Should organizations collect data on the sexual orientation and gender identity of employees? A question I often get asked and one that deserves a nuanced answer.
Read about it now in our latest article (published open-access in the Journal of Social Issues) on the tension between employee inclusion and protection in relation to gathering sexual orientation and gender identity data in the workplace (including practical recommendations and examples from Workplace Pride member organizations)!
"While data collection on sexual orientation and gender identity in workplaces can enhance diversity, equity, and inclusion (DEI) initiatives and elevate the visibility of lesbian, gay, bisexual, transgender, intersex, and queer (LGBTIQ+) employees, challenges include the risk of discrimination, privacy concerns, and linguistic complexities." " In this article, we address the complex issue of sexual orientation and gender identity (SOGI) data collection in workplaces, highlighting the intricate balance between fostering inclusion and mitigating potential harm and exclusion. This tension manifests uniquely across diverse cultural, legal, and organizational settings. We review existing literature, offer practical guidance for decision-makers, and outline future research avenues."
In collaboration with the wonderful Sofia E. Bracco, Waruguru Gaitho, William Ryan, Sharon Horne, Joel Anderson, and Emily Leskinen.
You can read the article here.
