BUSINESS PRIMER

LGBT+ Inclusion
and the UN
Sustainable
Development
Goals

Jon Miller
Founder and Executive Editor
Kathryn Dovey
Executive Director
Yvonne Muthoni
Kenya Programme Director
Felicity Daly
Author
Ann-Kathrin Richter
Contributing Author
Björn Holland
Designer
Jo Taylor
Clerk to the BoardDISCLAIMER
This report is prepared for information purposes only by Open For Business. While the report has been prepared based upon sources, information and systems
believed to be reliable and accurate, they are provided on an “as-is” basis. The information contained in this report is intended as a guide only, and whilst believed
to be correct at the date of publication, is not a substitute for appropriate legal or financial advice, detailed specific research or the exercise of professional
judgement. Open For Business, its coalition partners, the contribution authors to this report, or the members of the Open For Business Research Advisory Board
have not, and will not, verify the information in this report, and in no event will they be liable for any decision made or action taken in reliance of the results
obtained through the use of, or the information or data contained in, this report. Neither the authors nor any contributors to this report make any representation,
expressed or implied, or accept any responsibility, with respect to the accuracy or completeness of the information in this report. The opinions expressed in thisreport are those of the editorial team and do not represent an official position of Open For Business or any of the companies supporting the coalition.

CONTACT: info@open-for-business.org
FIND OUT MORE: open-for-business.org
FOLLOW US: @OFB_LGBT

Contents
About Open For Business

5

About this report

6

Executive summary

7

Foreword		

8

Sustainable Development Goals

10

Focus Targets

15

Goal 1:

End poverty in all its forms everywhere

16

Goal 3:

Ensure healthy lives and promote well-being for all at all ages

18

Goal 4:

Ensure inclusive and equitable quality education and promote

lifelong learning opportunities for all

20

Goal 5:

Achieve gender equality and empower all women and girls

21

Goal 8:

Promote sustained, inclusive and sustainable economic growth,

full and productive employment and decent work for all

22

Goal 10: Reduce inequality within and among countries

24

Goal 11: Make cities and human settlements inclusive, safe, resilientand sustainable

26

Goal 16: Promote peaceful and inclusive societies for sustainable
development, provide access to justice for all and build effective,
accountable and inclusive institutions at all levels

28

Bibliography

30

Open For Business

5

About Open For BusinessOpen For Business is a coalition of global companies making the case that inclusive, diverse societies are
better for business and better for economic growth. The purpose of the coalition is to advance LGBT+
inclusion globally, by promoting the economic and business case for equality of opportunity for everyone, allacross the world.
Open For Business coalition partners share a deep-rooted commitment to diversity and inclusion in their own
workplaces, and they are concerned about the spread of anti-LGBT+ policies in many countries in which they
operate. In order to promote open and inclusive societies where business can flourish, the coalition presents
the data that demonstrates inclusion is better for business and better for economic growth.

6Open For Business

About this report
What is the purpose of this report?

Who are the authors?

This is a business primer, designed toact as a guide to linkages between the
SDGs and LGBT+ inclusion. It builds a
bridge to support companies having
committed to both and it highlights
ways in which the SDGs matter for
LGBT+ populations worldwide.

This report was authored by Dr
Felicity Daly, a researcher at theInstitute of Commonwealth Studies,
School of Advanced Study, Universityof London. Dr Daly brings over two
decades’ experience in development
research, policy, advocacy and technicalassistance. She has worked extensively
as an independent consultant writing
reports and policy briefs for UN agencies
and others. She also served in senior
management positions for UK charities
including as Executive Director of a UKcharity seeking to uphold the humanrights of lesbian, gay, bisexual andtrans people internationally. Additional
drafting support was provided by Jon
Miller, Kathryn Dovey and Ann-Kathrin
Richter.

What is its scope?
This report brings an LGBT+ lens to 20
targets of the SDGs. These targets
have been identified to support existing
business action on the SDGs.

