Data-Driven DEI: Increasing LGBTQ Self-ID Response Rates
Executive Summary
Building a successful self-identification program requires patience, trust, action, and relationship-building with LGBTQ+ employees.
Opportunity:
A majority of LGBTQ inclusive employers are leveraging self-ID to enhance DEI. 60% of of CEI participants allow self-identification in their human resources information systems (HRIS). 49% of CEI-rated employers include LGBTQ+ diversity metrics as part of senior leadership performance standards.
