Thought Leadership
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Our reports combine research, data, frameworks, and case studies to showcase and role model success. We collaborate with members and partners to shape each study, aligning it with their business objectives. Organisations are also invited to share best practices and case studies to highlight their achievements and inspire others.
While rooted in the LGBTQ+ community, our work spans broader DE&I themes – including diversity data, social mobility, and mental health – guided by an intersectional approach to workplace equality and inclusion.
LATEST RESEARCH
Our 2025 global research, For All: The Power of Allyship and belonging reveals a link between allyship and workplace productivity, with data showing that it can boost productivity by 90%. Head to the For All webpage where you can gain access to the press releases, Executive Summary, Full Research Report, Introduction video from our CEO and more: https://www.lgbtgreat.com/For-All
For All: The Power of Allyship and Belonging. We surveyed over 2500+ respondents globally and ran multiple focus groups to understand how allyship can transform today's workplaces. The results are clear, we revealed a link between allyship and workplace productivity.
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.
Download the full research, For All: The Power of Allyship and Belonging. This global research report draws on insights from over 2,500 professionals worldwide to answer a simple question: How does allyship and belonging shape the experience and performance of talent in the workplace? The findings are clear: When allyship is present, talent is more likely to thrive, and when talent thrives, organisations are more likely to succeed.
Explore the Executive Allies Framework and more in the full report. Download now.
Explore the Executive Allies Framework and more in the full report. Download now.
UK Supreme Court Gender Ruling & EHRC Guidance (Interim Update).
This toolkit is designed to inform, support, and guide organisations as they respond to ongoing changes, offering practical information and resources relevant from April to October 2025.
This toolkit is designed to inform, support, and guide organisations as they respond to ongoing changes, offering practical information and resources relevant from April to October 2025.
This paper is built on insights from the LGBT Great HR Leaders Roundtable and additional engagement with over 50 HR leaders across member firms. It explores how HR is responding to this evolving landscape, not just to manage risk, but to lead change. It offers practical strategies for aligning people practices with the UN Sustainable Development Goals (SDGs), reinforcing HR’s role as a steward of inclusive, ethical, and resilient leadership.
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.
In an evolving global landscape, organisations committed to diversity, equity, and inclusion (DEI) face growing scrutiny and challenge. This high-level guidance document from LGBT Great offers practical, high-level advice for organisations on how to remain resilient, responsive, and inclusive in the face of political and societal headwinds.
The paper explores the current climate, the impact of U.S. policy shifts, and provides actionable steps through our STAY Principles to help leaders reframe DEI as a business and cultural imperative.
The paper explores the current climate, the impact of U.S. policy shifts, and provides actionable steps through our STAY Principles to help leaders reframe DEI as a business and cultural imperative.
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 LGBT 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.