Who is this report for?
This is a business primer, designed forcompany representatives wanting toconnect the dots between SDG action
and commitments to LGBT+ inclusion. It
may also be of interest to policymakers
in building an inclusive path towards
Agenda 2030.

This publication has been made possible by the following sponsors:

The Open For BusinessResearch Advisory Board
The work of Open For Business is
supported by a Research Advisory
Board, which provides ongoingguidance and feedback, and helps
to ensure the economic case for
LGBT+ inclusion is comprehensive
and up to date.

Pawel Adrjan
Economist, Indeed

M.V. Lee Badgett
Professor of Economics,
University of Massachusetts
Amherst, U.S.

Felicity Daly Dr. PH
Researcher, “Strong in Diversity– Bold on Inclusion“ Project,
the Institute of CommonwealthStudies, School of Advanced
Study, University of London

Paul Jansen
Senior Advisor for Global
Advocacy, OutRight Action
International

Dr. Vivienne Ming
Cognitive neuroscience faculty
member of Singularity University;
Co-Founder of Socos Lab

Suen Yiu Tung
Founding Director of Sexualities
Research Programme, Chinese
University of Hong Kong

Matteo Winkler
Professor of Law, HEC Paris

Open For Business

7

Executive summary
With just 10 years remaining to meet the 17 Sustainable Development Goals(SDGs), the clock is ticking. Agenda 2030 for Sustainable Development wasendorsed by the United Nations (UN) General Assembly in September 2015setting out these 17 goals and 169 targets to end poverty and inequality andconfront climate change. The Global Goals result from an inclusive process thatinvolved states, civil society and business, and they emphasize a new approach todevelopment that aspires to “leave no one behind.”1
LBGT+ people have often faced barriers in accessing economic and social
development initiatives. While LGBT+ people are not explicitly identified as amarginalized population in Agenda 2030, several SDG targets provide entry points
that can be utilized by advocates of inclusive societies to ensure that LGBT+
people are not left behind. That is the purpose of this business primer – to highlightthe linkages and build bridges between SDG action and commitments to LGBT+
inclusion.
After the Global Goals were launched the UN Secretary General asserted that theSDGs will only be realized if UN member states reach all people, regardless of theirsexual orientation or gender identity2. This is supported by the work of Open For
Business, which has shown that there is a clear economic case for encouraging
the inclusion of LGBT+ people in society. It is also the message of the UN OHCHR
Standards of Conduct for Business which build on the UN Guiding Principles
on Business and Human Rights and support companies in eliminating LGBT+
discrimination within the workforce and preventing human rights violations against
LGBT+ consumers, suppliers and distributors.3
Now there are just 10 years to fulfil the SDG commitments, an unprecedented
effort is needed across society, and business has a fundamental role to play. This
primer highlights 20 SDG targets that are highly relevant to companies’ actions
to enhance LGBT+ inclusion while contributing to the realisation of Agenda 2030.
It covers poverty, health, education, gender equality, decent work, inequality andmore, each time bringing the lens of LGBT+ realities. This primer is designed toensure that LGBT+ inclusion is woven into business action on the SDGs and viceversa to ensure that everyone benefits from action towards Agenda 2030.

8Open For Business

Foreword
In 2020 we are 10 years away from the deadline for meeting the sustainable
development goals and the realisation of Agenda 2030. 2020 is of course a year
like no other and this year’s UN General Assembly be like no other as we all adapt
to the current multiple crises brought about by COVID-19.
At Open For Business we understand the importance of making sure no-one is left
behind and ensuring that everyone can benefit from development and economic
progress. LGBT+ populations are not specifically mentioned in the 17 SDGs,
nevertheless the lives of LGBT+ people are closely intertwined with the objectives
set out in the goals and targets. This primer aims to draw out that connection. It is
designed to support business representatives in their existing efforts to support
the SDGs, particularly those companies that have already made a case for LGBT+
inclusion in their work.
This primer looks across all 17 goals and 160 targets and identifies a subset of 20
targets building on eight of the goals. This is not to say that the rest do not matterof course, it is rather an exercise in highlighting the clearest links to the world of
LGBT+ inclusion. The publication covers poverty, health, education, gender equality,
decent work, inequality and more. Each time setting out the background data on
why a particular target matters and what companies might do in response.

