Description

This qualitative phenomenological study addresses the overarching issue of understanding the lived experiences of lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace, with a specific focus on their opportunities for hiring and promotions within organizations. The primary aim is to explore why organizations often underutilize self-identification options for LGBTQ employees, in contrast to the comprehensive use of diversity criteria in hiring and talent practices.

Through qualitative research methods such as interviews, surveys, and focus groups, the study compiles data featuring direct quotes from LGBTQ individuals, human resources professionals, and those involved in diversity and inclusion initiatives within organizations. The emergent themes from the study highlight a correlation between self-identification options during the employee recruitment phase and increased hiring intentions, as perceived by the participants.