The 36% Who Are Done Pretending - LGBTQ+ Talent Pipeline

MyGwork surveyed over two thousand students and recent graduates worldwide. More than a third — thirty-six percent — identify as LGBTQ+. Three-quarters of them say they won't work somewhere they can't be themselves. That's not a diversity statistic. That's a talent pipeline.

And a significant chunk of it is already filtering you out.

Tolerant is not inclusive

Not because your company is necessarily hostile. Maybe it's fine. Maybe it's perfectly pleasant. But "tolerant" and "inclusive" aren't the same thing and this generation knows the difference, and they're making decisions accordingly — before the interview, before the job advert, before you've even had the chance to make a first impression.

They're not waiting to find out. They've already moved on. And for you as an employer — that’s a big opportunity wasted.

---

What exclusion looks like

Because here's what "can't be themselves" actually looks like in practice. It's not dramatic. It's not usually a single incident you can point to and deal with. It's the low-level daily tax of deciding how much of yourself is safe to bring in on any given Monday morning. It's the mental calculation before mentioning a partner, a weekend, a life. It's watching someone else get the opportunity and knowing — not being able to prove, just knowing. It's wondering if it’s safe to use the loo of the gender they identify as or if they will be supported when a customer says something discriminately, even as a joke.

All of these things and more.

Policy is not enough

And plenty of companies genuinely believe they've cracked it. They've got the policy. They've done the training. There's a mention of inclusion in the annual report, sandwiched between the carbon offset targets and a message from the CEO. Job done.

It isn't though is it. A policy is a floor, not a ceiling. "We don't discriminate" is the least you can do while still technically doing something (and lets be honest, a legal requirement). This generation has read the policy. They're not impressed by the policy. They want to know what it actually feels like to work there — and this LGBTQ+ Talent Pipeline is getting increasingly good at finding out before they apply.

---

Future leadership

You see these aren't entry-level concerns either. The twenty-two year olds turning down companies that don't meet the bar today are the managers, directors and CEOs of fifteen years from now. The ones who'll build cultures, make hiring decisions, decide which firms they partner with and which ones they don't.

Talent compounds. So does the cost of losing it early.

The companies that work this out now — that authentic inclusion isn't a HR initiative or a June activity but a basic condition of employment for a significant portion of the available workforce — will hire better people, keep them longer and build something worth working for. And that reputation travels. Within industries, across industries, straight to customers who increasingly care about who they're buying from and why.

The ones that don't will keep printing rainbow lanyards. And wondering where all the good people went.

I am a D&I consultant, keynote speaker, Mental Health First Aider, writer and transgender woman with 20+ years of senior corporate leadership experience. I work with businesses across all sectors to build genuinely inclusive cultures whilst also supporting transgender individuals and their families through every stage of the journey. If this piece resonated, you can find more articles on andreaking.net  or  book a free discovery call if you'd like to talk.

The views expressed in this article are my own and are based on personal experience and perspective. They are not intended as medical, legal or professional advice.

---

Further Reading - LGBTQ+ Talent Pipeline

In this article by Korn Ferry it states 'Visibility and openness at work lead to positive health outcomes and stronger relationships. Nearly nine-in-ten (89%) LGBTQ+ respondents reported improved health and wellness after coming out at work, with 85% saying their life and relationships outside of work also improved. It can also positively affect career mobility: 45% of all LGBTQ+ respondents reported that being out at work resulted in greater access to mentorship opportunities and resources for career growth.'

---

Frequently Asked Questions

What is the main point of this post?

The main point is that LGBTQ+ candidates are actively choosing employers based on whether they feel they can be themselves.

Why does the article mention a talent pipeline?

Because the issue is not just diversity in theory, but the real loss of future employees who are already filtering employers out.

What does “can’t be themselves” mean here?

It refers to the daily pressure of hiding identity, checking safety and deciding how much of yourself to bring to work.

Why isn’t a policy enough?

Because policy alone does not create lived inclusion or change how people actually feel in the workplace.

Why does this matter for the future?

Because today’s students and graduates will become future managers, directors and CEOs, shaping workplace culture later on.

---