The consultancy LGBT Great has published Raising the Bar: The Experience of LGBTQ+ Women in the Workplace, a study that documents how everyday workplace dynamics affect LGBTQIA+ women. Based on in‑depth interviews and roundtable conversations, the report surfaces persistent problems — from subtle bias to overt discrimination — and proposes steps organisations can take to improve visibility, inclusion and career progression. The analysis centres on the participants’ own stories, making the findings both qualitative and action‑oriented.
The report emphasises that workplace culture is shaped by multiple forces, including sexism, heteronormativity, gender bias, homophobia, biphobia and transphobia. These forces often combine to create environments where LGBTQIA+ women feel unseen or boxed in, affecting everyday interactions as well as long‑term development. The research does not only catalogue problems: it also supplies a practical roadmap employers can follow if they are serious about creating lasting, measurable change.
Core findings and patterns
The report identifies recurring themes across sectors. One prominent issue is a lack of role models: when senior teams do not reflect diverse gender and sexual identities, it becomes harder for employees to visualise their path upward. Another pattern is that microaggressions and policy gaps compound over time, limiting opportunity and creating emotional labour for those who navigate or educate colleagues. Importantly, the report frames these as systemic rather than individual failings, calling for organisation‑level remedies rather than placing responsibility solely on those affected.
The importance of visible leadership
Among the report’s most striking conclusions is the practical power of representation. Seeing people with shared identities in leadership posts signals that progression is possible and that diverse voices are valued. Dr Beth Charlton, who contributed to the research, thanked participants for their openness and said the study aims to make more LGBTQ+ women feel recognised and empowered. Her commentary stresses that centring lived experiences can shift both perception and policy, encouraging employers to commit to environments where everyone can thrive.
Recommendations for employers
The report offers a clear, implementable roadmap for organisations willing to act. Key measures include establishing visible role models, embedding inclusive policies across recruitment and promotion, and creating formal mentoring or sponsorship schemes. It also recommends regular, anonymised data collection to track progress and targeted education to address heteronormativity and unconscious bias. These steps are presented as part of an integrated approach that links leadership accountability with measurable outcomes.
Practical steps that make a difference
Specific suggestions in the roadmap encourage employers to audit internal processes, update language and benefits to be gender‑ and orientation‑inclusive, and fund meaningful training rather than one‑off sessions. The report also highlights the role of allies and employee networks in sustaining change, while urging organisations to avoid tokenism and instead invest in long‑term cultural transformation. Taken together, these actions are intended to reduce barriers to career progression and everyday inclusion.
Where to read the full study and next steps
The full report is available for download at lgbtgreat.com/women-of-impact, where employers, HR teams and allies can access the complete findings and the suggested roadmap. The study complements ongoing work in the sector: DIVA magazine and the DIVA Charitable Trust have endorsed the need to amplify LGBTQIA+ women’s voices, and readers are reminded that DIVA’s annual Kantar DIVA Curve survey will publish further findings on the lived experiences of LGBTQIA+ women and non‑binary people in 2026. For those who support queer media, information on backing DIVA and the DIVA Charitable Trust can be found at divacharitabletrust.com and via the magazine’s social links.
In short, the report positions improved outcomes as the product of deliberate, resourced action: visible leadership, robust policies, ongoing measurement and a readiness to listen. For organisations committed to change, Raising the Bar provides a roadmap rooted in testimony and designed to move workplaces from performative gestures toward sustained, measurable inclusion.