Issue #39 Monday, 18 March 2024
Welcome to the latest issue of the LGBT Great News Digest, a short briefing on the 5 LGBTQ+ news stories that you need to know about right now. Firstly, here are our 3 fortnightly updates for you:
1. LGBT Great in Edinburgh, Scotland 2. The 30 Under 30 Awards 2024 3. Trans and Neurodiverse Recruitment Experiences Come and learn and explore with us! Engage your colleagues by encouraging them to join our webinar this Thursday. Register and Share. Thank you for reading. Look for our next Digest issue on Monday, 1 April. Have a great week ahead! Best wishes, LGBT Great Team ___ Enjoyed this Digest? Click HERE to provide your feedback. |
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| 1. Report finds Gen Z LGBTQ+ employees 3x more likely to be unsure of their employer’s LGBTQ+ inclusion efforts |
| On 12 March 2024, EY US published findings from its LGBTQ+ Workplace Barometer, revealing that Gen Z LGBTQ+ employees were three times more likely to be critical of their employer's LGBTQ+ inclusion efforts than other generations. Additionally, they ranked their employer's DE&I initiatives lower than other generations, awarding them a C+ grade on average compared to a B grade from other respondents. _____ Our View:LGBT Great's proprietary data also found that around 45% of LGBTQ+ Gen Z consider DE&I as one of the top 3 factors when choosing a new role. This surpasses all other generations, suggesting the critical importance that DE&I plays in both attracting and retaining top young LGBTQ+ talent. To find out more about our data and training programmes, get in touch today!
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| 2. US LGBTQ+ population more than doubles since 2012 |
| On 13 March 2024, Gallup published new data revealing that the LGBTQ+ population in the US had more than doubled since 2012, rising from 3.5% to 7.6%. About 57%of LGBTQ+ people identified as bisexual, 18.1% as gay, 15.1% as lesbian, and 11.8% as transgender. _____ Our View: This growth likely reflects a combination of factors, including greater social acceptance and a younger generation more comfortable with self-identifying as LGBTQ+. Our hope is that the greater presence of out and proud LGBTQ+ people of all ages will help engender greater cross-generational dialogue and will support the overall positive shift towards greater acceptance of LGBTQ+ individuals in the workplace.
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| 3. NHS England stops prescribing puberty blockers to trans youth |
| On 12 March 2024, NHS England announced that it would stop prescribing puberty blockers to young people and children with gender dysphoria, citing that there was ‘not enough evidence to support the safety and clinical effectiveness’ of the drug. Puberty blockers will now only be available to young people enrolled in clinical research trials and some private clinics. _____ Our View: Pubertal suppression for transgender youth has been associated with favourable mental health outcomes, as shown in peer-reviewed research published by the American Academy of Pediatrics journal. In another peer-reviewed study spanning 104 Trans & Non-Binary youth aged 13-20 who received puberty blockers, the participants had 60% lower rates of moderate to severe depression and a 73% lower rate of suicidality over a 12-month follow-up.
These findings reveal positive mental health outcomes for trans youth on puberty blockers, contrasting to the NHS’s argument on their clinical effectiveness.
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| 4. Study shows only 1% of trans teens detransition |
| On 4 March 2024, a new study was published in the Jama Paediatrics Journal, which revealed that only 1% of a sample of 548 under-18s with closed referrals to a paediatric gender clinic in Australia detransitioned after beginning to receive medical treatment such as hormones and/or puberty blockers. _____ Our View: A 2021 study published in the LGBT Health journal found that the vast majority of detransitioning cases were reportedly driven by external pressures, such as societal and familial stigma. These findings debunk myths on detransitioning being widespread and remind us of the constant social pressure that some transgender people face, forcing them to suppress their true identities.
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| 5. Litigation fear leads to some Wall Street firms rolling back DE&I programes |
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Some Wall Street firms have reportedly started to roll back DE&I policies due to litigatory fears following the new ruling by the Supreme Court which rejected affirming action in colleges. Rollbacks include reframing internal DE&I programs focused on minorities & women to include ‘everyone’. _____ Our View: These rollbacks reflect the effect of regressive legislation on employer sentiment and DE&I programs. However, there are many ways organisations can tackle public policy that hinders their inclusion initiatives.
Some of these include the embassy and franchise models, which have been shown to create equitable outcomes for under-represented communities in the workplace. |
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| Upcoming 2023 Events & Webinars |
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Disclaimer The information contained in this newsletter is for general information purposes only. The information is provided by LGBT Great and while we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the newsletter or the information, products, services, or related graphics contained in the newsletter for any purpose. All the quotations in the news are presented as originally published. LGBT Great does not necessarily share the views of the quoted authors and is not responsible for the accuracy of the information or quality of the analysis provided by them. Any reliance you place on such information is therefore strictly at your own risk. |
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