Thought Leadership | LGBT Great

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

Raising the Bar: The Experiences of LGBTQ Women in the Workplace - Executive Summary

Executive Summary - A new research report exploring the lived workplace experiences of LGBTQ+ women across the business community. The report reveals persistent barriers to visibility, inclusion and career progression, and offers a clear, practical roadmap for organisations committed to driving meaningful progress.

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Raising the Bar: The Experiences of LGBTQ Women in the Workplace

A new research report exploring the lived workplace experiences of LGBTQ+ women across the business community. The report reveals persistent barriers to visibility, inclusion and career progression, and offers a clear, practical roadmap for organisations committed to driving meaningful progress.

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Reimagining Employee Networks- Toolkit

This toolkit provides a practical framework for designing and activating Employee Networks in ways that are intentional, effective and sustainable.

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LGBT Great Nexus Mills Review Response Feb 2026

This submission responds to the FCA’s forward-looking Mills Review about the impact of advanced, generative, and agentic AI on consumers of retail financial services. The focus of our response is LGBTQ+ consumers, however we also wish to recognise that individual consumers represent a wide range of intersecting diverse characteristics, on which basis they may experience similar or additional challenges beyond those which are outlined here from an LGBTQ+ perspective.

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For All: The Power of Allyship and Belonging - Exec Summary

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.

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For All: The Power of Allyship and Belonging - Full Report

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.

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Navigating Change Together

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.

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HR and the Belonging Advantage: Enabling Inclusion Leadership

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.

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