Evidence That Diversity Training and Ally Networks Work

Despite the growing recognition suggesting that LGBTQ+ individuals face unique stressors in their work lives, few studies have examined how different workplace interventions may positively impact the wellbeing of these employees. Thus, the current research investigated the effectiveness of two popular workplace interventions: (1) workplace gender and sexuality diversity training and (2) ally network training.


The researcher (Perales, 2022) used data from a survey that was administered to LGBTQ+ employees from 145 organizations. The survey included questions about workplace experiences, such as feelings of inclusion and belongingness. Additionally, participants were asked to respond to a series of questions regarding their experiences with workplace diversity training, educational programs, and ally practices (internal groups of employees established to create a more respectful, inclusive, and supportive culture).

Results indicated clear evidence that diversity training and ally behaviors are indeed effective in increasing the wellbeing of LGBTQ+ employees. For example, many minority employees report that a major stressor comes from lack a lack of understanding or appreciation of diversity. Diversity training can provide a mechanism to change beliefs and raise awareness. Ultimately, this can lead minority employees to experience an improved sense of wellbeing.


Based on these findings, the author says that diversity training and ally networks are useful tools for improving the wellbeing of LGBTQ+ employees. Investing in these trainings or encouraging ally networks may also provide distinct advantages for organizations, especially considering that low workplace wellbeing has previously been associated with negative work outcomes, such as employee turnover.


Perales, F. (2022). Improving the wellbeing of LGBTQ+ employees: Do workplace diversity training and Ally Networks make a difference? Preventive Medicine, 161, 107-113.

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