A new report has laid bare the extent of homophobia in UK workplaces, revealing the significant barriers faced by LGBTQ+ professionals at every stage of their careers.
The study, which surveyed over 1,000 LGBTQ+ professionals, found that 85% have encountered career obstacles due to their identity. These ranged from discrimination in promotions and a lack of LGBTQ+ representation in leadership, to even verbal and physical attacks at work.
The challenges only intensified as careers progressed, with a quarter of LGBTQ+ business owners or entrepreneurs reporting experiences of workplace abuse.
According to the findings, discrimination doesn’t start in the workplace. More than a third (34%) of respondents said their LGBTQ+ identity negatively impacted their education, with some recalling being encouraged to suppress their sexuality.
More than half (56%) of respondents said their LGBTQ+ identity influenced their career choices, steering them away from certain industries, roles or locations due to fears of discrimination or lack of support.
One in six (16%) believed they had been denied job opportunities because of their identity. One respondent recalled: "In a job interview, I was told they didn't want poofs working for them." Another described how a company director changed their stance upon discovering they were gay and HIV-positive: "She did a total 180°, and the hiring manager sat there dumbfounded."
Location plays a crucial role in career decisions, with 80% of LGBTQ+ professionals saying their identity influenced where they chose to live. A quarter of respondents had turned down job offers or refused to apply for roles in areas they deemed less LGBTQ+-friendly.
One participant explained: "I've been approached for roles in the Middle East. Despite higher pay and great material living conditions, I would never put myself in that sort of environment as a gay man for mental health, legal and social reasons."
While many LGBTQ+ people are open in their personal lives, the workplace remains an unwelcoming space. Just over half (52%) were out to colleagues by age 24, rising to 82% by their mid-thirties. One respondent said: “Coming out allowed me to be more ‘myself’ at work and saved the energy I used to spend staying closeted.”
Yet 32% never disclose their identity to clients or customers. One shared: “I’ve lost followers and potential customers when posting LGBTQ+ designs. It’s something I’m working on accepting.”
The Pride in Leadership Report is the first of its kind to provide such a comprehensive insight into LGBTQ+ workplace experiences. Claire Ebrey, co-founder of Pride in Leadership, and founder of On The Level Consultancy said: “This report is truly groundbreaking. While other areas of diversity have been studied extensively, there has been a stark lack of data on LGBTQ+ experiences in the workplace until now.
“We hope it will drive real change, empowering organisations and policymakers to create truly inclusive environments where LGBTQ+ professionals can achieve their potential.”
The report calls for urgent reforms, including stronger legal protections against workplace discrimination, greater transparency in hiring practices, and more inclusive leadership.
Companies must move beyond token gestures like flag waving and tackle the root causes of inequality - from platforming role models and investing in LGBTQ+ training, to stamping out homophobia and transphobia disguised as ‘banter’.
Matt Haworth, co-founder of Pride in Leadership and Digital Entrepreneur of the Year award winner, said: "This research reflects what I’ve seen as a gay leader. From homophobia in meetings to being invited on trade missions to a country where I could be sentenced to death just for being me... the playing field is far from level."
“Now is not the time for organisations to step back from EDI initiatives. We need renewed commitment. Everyone deserves a fair chance to succeed – regardless of who they love or how they identify.”