Kathryn Dovey, Executive Director,
Open For BusinessWe hope it will be a helpful addition to the library of resources ensuring that LGBT+
inclusion is part and parcel of Agenda 2030 and our collective journey to meetingthe 17 Global Goals.

Open For Business

9

At Unilever, we believe that business must serve society and that it is not possible
to achieve long-term success in a world where people are excluded and left behind.
The UN Sustainable Development Goals (SDGs) represent an action plan for theplanet and society to thrive, addressing poverty, hunger and climate change. They
address issues central to human progress and sustainable development, suchas gender equality, clean water and sanitation, and responsible consumption andproduction.
2020 has brought unprecedented challenges, which mean these goals matter morethan ever.
We are convinced that achieving the SDGs will be good for the planet and global
economy, but what is absent is a recognition of the dotted lines between the
SDG objectives and LGBT+ inclusivity. We pride ourselves on being a diverse andtolerant business, but we are still learning there remains much to be done to createa tolerant and inclusive world.

Aline Santos, EVP Global Marketing& Chief Diversity and Inclusion
Officer, Unilever

In line with Unilever’s vision to be a beacon of inclusion for the LGBT+ community
and its allies, we are delighted to work with Open for Business to deliver thisreport. It analyses the SDGs through an LGBT+ inclusive lens, draws out themain issues for companies and policymakers to consider and emphasises theimportance of a truly inclusive approach to development.

10Open For Business

Sustainable Development Goals

End poverty in allits forms
everywhere

1.1

1.2

1.4

By 2030, eradicate extreme
poverty for all people
everywhere, currently
measured as people living on
less than $1.25 a day

By 2030, reduce at least byhalf the proportion of men,
women and children of allages living in poverty in allits dimensions according tonational definitions

By 2030, ensure that all men andwomen, in particular the poorand the vulnerable, have equal
rights to economic resources, aswell as access to basic services,
ownership and control over landand other forms of property,
inheritance, natural resources,
appropriate new technology
and financial services, including
microfinance

Ensure healthy lives
and promote wellbeing for all at all
ages

3.3

3.4

3.5

By 2030, end the epidemics ofAIDS, tuberculosis, malaria andneglected tropical diseases
and combat hepatitis, waterborne diseases and othercommunicable diseases

By 2030, reduce by one
third premature mortality
from non-communicablediseases through prevention
and treatment and promotemental health and well-being

Strengthen the prevention
and treatment of substanceabuse, including narcotic drug
abuse and harmful use ofalcohol

Open For Business

11

Ensure inclusive
and equitable
quality educationand promote
lifelong learning
opportunities for all

4.3

4.5

By 2030, ensure equal accessfor all women and men
to affordable and quality
technical, vocational andtertiary education, including
university

By 2030, eliminate gender disparities in education andensure equal access to all levels of education and vocational
training for the vulnerable, including persons with disabilities,
indigenous peoples and children in vulnerable situations

Achieve genderequality andempower all womenand girls

5.1

5.2

End all forms of discrimination Eliminate all forms of violenceagainst all women and girls
against all women and girls
everywherein the public and private
spheres, including trafficking
and sexual and other types of
exploitation

5.5
Ensure women’s full andeffective participation andequal opportunities forleadership at all levels ofdecision-making in political,
economic and public life12Open For Business

Promote sustained,
inclusive andsustainableeconomic growth,
full and productive
employment anddecent work for all

8.3

8.5

8.8

Promote developmentoriented policies that
support productive
activities, decent job
creation, entrepreneurship,
creativity and innovation, andencourage the formalizationand growth of micro-,small- and medium-sizedenterprises, including throughaccess to financial services

