Shoppers are turning to workplace data: a new Williams Institute study shows gender-nonconforming (GNC) cisgender LGBQ employees face far higher rates of discrimination and harassment at work, highlighting why employers must act now to create safer, more inclusive workplaces. This matters for retention, morale and legal risk.

Essential Takeaways

  • High prevalence: 62% of GNC cisgender LGBQ employees reported lifetime discrimination or harassment tied to sexual orientation, versus 41% of gender-conforming peers.
  • More visible, more at risk: GNC employees were more likely to be out at work , yet also more likely to change how they dress or speak to avoid mistreatment.
  • Recent incidents persist: About 23% of GNC cisgender LGBQ workers experienced discrimination or harassment in the past year, even after national legal protections.
  • Career impact: Nearly half of GNC employees have left a job because of how their employer treated them over sexual orientation.
  • Men and women differ: Gay and bisexual men in the GNC group reported higher rates of discrimination and recent harassment than lesbian and bisexual women.

Why the new Williams Institute data matters right now

The headline statistic is blunt and human: most gender-nonconforming cisgender LGBQ workers have faced bias or harassment at some point. The report analysed survey responses from nearly 1,900 LGBTQ employees collected in summer 2023, and it draws a clear line between how people are perceived and how they’re treated. That sensory detail , the everyday need to soften one’s voice or swap clothing choices to dodge trouble , tells you how little comfort many people feel on the job. Employers who ignore this aren’t just failing morally; they’re losing staff and productivity.

What “gender nonconforming” means for everyday work life

The American Psychological Association describes gender conformity as how much someone’s presentation matches societal expectations for their sex assigned at birth. The Williams Institute used respondents’ perceptions of how others see them to classify gender nonconformity. That matters because it’s perception that often triggers workplace bias. In practice, that can look like offhand comments, exclusion from projects, denied promotions, or worse. So when staff report they’re “covering” , changing mannerisms or dress , it signals a culture where full authenticity comes at a price.

Legal protections haven’t fixed the problem

You might assume a major court ruling would change behaviour overnight. The 2020 Supreme Court decision extending employment protections to LGBTQ people was a landmark. Yet the Williams Institute found discrimination and harassment continue, with nearly one quarter of GNC cisgender LGBQ employees reporting recent incidents. According to legal and workplace research, law is necessary but not sufficient; enforcement, training, and everyday norms matter too. Employers need clear policies, swift investigation protocols, and visible consequences to shift behaviour beyond legal compliance.

Practical steps employers should take today

Start by listening: run confidential climate surveys that capture gender expression and perceived treatment, then publish action plans. Train managers on inclusive language and bystander intervention, and make reporting simple and trusted. Review dress codes and grooming policies for gender bias, and audit promotion and hiring practices for disparate outcomes. Offer employee resource groups with management sponsorship, and measure progress publicly. Small shifts , a neutral dress-code policy, a clear anti-harassment workflow, or visible leadership statements , can reduce the pressure people feel to hide who they are.

The retention cost is real , and avoidable

Nearly half of GNC cisgender LGBQ employees said they’ve left a job because of how they were treated over their sexual orientation. That’s turnover, rehiring costs, and lost institutional knowledge. Businesses that invest in safer, more affirming workplaces not only reduce legal risk, they keep talent and improve morale. Industry evidence suggests inclusive workplaces perform better, and employees repay trust with loyalty and creativity. So this isn’t just about doing the right thing , it’s sound talent strategy.

It's a small set of changes that can make a big difference in someone’s day-to-day work life.

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