Thought Leadership
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Our reports provide useful research and data along with frameworks and case studies to role model success. We work collaboratively with members and partner organisations to develop the scope of the research and to ensure that this is aligned with their business objectives. They are invited to share their best practices and case studies in our thought leadership to showcase their good work and inspire others.
Whilst we are an LGBTQ+ community, we engage in broader strategic DE&I themes such as diversity data, social mobility and mental health. We believe in an intersectional approach to workplace equality and inclusion.
Want to sponsor thought leadership? Get in touch here info@lgbtgreat.com.
We are proud to present this insights paper from our roadshow at a pivotal moment for inclusion and belonging in the United States. In a time of both challenge and opportunity, the mission has never been clearer: to lead with purpose, to listen with empathy, and to act with courage.
On 16 April 2025, the UK Supreme Court ruled that the term ‘sex’ in the Equality Act 2010 refers to Biological Sex. This landmark decision carries legal, operational, cultural, and reputational considerations and implications for all UK-based organisations.
This briefing paper has been prepared to assist businesses in navigating their responsibilities while continuing to support trans and non-binary employees with dignity and care. It is important to note that this document should not be considered as legal guidance as we do not provide legal advice.
This briefing paper has been prepared to assist businesses in navigating their responsibilities while continuing to support trans and non-binary employees with dignity and care. It is important to note that this document should not be considered as legal guidance as we do not provide legal advice.
Redefining the Future: LGBTQ+ Talent Attraction and Perception. We surveyed 1832 respondents across seven countries (UK, US, HK, SG, GER, FR, IND) and ran multiple focus groups to understand LGBTQ+ talent perception and attraction trends across the professional world, including a special focus on the financial services industry.
If you’d like us to come in a present to your organisation, please get in touch: info@lgbtgreat.com.
If you’d like us to come in a present to your organisation, please get in touch: info@lgbtgreat.com.
Get in touch if you are interested in this Toolkit at info@lgbtgreat.com as it is Member only.
This guide dives into the whys and hows of authentic (intersectional) allyship. It also looks into nine different allyship archetypes. Find out which you are and develop your strategy.
Explore the amazing impact our Members and LGTB Great have made over 24 months. As we look to the future, we recognise the challenges facing LGBTQ+ communities worldwide and now is the time to redouble our efforts and strive for even greater change.
Seeing is Believing: This report explores what it means to be a role model and the impact role models have on LGBTQ+ talent and other underrepresented communities across selected financial markets: the UK, the USA, Hong Kong, and Singapore. The insights and commentary contained in this report are based on quantitative survey data (n=1,606), including a sizeable subpopulation of LGBTQ+ talent (n=662).
Navigating the new normal: Our goal was to understand how talent is experiencing the post-pandemic job market and how expectations might have changed. What is clear is that the talent trends we saw pre-pandemic, particularly the expectations around more competitive reward packages, more internal upward mobility, and more travel opportunities, have not disappeared, they have increased.
2021 saw increased challenges for many LGBTQ+ people around the world. Whether the impact of the pandemic and lockdowns, the rise of unfriendly politics, economic disproportionality, the fight for rights or the intersection of social class and racism, the community is facing unprecedented challenges.
The starting point for LGBT+ DE&I in most organisations has been sexual orientation and not gender identity. But a successful LGBT+ DE&I strategy is twofold: it must include both sexual orientation and gender identity.
Data and a culture of trust are the building blocks of creating a truly diverse and inclusive workforce. It is imperative that organisations make investments in data and insights to understand their workforce mix, the lived experiences of their employees, and the interconnections of different diversity dimensions.
Targeting increased returns through effective inclusion with potential to appeal to a US$23 trillion market. This global research study examines the understanding, development and adoption of an LGBT+ lens by investment professionals in their investment decisions and active ownership frameworks.