By 2030, achieve full andproductive employment anddecent work for all womenand men, including for young
people and persons withdisabilities, and equal pay forwork of equal value

Protect labour rights andpromote safe and secure
working environments for all
workers, including migrant
workers, in particular women
migrants, and those in
precarious employment

Reduce inequality
within and among
countries

10.2

10.3

By 2030, empower andpromote the social, economic
and political inclusion ofall, irrespective of age, sex,
disability, race, ethnicity,
origin, religion or economic orother status

Ensure equal opportunity
and reduce inequalitiesof outcome, including by
eliminating discriminatory
laws, policies and practices
and promoting appropriate
legislation, policies and actionin this regard

Open For Business

Make cities andhuman settlements
inclusive, safe,
resilient andsustainable11.3

Promote peacefuland inclusive societies for sustainable
development,
provide access tojustice for all andbuild effective,
accountable andinclusive institutions at all levels

16.1

16.6

16.7

Significantly reduce all formsof violence and related death
rates everywhere

Develop effective,
accountable and transparent
institutions at all levels

Ensure responsive,
inclusive, participatory andrepresentative decisionmaking at all levels

By 2030, enhance inclusive
and sustainable urbanizationand capacity for participatory,
integrated and sustainablehuman settlement planningand management in all
countries

1314Open For BusinessOpen For Business

Focus
Targets

15

16

Open For Business

Goal 1

End poverty in all its forms everywhere

By working to advance LGBT+ inclusion, businesses are supporting poverty reduction in societies
as well as among LGBT+ communities. Open For Business has demonstrated that improving
LGBT+ inclusion bolsters economic performance demonstrated by stronger growth and higher
levels of entrepreneurialism.7 The United Nations Global Compact calls on companies to respecthuman rights in accordance with international standards and recognizes the importance ofbusiness in reducing poverty through economic output, creating sustainable employment
opportunities, stimulating supply chains and contributing to tax revenue. The UN Office of theHigh Commissioner for Human Rights (OHCHR) has published guidelines to support businesses touphold the international standards that protect the human rights of LGBT+ people.8

LGBT Tolerance and Economic Development
Gallup Results — Gay and Lesbian Friendly

By 2030, eradicate
extreme poverty for all
people everywhere,
currently measured as
people living on less than
$1.25 a day.

Studies have found that rates of poverty, food insecurity and joblessness are elevated in
LGBT+ communities.4 Evidence synthesized from a multi-year development research project
demonstrated clear links between “non-normative sexual desires, relationships and behaviour andthe experience of poverty among LGBT+ people”.5 In every country that has been studied violence,
discrimination and social stigma limit LGBT+ people’s full participation in the economy, which could
also reduce economic output more generally.6

100

80

60

40

20

0

6

7

8

9

10

11

Log GDP per Capita

Figure 1: LGB&T inclusion is closely correlated to economic development

Net approval of same-sex relationships

1.1

World Economic Forum Competitiveness Index
60
40
20
0
0

1

2

3

4

-20
-40
-60
-80

Figure 2: LGBT+ inclusion is tied to competitiveness

5

6

7

Open For Business

1.2
By 2030, reduce at leastby half the proportion ofmen, women and childrenof all ages living inpoverty in all its
dimensions according tonational definitions.

1.4
By 2030, ensure that all
men and women, in particular the poor and thevulnerable, have equal
rights to economic resources, as well as access tobasic services, ownershipand control over land andother forms of property,
inheritance, natural resources, appropriate newtechnology and financial
services, including
microfinance.

