Future of work insights: what LGBTQIA+ employees need to thrive at work 

As we continue to see a generational shift towards prioritising diversity, equity, and inclusion in the workplace, understanding the specific needs of LGBTQIA+ employees has never been more important. Our latest data reveals some fascinating insights about what this community values most when choosing their next role—and the findings might surprise you.

This blog includes:

• Key workplace benefits that support LGBTQIA+ employees
• Why mental health and psychological safety are top priorities
• What LGBTQIA+ employees look for when considering a new role
• How inclusive policies and culture drive employee retention
• What HR and talent professionals can do to build truly inclusive workplaces

The LGBTQIA+ workplace wishlist

When we analysed the workplace preferences of LGBTQIA+ employees, a clear pattern emerged. While competitive salary remains the top priority—as it does for most job seekers—the emphasis on location-based flexibility and mental health support tells a much deeper story about what inclusive workplaces really look like.

The data shows that 79% of LGBTQIA+employees prioritise salary, but what's really interesting is how closely this is followed by Work From Anywhere (78%) and Location Flexibility (62%). This isn't just about convenience. For many LGBTQIA+ individuals, flexible working arrangements can be literally life-changing, allowing them to work from locations where they feel safer, more accepted, or closer to supportive communities.

Mental health: a critical priority

The numbers speak volumes: 43% of LGBTQIA+ employees prioritise mental health support in their workplace benefits—a significantly higher rate than the general population. This isn't surprising when you consider the unique stressors this community often faces, from workplace discrimination to the mental load of navigating identity in professional settings.

For HR teams, this data is a wake-up call. Offering robust mental health support is essential for attracting and retaining LGBTQIA+ talent. This could include everything from Employee Assistance Programmes and therapy coverage to mental health days and creating psychologically safe environments where people can bring their authentic selves to work.

Diversity as a deal-breaker

Here's where things get really interesting for talent acquisition teams: 14% of LGBTQIA+ candidates consider diversity a key factor when choosing their next role. 

This means your diversity, equity, and inclusion initiatives aren't just the right thing to do—they're directly impacting your ability to attract top LGBTQIA+ talent. Companies that can authentically demonstrate their commitment to inclusive workplaces will have a significant advantage in recruitment.

What this means for HR and talent professionals

These insights point to several key strategies for building an attractive employer brand in 2025:

• Flexible working isn't just a perk—it's often a necessity for LGBTQIA+ employees
• Mental health support should be comprehensive and easily accessible 
• Diversity initiatives need to be visible and authentic, not just box-ticking exercises
• Salary transparency remains crucial across all demographics 
• Remote working options can significantly expand your inclusive talent pool

What’s next for talent leaders?

• Audit your current mental health benefits and consider expanding their coverage 
• Review job descriptions to ensure you’re using inclusive language and highlighting flexibility 
• Showcase diversity stories and employee resource groups in recruitment materials 
• Train hiring managers on inclusive interview practices 
• Consider partnerships with LGBTQIA+ professional networks and job boards

These insights show that creating an inclusive workplace for LGBTQIA+

employees isn't just about rainbow flags in June—it's about fundamentally rethinking how we support all employees' wellbeing, flexibility needs, and professional growth. Companies that get this right won't just attract diverse talent; they'll create environments where everyone can thrive.

Where does our data come from?

At Flexa, our insights are powered by real-time search and sign-up data from thousands of professionals. By analysing over 100 million data points on what candidates want, company EVPs, and employee satisfaction, we help employers move beyond outdated hiring tactics. Instead of relying on generic messaging, companies can align their employer brand with the evolving expectations of today’s talent—ensuring they attract the right people, in the right way.

Want to learn more about how your company can adapt to these changing workplace expectations? Find out more about our platform.