Zequality

29.8% of LGBTQ+ employees experienced some form of discrimination (including being fired or not being hired) because of their sexual orientation or gender identity, says a 2021 study by the Williams Institute at UCLA; with reports of negative comments, slurs or jokes about LGBTQ+ people at work, by a staggering 67.5% of LGBTQ+ employees! All of which point a finger at a non-inclusive workplace!

Given that 5.6% of adults in the U.S. identify as LGBTQ+, as indicated by a 2021 Gallup study, so statistically there would be around 560 employees in a 10,000 strong workforce who identify as LGBTQ+, of whom, around a quarter or about 144 are not out to anyone at work. A recent Forbes study shows that hypothetically, the 15 minutes spent by this small group in a non-inclusive organization, per day, either educating people on LGBTQ+ inclusion, or masking their real identity, would translate into 65 hours spent per person per work year, resulting in a quarter of a million dollars of Company money, being expended by 144 employees, on doing something which they shouldn’t have be doing in the first place!

In fact, extrapolating these figures, $2 billion would reportedly be the colossal hidden cost being forked out by US employers as a whole on this account! Reduced talent attraction, a smaller recruitment pool, lower levels of engagement, higher levels of attrition, and decreased innovation are some of the adverse add-ons to this already unwanted hefty bill to employers, for failing to create an inclusive space for LGBTQ+ employees!

The negative financial impact of exclusion in a workplace, rarely trains the lens on the unique circumstances of members of the LGBTQ+ people, who are the ‘invisible minority’ who can pass as straight and/or cisgender. The same Forbes Report indicates the likelihood of more than 5.6% of the population being LGBTQ+ who are not self-identifying on surveys, with the number of closeted LGBTQ+ people being likely to be higher than 25.8%. So choosing to ignore the data reality and the necessity of fostering dignity and respect in the workplace is a disastrous mistake- both morally and for business too!

Acting as allies in support of our LGBTQ+ colleagues — even in their absence — increases the visibility of inclusive behavior and helps create a welcoming space where LGBTQ+ folks can be their whole self at work, and bring their best to the table!

Looking to source “mission critical” scarce talent to fill the yawning gap caused by overwhelming industry demand in the rapidly expanding areas of data analytics, AI and IT services implementation?

Innovate to survive is the new mantra taught by the pandemic! Companies are resorting to meeting this shortfall, from the largely untapped pool of neurodiverse talent excelling in pattern recognition, writing orderly code, mental visualization, and creative thinking, essential for the concerned tasks.

Considered “oddballs” by “normal standards,” these are the “variety” added to the mix, adept at complex problem solving, who not only see things differently but often spot what others don’t!Studies in fact peg the productivity of organizations’ neurodiverse teams at a significant 30% more than others.

In the words of Harvey Blume, “Who can say what form of wiring will be best at any given moment?”

“Will I land a job this time?” wondered Tim anxiously. A data analytics wiz with a double Master’s degree, he seemed like an ideal candidate for the post! Until he walked in for the interview- wearing headphones, repeatedly fiddling with his shoelaces, and avoiding eye contact! Definitely “different” by so-called “normal” standards- and for more reasons than one! Tim is autistic- and extraordinarily gifted in pattern recognition, memory, and mathematics!

It just needed a company willing to adjust its selection process to spot his unusual abilities and scoop him up! The payback? With his challenges comfortably accommodated to leverage his abilities, Tim’s become one of the most highly productive members on his team!

Sometimes displaying challenging eccentricities and “wired” differently from others, NEURODIVERSE employees with autism, dyslexia, attention deficit hyperactivity disorder (ADHD), dysgraphia, dyspraxia, Tourette syndrome, and Down syndrome- are gifted with exceptional focus, high analytical, problem-solving abilities – essential skills for digital success. All these along with out-of-the-box thinking, which boosts a company’s efforts to innovate and create value, are what these uniquely talented diverse individuals bring to the table!