17

Even in high-income countries where laws and policies that protect the human rights of LGBT+
people have been introduced social discrimination and violence continue to fuel poverty
relative to the general population. A US study indicates that a greater percentage of gay andbisexual men fell at or below the federal poverty line compared with heterosexual men andthat poverty rates for women in same-sex couples are higher, compared with heterosexual
men.9 In Canada, research shows that gay men have personal incomes that are 12% lower
than those of heterosexual men.10 An EU-wide study revealed that the unemployment rate
among the LGBT+ population was at 15%, which was 4.5% higher than the general population
at that time.11
By eliminating LGBT+ discrimination within the workforce and preventing human rights
violations against LGBT+ consumers, suppliers and distributors, businesses can help reducepoverty overall and ensure greater socio-economic inclusion of LGBT+ people.
When LGBT+ people are denied their human rights and equality of opportunity in accessingthese economic resources it has a harmful effect on a country’s level of economic
development as demonstrated through analysis of 39 countries, including 29 “emerging
economies”, showing a positive correlation between per capita GDP and the existence oflegal rights for LGBT+ people.12 In many countries laws are designed to ensure men control
capital and can own and inherit property, making women dependent on their male relatives
and putting pressure lesbian and bisexual women to enter a heterosexual marriage.13,14
Micro Rainbow International Foundation focuses on alleviating poverty amongst the LGBT+
population and their economic empowerment programming has improved the livelihoodsof LGBT+ people living in poverty. These programmes have shown that when LGBT+ people
improve their economic prospects they gain greater acceptance within their families andsocieties.15
By fostering new opportunities for LGBT+ people to learn skills, utilize technology, improvechances to secure jobs, and by supporting micro enterprises and microfinance, businesses
have a role to play in reducing disparities in access to economic resources.

18Open For Business

Goal 3

Ensure healthy lives and promote well-being
for all at all ages
3.3
By 2030, end theepidemics of AIDS,
tuberculosis, malaria andneglected tropicaldiseases and combat
hepatitis, water-borne
diseases and othercommunicable diseases.

Gay, bisexual and other men who have sex with men (MSM) and transwomen continue to beara disproportionate burden of new HIV infections worldwide.16 The reasons for their heightened
vulnerability to HIV are multifactorial, in part due to entrenched structural barriers including
criminalization, stigma, discrimination and violence.17,18,19, Lesbian, bisexual, and other women
who have sex with women encounter a key HIV transmission risk when they experience sexual
violence.20
The COVID-19 pandemic has exacerbated LGBT+ people’s pre-existing social and economic
inequalities resulting in: loss of income; food insecurity; disruptions in access to healthcare
including HIV treatment; poor mental health; increased family and domestic violence, putting
LGBT+ people at heightened vulnerability of homelessness. In certain settings LGBT+
communities have been scapegoated for the spread of the virus21. A report from the US
revealed that LGBT+ people represent 40.5% of employees in sectors heavily impacted by
the COVID-19 crisis including food services, hospitals, education and retail - industries which
employ only 22% of workers from the general population.22
Businesses have served as a key partner in the global response to HIV and other infectious
diseases via platforms such as the Global Business Coalition on Health and through private
sector contributions to the Global Fund to Fight AIDS, TB and Malaria. In the context of
COVID-19 businesses have innovated within their operations to ensure worker health andsafety and have found ways to protect and enhance the health of consumers.
By making the case for LGBT+ inclusion in society – including access to health care – and by
supporting the health of employees and consumers, businesses can help to improve healthoutcomes in society, including communicable diseases.

3.4
By 2030, reduce by one
third premature mortality
from non-communicablediseases throughprevention and treatment
and promote mental
health and well-being.

