcomed and accepted. Some key methods to <\/span><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/safe-spaces-bold-ideas-nurturing-psychological-safety-in-teams\/\"><span style=\"font-weight: 400;\">increase psychological safety<\/span><\/a><span style=\"font-weight: 400;\"> include viewing conflict as solvable, holding empathy for others, and asking for feedback.<\/span><\/li>\n<li><b>Establish employee or business resource groups.<\/b><span> Creating affinity groups is another great way to boost belonging amid identity groups. However, in order to ensure sustainable success, it\u2019s important that all groups are aligned with overarching business goals. Positioning a group as an employee resource group or business resource group with clear goals and an executive sponsor increases organization-wide awareness and support. With the proper framework, ERGs and BRGs can collect valuable employee feedback, share personal stories, and increase employee engagement.<\/span><\/li>\n<li><b>Implement inclusive leadership training.<\/b><span> Inclusive leadership is the foundation of a positive workplace culture, one where leaders not only accomplish organizational goals, but create space for creativity, innovation, and excellence. Inclusive leadership requires a shift in traditional top-down management thinking, but anyone can be a more effective leader by adopting three key strategies: use inclusive language, encourage contributions from everyone, and invest in people-first relationships. Inclusive leadership is a practice that develops and grows over time, and benefits from intentional reflection and <\/span><a href=\"https:\/\/thediversitymovement.com\/solutions\/inclusive-leadership-development\/\"><span>training<\/span><\/a><span>. <\/span><\/li>\n<li><b>Establish a mentorship program.<\/b><span> LGBTQ+ people rarely see themselves represented in leadership positions and may not see a clear career path at your company. <\/span><a href=\"https:\/\/www.ey.com\/en_us\/diversity-equity-inclusiveness\/2024-ey-us-lgbtq-workplace-barometer\" target=\"_blank\" rel=\"noopener\"><span>Just 0.8% of Fortune 500 CEO roles and only 0.6% of Fortune 500 board seats are held by LGBTQ+ people<\/span><\/a><span>. Establishing mentorship and sponsorship programs can help develop talent and assure LGBTQ+ employees that you care about their career development. If you do have LGBTQ+ leadership at your organization, encourage them to share their personal stories. The increased visibility will inspire other employees and signal that your company is welcoming and affirming.<\/span><\/li>\n<li><b>Focus on allyship.<\/b><span> Training your entire workforce to be allies of the LGBTQ+ community reinforces your commitment to creating a welcoming culture. Successful methods include active allyship training and storytelling from members of the LGBTQ+ community. Leaders should set the expectation that everyone must be treated with respect and professionalism, so that all employees feel able to show up as their authentic selves.<\/span><\/li>\n<li><b>Ensure your policies are inclusive.<\/b><span> Inclusive policies and benefits demonstrate your commitment to fostering a supportive environment for everyone, regardless of sexual orientation or gender identity. This includes implementing a robust anti-discrimination policy, eliminating gender-based dress codes, including same-sex partnerships in benefit options, and using gender-neutral language in company documentation.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Embracing LGBTQ+ inclusion is not just a moral imperative but a strategic business decision. As Gen Z becomes a significant part of the workforce, companies that prioritize inclusion, belonging, and employee engagement will thrive, attracting top talent and gaining customer loyalty. By implementing comprehensive policies and fostering an inclusive culture, organizations can ensure they are well-positioned for future success, benefiting both their employees and their bottom line. The time to act is now, as inclusive practices are crucial for building a resilient and innovative workplace.\u00a0<\/span><\/p>\n<p><strong>To learn more about fostering an LGBTQ+-inclusive workplace, explore our comprehensive online course, <a href=\"https:\/\/thediversitymovement.com\/courses\/abcs-of-lgbtq\/\">The ABCs of LGBTQ+<\/a>. And for practical advice for cultivating inclusive, welcoming workplaces for all employees, read <a href=\"https:\/\/thediversitymovement.com\/product\/the-inclusive-leadership-handbook\/\">The Inclusive Leadership Handbook<\/a>.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><b><i>Kaela Sosa<\/i><\/b><\/a><i><span style=\"font-weight: 400;\"> is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow <\/span><\/i><a href=\"https:\/\/www.linkedin.com\/in\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Kaela<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> on Linkedin to learn more.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>As Generation Z assumes a greater share of the workforce, employers face increasing pressure to create inclusive, psychologically safe workplaces. LGBTQ+ identification in the United States has doubled over the15<\/p>\n","protected":false},"author":13,"featured_media":12629,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,60,62,58],"tags":[109,113,82],"tdm_type":[92],"class_list":["post-12628","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-employee-experience-organizational-culture","category-inclusive-leadership","category-trends-industry-insights","tag-gender","tag-generations","tag-lgbtqia","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Gen Z and the Imperative of LGBTQ+ Inclusion in the Workplace<\/title>\n<meta name=\"description\" content=\"As Gen Z enters the workforce, employers must prioritize LGBTQ+ inclusion to attract talent and reduce turnover.