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LGBTQIA+ Inclusion Audit

Our qualitative inquiry into the lived workplace experiences of the LGBTQIA+ community involves a deep, explorative research approach to understand the unique challenges, perspectives, and experiences of LGBTQIA+ employees.


This type of inquiry typically encompasses several key elements:


  • Document Analysis: Reviewing organizational policies, communications, and other relevant documents to understand the formal and informal rules governing LGBTQIA+ inclusivity.

  • Surveys with open-ended questions are a valuable tool for gaining qualitative insights into the lived experiences of the LGBTQIA+ community. It allows members to describe their feelings, thoughts, and experiences in their own words. Surveys ensure that more ‘voices’ are heard, contributing to a more comprehensive analysis of the LGBTQIA+ community’s lived experience.

  • In-Depth Interviews: Conducting one-on-one interviews with LGBTQIA+ employees to gather detailed, personal narratives about their experiences in the workplace. These interviews can uncover insights into issues like inclusivity, discrimination, and support within the organization.

  • Focus Groups: Organizing focus group discussions with LGBTQIA+ employees and possibly allies to facilitate a dialogue about shared experiences. These groups can provide a sense of community and solidarity, making it easier for participants to express their thoughts and feelings.

  • Collaborative methodologies such as Café Conversations, Open Space Technology (OST), Appreciative Inquiry, and Action Learning offer dynamic and inclusive ways to understand the qualitative experiences of employees. These methodologies create a rich tapestry of employee experiences, offering a comprehensive understanding of the workplace from multiple angles.


The aim of this qualitative inquiry is to:


  • Understand Diverse Perspectives: Capturing a wide range of experiences within the LGBTQIA+ spectrum, acknowledging that these experiences can vary greatly.

  • Identify Barriers and Enablers: Discovering what factors in the workplace create barriers to or support inclusivity and equity for LGBTQIA+ employees.

  • Explore Impact of Policies and Practices: Evaluating how organizational policies and practices affect LGBTQIA+ employees, both positively and negatively.

  • Recommend Improvements: Using the insights gained to recommend changes to policies, practices, and culture to better support LGBTQIA+ employees.


Such an inquiry requires sensitivity and confidentiality due to the personal and potentially sensitive nature of the information shared. It's crucial for researchers to approach this research with empathy, respect, and an understanding of the diverse identities and experiences within the LGBTQIA+ community.

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