Numerous studies have established that a higher burden of poor mental health exists among
LGBT+ people compared to the general population. A systematic review found that lesbian,gay, and bisexual people are at higher risk of depression and anxiety, suicidal thoughts anddeliberate self-harm. Studies have demonstrated that depression symptoms are more prevalent
among trans people compared with cisgender sexual minorities.23 Diversity in sexuality or gender
identity does not cause such “disorders”. These disparities are a reflection of structural prejudice,discrimination, victimization and violence.24,25 These disparities are a reflection of structural
prejudice, discrimination, victimization and violence. 26,27 These factors produce chronic stress,
characterized as “minority stress” that perpetuate poor mental health among LGBT+ people.
National suicide mortality rates will be measured to demonstrate progress on this target andit has been established through numerous studies that LGBT+ people have higher rates ofsuicidal ideation and attempts related to minority stress. Efforts to deliver this commitment
will require increasing LGBT+ people’s access to mental health and well-being services as well
as focusing on addressing homophobia, transphobia and biphobia within societies. Open For
Business has found that LGBT+ inclusion leads to enhanced employee productivity and bettermental health at the level of the individual LGBT+ employees.28
By making the case for LGBT+ inclusion in society – including access to health care – and throughemployee assistance programmes for LGBT+ employees who may face minority stress inside and/or outside the workplace, businesses can help to ensure a healthy workforce.

Open For Business

3.5
Strengthen theprevention and treatmentof substance abuse,including narcotic drug
abuse and harmful use ofalcohol.

19

A growing body of evidence demonstrates that drug and alcohol use is significantly higher
among lesbian, gay, and bisexual people compared with heterosexual people.29,30 In countries
where drug use data is collected, drug use is found to be higher among lesbian, gay, andbisexual people when compared to heterosexual people. There is significantly less research
relating to drug and alcohol use among transgender people worldwide, but in one US study
more than a quarter of trans people reported they used drugs or alcohol to cope with theimpact of discrimination.31 Using alcohol and drugs to cope with minority stress and socializing
in LGBT+ friendly spaces where alcohol is served and drugs may be accessible both contributeto higher rates of problematic drug and alcohol use among LGBT+ people.32
By working towards LGBT+ inclusive societies, and thereby reducing minority stress, businesses
can help tackle substance abuse and the harmful use of alcohol in society. Employee resourcegroups and assistance programmes may facilitate access to recovery services and counselling.

20

Open For Business

Goal 4

Ensure inclusive and equitable quality
education and promote lifelong learning
opportunities for all
4.3
By 2030, ensure equal
access for all women andmen to affordable andquality technical,
vocational and tertiary
education, including
university.

In many countries, criminalisation, discriminatory policies and hostile social attitudes persist in
the contexts in which education takes place. Consequently, LGBT+ students face challenges incompleting education and undertaking tertiary training. Available evidence on LGBT+ people’s
access to higher education and vocational education and training demonstrates that LGBT+
students face discrimination and violence in learning settings by both peers and teachers.33,34,35, 36
Investments in education can bring many economic benefits, such as the development of askilled workforce. Many businesses invest in education programmes, and evidence shows that
this can build brand differentiation, employee retention and morale, profitability and businessresilience.37
By ensuring that education programmes are fully LGBT+ inclusive, and by providing vocational
training and apprenticeship programmes to all workers without discrimination, businesses canplay a meaningful role in ensuring equal access for all to education and training.

4.5
By 2030, eliminate genderdisparities in educationand ensure equal accessto all levels of educationand vocational training
for the vulnerable,
including persons withdisabilities, indigenous
peoples and children invulnerable situations.

Only 66% of countries have achieved gender parity in primary education, 45% in lower
secondary, and 25% in upper secondary.38 Only 12% of the poorest males and 8% of thepoorest females complete lower secondary school.39 While these measurements highlightdisparities based on gender and wealth, there is a lack of data on educational disparities
associated with sexual orientation and gender identity. Nevertheless, it is clear thatcompletion of studies is shaped by discriminatory policies and harmful cultural norms.
Students often face bullying and discrimination in school settings if they do not conform togender norms.40 Transgender and gender non-conforming students may be forced to wear
school uniforms that do not match their gender expression and may also encounter further
discrimination if their school documents, diplomas, or certificates do not match their gender
identity.41
By offering vocational training, apprenticeships and work experience schemes to LGBT+
people and providing targeted support to help them move into jobs and to be retained in
employment, businesses can help eliminate disparities in education for vulnerable populations.