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Gen Z and the Imperative of LGBTQ+ Inclusion in the Workplace\" \/>\n<meta property=\"og:description\" content=\"As Gen Z enters the workforce, employers must prioritize LGBTQ+ inclusion to attract talent and reduce turnover.\" \/>\n<meta property=\"og:url\" content=\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\" \/>\n<meta property=\"og:site_name\" content=\"The Diversity Movement\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/thediversitymovement\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-05-29T17:23:08+00:00\" \/>\n<meta property=\"og:image\" content=\"http:\/\/live-diversitymovement.pantheonsite.io\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1706\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Allison Bennett\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Allison Bennett\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#article\",\"isPartOf\":{\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\"},\"author\":{\"name\":\"Allison Bennett\",\"@id\":\"https:\/\/thediversitymovement.com\/#\/schema\/person\/2d8a27d0d0eb60a2a9ecee0308936823\"},\"headline\":\"Gen Z and the LGBTQ+ Imperative: Profit and Progress Hinge on Workplace Inclusion\",\"datePublished\":\"2024-05-29T17:23:08+00:00\",\"mainEntityOfPage\":{\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\"},\"wordCount\":983,\"publisher\":{\"@id\":\"https:\/\/thediversitymovement.com\/#organization\"},\"image\":{\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg\",\"keywords\":[\"Gender\",\"Generations\",\"LGBTQIA\"],\"articleSection\":[\"Diversity, Equity, and Inclusion Fundamentals\",\"Employee Engagement &amp; Organizational Culture\",\"Inclusive Leadership\",\"Trends &amp; Industry Insights\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\",\"url\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\",\"name\":\"Gen Z and the Imperative of LGBTQ+ Inclusion in the Workplace\",\"isPartOf\":{\"@id\":\"https:\/\/thediversitymovement.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage\"},\"image\":{\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg\",\"datePublished\":\"2024-05-29T17:23:08+00:00\",\"description\":\"As Gen Z enters the workforce, employers must prioritize LGBTQ+ inclusion to attract talent and reduce turnover.\",\"breadcrumb\":{\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage\",\"url\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg\",\"contentUrl\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg\",\"width\":2560,\"height\":1706,\"caption\":\"Young diverse people having fun holding LGBT rainbow flag outdoor\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/thediversitymovement.com\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Articles\",\"item\":\"https:\/\/thediversitymovement.com\/type\/articles\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Gen Z and the LGBTQ+ Imperative: Profit and Progress Hinge on Workplace Inclusion\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/thediversitymovement.com\/#website\",\"url\":\"https:\/\/thediversitymovement.com\/\",\"name\":\"The Diversity Movement\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/thediversitymovement.com\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/thediversitymovement.com\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/thediversitymovement.com\/#organization\",\"name\":\"The Diversity Movement\",\"url\":\"https:\/\/thediversitymovement.com\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/thediversitymovement.com\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/02\/Stack-Blue.jpg\",\"contentUrl\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/02\/Stack-Blue.jpg\",\"width\":1500,\"height\":619,\"caption\":\"The Diversity Movement\"},\"image\":{\"@id\":\"https:\/\/thediversitymovement.com\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/thediversitymovement\/\",\"https:\/\/www.instagram.com\/thediversitymovement\/\",\"https:\/\/www.linkedin.com\/in\/thediversitymovement\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/thediversitymovement.com\/#\/schema\/person\/2d8a27d0d0eb60a2a9ecee0308936823\",\"name\":\"Allison Bennett\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/thediversitymovement.com\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/fd084653612524240e79ece6703ab4dd9f22c1f75876011d296c0c5bdc1c4169?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/fd084653612524240e79ece6703ab4dd9f22c1f75876011d296c0c5bdc1c4169?s=96&d=mm&r=g\",\"caption\":\"Allison Bennett\"}}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Gen Z and the Imperative of LGBTQ+ Inclusion in the Workplace","description":"As Gen Z enters the workforce, employers must prioritize LGBTQ+ inclusion to attract talent and reduce turnover.