Disclosing identities at work: employee attitudes toward sharing personal information on sexual orientation and gender identity

Purpose Organizations committed to nondiscrimination and inclusivity can monitor employee experiences to expose inequalities and develop precise, targeted policies. One approach is to collect and analyze personal data on sexual orientation and gender identity. However, are employees prepared to share such personal information? What are their hesitations, and under what conditions are they willing to disclose? To comprehend the complexities of employees’ preferences regarding the disclosure of personal information on sexual orientation and gender identity, our study investigates their attitudes toward collecting such data in the workplace. Design/methodology/approach We conducted 23 in-depth semi-structured interviews and a focus group discussion. Findings We uncovered four factors that shape employees’ attitudes toward data collection, including (1) the perceived benefit and relevance of collecting data on sexual orientation and gender identity to the workplace, (2) minority vs. majority group membership, (3) fear of misuse of information and negative career-related consequences, and (4) the risk of ascribed categorization. Additionally, we found four key conditions that influence employees’ disclosure preferences, including (1) the transparency of data collection purposes, (2) the accessibility and perceived privacy of data, (3) trust and anonymity issues, and (4) the voluntariness of the data collection process. Practical implications By shedding light on employees’ attitudes, this research enhances our understanding of workplace disclosure practices, including those of sexual and/or gender minorities, helping to foster more inclusive work environments. Originality/value To our knowledge, this is the first empirical study on employees’ attitudes toward data collection on sexual orientation and gender identity in the workplace.