Data: Sexual Orientation

There were six self-reported sexual orientations in our dataset - heterosexual, gay or lesbian, bisexual, asexual, queer, and pansexual. Those with a response rate greater than 1% are included in our reporting. People who identified as heterosexual were far and away the largest group at 90% of respondents. 

Sexual Orientation  Respondents  %
Asexual 125 2.1%
Bisexual 143 2.4%
Gay or Lesbian 273 4.7%
Heterosexual 5315 90.8%
Total Identified Respondents  5865


Engagement overall

The median engagement score for people at New Tech companies is about 71. The engagement scores for each sexual orientation demographic were at or above median. However, those who identify as gay, lesbian, or bisexual provided the lowest scores. 

Engagement-sex-o@2x.png

Favorable responses to diversity and inclusion factors

Groups with low representation in our sample - asexual and gay or lesbian (2% and 5% respectively) - show markedly different scores for the item "My company builds teams that are diverse." This suggests 1) that perceptions of diversity aren't solely governed by self-representation at an organization; and 2) there can be significantly different views of what it means to be a diverse organization.


We can see how responses to different questions impact (or don’t impact) people's engagement scores.

LEGEND

Belonging-1: I can be my authentic self at work
Belonging-2:
Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at my company
Belonging-3:
I feel respected at my company
Belonging-4:
I feel like I belong at my company
Decisions-1:
I am included in decisions that affect my work
Decisions-2:
Perspectives like mine are included in the decision making at my company
Decisions-3:
I am satisfied with how decisions are made at my company
Diversity-1:
My company values diversity
Diversity-2:
My company builds teams that are diverse
Fairness-1:
I believe that my total compensation is fair, relative to similar roles at my company
Fairness-2:
My job performance is evaluated fairly
Fairness-3:
People from all backgrounds have equal opportunities to succeed at my company
Fairness-4:
Administrative tasks that don't have a specific owner (e.g., taking notes in meetings, scheduling events, cleaning up shared space) are fairly divided at my company
Purpose-1:
I understand how my work contributes to my company's mission
Purpose-2:
The work that we do at my company is important
Resources-1:
When there are career opportunities at my company, I am aware of them
Resources-2:
I know where to find information to do my job well
Resources-3:
My company believes that people can always greatly change their talents and abilities
Resources-4:
My company enables me to balance work and personal life
Voice-1:
When I speak up, my opinion is valued
Voice-2:
I can voice a contrary opinion without fear of negative consequences
Voice-3:
At my company, there is open and honest two-way communication

Diversity and inclusion factors most strongly correlated to engagement scores (ranked)

By correlating the responses to individual survey items back to overall engagement, we can see how strongly they are linked. Higher rankings indicate a stronger correlation to engagement.

Asex. Bisex. Gay/L Hetero.  Diversity and Inclusion Factor
4 1 1 1 I feel like I belong at my company
9 NA 2 4 The work that we do at my company is important
NA NA 3 8 My company believes that people can always greatly change their talents and abilities
NA 2 4 6 I understand how my work contributes to my company's mission
3 4 5 3 I feel respected at my company
2 3 6 2 I am satisfied with how decisions are made at my company
5 6 7 5 At my company, there is open and honest two-way communication
NA 7 8 7 Even when something bad happens, I don't question whether or not I belong at my company
8 5 NA 9 When I speak up, my opinion is valued
NA 8 NA NA I can voice a contrary opinion without fear of negative consequences
7 9 NA NA Perspectives like mine are included in the decision making process
1 NA NA NA I can be my authentic self at work
6 NA NA NA I am included in decisions that affect my work

— Click demographic to sort.  NA indicates factor is not a significant driver of engagement.

Across nearly all demographics in our report, we found the survey item "I feel like I belong at my company" as the most correlated to engagement. However, for asexual respondents, "I feel like I belong..." ranks fourth - "I can be my authentic self at work" is the strongest driver.

View other interactive data sets

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