A ground-breaking report has highlighted the priorities and inclusion experiences of LGBT assignees in workplaces abroad. It offers an important insight for everyone involved with global mobility. This report also provides a clear direction to ensure that our industry is fully inclusive.
The 2020 report conducted by Deloitte included 413 participants (389 identified as LGBT and 24 had LGBT dependants). Of the participants, 132 were offered an international assignment – 116 accepted and 16 declined. The findings state that:
- LGBT laws and culture are the two most important factors influencing the decision of LGBT people to work abroad – even ahead of healthcare and insurance.
- 69% of LGBT professionals cited discrimination laws related to LGBT people as a reason for rejecting a potential international assignment.
- Despite a desire for ‘local knowledge’, over 90% of LGBT professionals working on international assignments did not receive information about laws or culture related to LGBT people from their employer.
- LGBT people are significantly more likely to accept work assignments to countries with higher levels of social and legal acceptance of LGBT people. As a country’s score of social and legal LGBT acceptance increases, there is a statistically significant rise in the number of LGBT professionals willing to travel there. Therefore, they are more willing to accept international assignments.
What does this mean for global mobility providers?
It is disappointing to see that over 90% of LGBT professionals did not receive any information about their destinations’ laws or culture regarding LGBT communities as part of the relocation process. Participants said the details required about the host country was:
- Information on laws related to LGBT people (87% of respondents)
- Culture related to LGBT people (83% of respondents)
- Health and insurance (79% of respondents)
By providing the important details about law and culture, there are significant benefits to be gained:
- Greater understanding and therefore appeal of international assignments amongst LGBT employees.
- Increased inclusivity in recruiting for international assignments.
- Truly inclusive organisations gain a competitive edge by attracting and retaining the skills of LGBT individuals.
- LGBT employees are more productive and successful in their assignments when they’re fully informed and able to settle quickly into their new roles and destinations.
“At BTR, we are aware of the support required by LGBT individuals,” states Jennifer Patrick, Business Development Executive at BTR. “We strive to make sure they have all the information they need. This includes information about the relevant culture and laws of their destination country. It’s an integral part of our cultural training service.”
Do you want more information on how organisations drive LGBT inclusion for assignees?
Speak with one of our expert consultants today, call us at 01582 495495.