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/","og_locale":"en_US","og_type":"article","og_title":"Gen Z and the Imperative of LGBTQ+ Inclusion in the Workplace","og_description":"As Gen Z enters the workforce, employers must prioritize LGBTQ+ inclusion to attract talent and reduce turnover.","og_url":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/","og_site_name":"The Diversity Movement","article_publisher":"https:\/\/www.facebook.com\/thediversitymovement\/","article_published_time":"2024-05-29T17:23:08+00:00","og_image":[{"width":2560,"height":1706,"url":"http:\/\/live-diversitymovement.pantheonsite.io\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg","type":"image\/jpeg"}],"author":"Allison Bennett","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Allison Bennett","Est. reading time":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#article","isPartOf":{"@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/"},"author":{"name":"Allison Bennett","@id":"https:\/\/thediversitymovement.com\/#\/schema\/person\/2d8a27d0d0eb60a2a9ecee0308936823"},"headline":"Gen Z and the LGBTQ+ Imperative: Profit and Progress Hinge on Workplace Inclusion","datePublished":"2024-05-29T17:23:08+00:00","mainEntityOfPage":{"@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/"},"wordCount":983,"publisher":{"@id":"https:\/\/thediversitymovement.com\/#organization"},"image":{"@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage"},"thumbnailUrl":"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg","keywords":["Gender","Generations","LGBTQIA"],"articleSection":["Diversity, Equity, and Inclusion Fundamentals","Employee Engagement &amp; Organizational Culture","Inclusive Leadership","Trends &amp; Industry Insights"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/","url":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/","name":"Gen Z and the Imperative of LGBTQ+ Inclusion in the Workplace","isPartOf":{"@id":"https:\/\/thediversitymovement.com\/#website"},"primaryImageOfPage":{"@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage"},"image":{"@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage"},"thumbnailUrl":"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg","datePublished":"2024-05-29T17:23:08+00:00","description":"As Gen Z enters the workforce, employers must prioritize LGBTQ+ inclusion to attract talent and reduce turnover.","breadcrumb":{"@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#primaryimage","url":"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg","contentUrl":"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/05\/iStock-1395878566-scaled.jpg","width":2560,"height":1706,"caption":"Young diverse people having fun holding LGBT rainbow flag outdoor"},{"@type":"BreadcrumbList","@id":"http:\/\/live-diversitymovement.pantheonsite.io\/gen-z-lgbtq-imperative-profit-progress-hinge-workplace-inclusion\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/thediversitymovement.com\/"},{"@type":"ListItem","position":2,"name":"Articles","item":"https:\/\/thediversitymovement.com\/type\/articles\/"},{"@type":"ListItem","position":3,"name":"Gen Z and the LGBTQ+ Imperative: Profit and Progress Hinge on Workplace Inclusion"}]},{"@type":"WebSite","@id":"https:\/\/thediversitymovement.com\/#website","url":"https:\/\/thediversitymovement.com\/","name":"The Diversity Movement","description":"","publisher":{"@id":"https:\/\/thediversitymovement.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/thediversitymovement.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/thediversitymovement.com\/#organization","name":"The Diversity Movement","url":"https:\/\/thediversitymovement.com\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/thediversitymovement.com\/#\/schema\/logo\/image\/","url":"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/02\/Stack-Blue.jpg","contentUrl":"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/02\/Stack-Blue.jpg","width":1500,"height":619,"caption":"The Diversity Movement"},"image":{"@id":"https:\/\/thediversitymovement.com\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/thediversitymovement\/","https:\/\/www.instagram.com\/thediversitymovement\/","https:\/\/www.linkedin.com\/in\/thediversitymovement\/"]},{"@type":"Person","@id":"https:\/\/thediversitymovement.com\/#\/schema\/person\/2d8a27d0d0eb60a2a9ecee0308936823","name":"Allison Bennett","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/thediversitymovement.com\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/fd084653612524240e79ece6703ab4dd9f22c1f75876011d296c0c5bdc1c4169?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/fd084653612524240e79ece6703ab4dd9f22c1f75876011d296c0c5bdc1c4169?s=96&d=mm&r=g","caption":"Allison Bennett"}}]}},"_links":{"self":[{"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/posts\/12628","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/comments?post=12628"}],"version-history":[{"count":2,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/posts\/12628\/revisions"}],"predecessor-version":[{"id":12631,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/posts\/12628\/revisions\/12631"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/media\/12629"}],"wp:attachment":[{"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/media?parent=12628"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/categories?post=12628"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/tags?post=12628"},{"taxonomy":"tdm_type","embeddable":true,"href":"https:\/\/thediversitymovement.com\/wp-json\/wp\/v2\/tdm_type?post=12628"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}