LGBTQI+ Inclusion in Organisations

An inclusive organisational climate is crucial to the successful management of a diverse workplace, but much remains unknown about how to effectively create such a climate. Inclusion of lesbian, gay, bisexual, transgender, queer and intersex (LGBTQI+) employees presents a particular challenge to these efforts, as members of this group are different in relatively invisible ways.

This project examines how workplace diversity, equity, and inclusion (DEI) efforts shape the experiences, well-being, and engagement of LGBTQ+ employees. Across multiple studies, the findings show that inclusion is not simply a matter of having policies in place, but depends on how diversity is framed, communicated, and enacted in everyday organisational life (Policy handout).

Organisations differ in how they approach diversity. When organisations openly recognize and value differences in sexual orientation and gender identity, LGBTQ+ employees report feeling safer, more accepted, and more committed to their workplace (https://doi.org/10.1007/s10869-024-09975-2). In contrast, approaches that emphasize similarities among employee groups or downplay social identities - often intended to promote fairness - can unintentionally leave LGBTQ+ employees feeling merely tolerated rather than genuinely included (https://doi.org/10.1111/bjso.70006). Such climates of tolerance could create conditions that discourage employees from fully expressing themselves or contributing their perspectives.

The research further shows that good intentions alone are not enough. Even in organisations with inclusive visions, DEI efforts often falter when responsibility is unclear, when initiatives rely too heavily on a few committed individuals, or when leadership support is inconsistent. Inclusion emerges as a dynamic process shaped by interpretation, alignment, and follow-through across different organisational levels.

Finally, the research highlights ongoing inequalities in well-being. LGBTQ+ employees reported lower job satisfaction and poorer mental health than their cisgender, heterosexual colleagues.

Taken together, this dissertation demonstrates that sustainable inclusion requires clear, identity-conscious signals, shared responsibility, and consistent everyday practices are essential for creating workplaces where LGBTQ+ employees feel genuinely valued and able to thrive.

For a summary of findings and concrete recommendations, download our practical guide to building queer-inclusive workplaces.

You can download the complete dissertation here or access the interactive online version here.

This project was completed on 13 March 2026.

Funding

This study is part of the research program Sustainable Cooperation – Roadmaps to Resilient Societies (SCOOP). The SCOOP program was funded by the Netherlands Organization for Scientific Research (NWO) and the Dutch Ministry of Education, Culture and Science (OCW) in the context of its 2017 Gravitation Program.

Researcher

Supervisors

Seval Gündemir (UvA)