Open For Business21

Goal 5

Achieve gender equality and empower all
women and girls
5.1
End all forms of
discrimination against all
women and girls
everywhere.

Lesbian and bisexual women and trans people face compounded forms of discrimination thatstem from both harmful gender norms and stigma against their sexual orientation or gender
identity and expression.42 It is important to consider how to include lesbian and bisexual
women in approaches to address discrimination and promote socio-economic inclusion giventhat “the bulk of discourse and action surrounding gender equality and women’s empowerment
in the development community has assumed a normative notion of ‘woman’ as heterosexual andcisgender. This means that lesbian, bisexual and transgender (LBT) women are largely excluded
from the critical dialogues that inform development programs and investments and the benefits
that are derived from them.”43
Research shows that businesses that invest in women may benefit through increased
productivity, organisational effectiveness, return on investment and higher consumer
satisfaction.44
By advancing workplace inclusion of women in a way that addresses the specific barriers thatlesbian and bisexual women and trans people face in recruitment, retention and advancement,
businesses can help to end discrimination against all women.

5.2

Lesbian and bisexual women and trans people are at high risk for multiple forms of violence
committed against them within their partnerships, families and societies. Sexual violence
is often perpetrated against people who do not conform to gender norms and lesbian andbisexual women and trans people face targeted forms of violence.45 In settings where there
have been high rates of sexual assault targeting lesbian and bisexual women perpetrators
have misguidedly intended to “correct” their victim’s sexuality.46 A US survey of trans people
found that 47% of respondents were sexually assaulted at some point in their lifetime, rising
to 53% among black trans respondents.47

Eliminate all forms ofviolence against all
women and girls in the
public and private
spheres, including
trafficking and sexual andFollowing impact of the #metoo movement and the conviction of several high-profile serial
other types ofsexual predators, businesses need to build a culture where all are safe and able to raise
exploitation.

issues, Businesses must ensure that no-one in the workplace faces unwanted sexualattention or sexual coercion from co-workers or clients and that their workplaces are free ofgender harassment, including inappropriate remarks and images.
By considering the specific forms of harassment that lesbian and bisexual women workers
and trans workers may face, and by ensuring that workplace harassment prevention efforts
explicitly forbid homophobic, transphobic and biphobic language and acts, businesses canhelp to eliminate violence and exploitation against all women.

5.5
Ensure women’s full andeffective participationand equal opportunities
for leadership at all levelsof decision-making inpolitical, economic andpublic life.

There are 42 countries worldwide that explicitly criminalize same-sex relations between
women, which puts lesbians and bisexual women at risk of arrest, prosecution and police
brutality.48,49 This places significant barriers to their engagement in political and public life andthreatens their economic prospects wherein employers have impunity to discriminate against
them. Legal barriers including the lack of legal gender recognition limits trans people’s ability
to change their gender marker and names on official identity documents pose barriers fortrans people to engage in society and employment safely.50 A US survey revealed that 40%of trans respondents who presented identification that did not match their gender identity
reported being harassed.51
UN Women and the UN Global Compact have set out Women’s Empowerment Principles, whichhave been adopted by 3,000 companies and stress that employers must treat all womenand men fairly at work by respecting and support human rights and non-discrimination.52 UN
Women recognizes the human rights of LGBT+ people as an intrinsic element of their mandate
to achieve gender equality and deliver the SDGs. Businesses seeking to advance genderequality should embrace women and men in all their diversity, without discrimination on thebasis of sexual orientation or gender identity and expression.
By working towards gender equality that embraces women and men in all their diversity –without discrimination on the basis of sexual orientation or gender identity and expression –businesses have a significant role to play in advancing women’s leadership.

22Open For Business

Goal 8Promote sustained, inclusive and sustainableeconomic growth, full and productive
employment and decent work for all
8.3

A study on LGBT+ entrepreneurship in the US found that states with policies unfriendly to
the LGBT+ community lost many, if not all, of their nascent LGBT+ entrepreneurs before
they founded their companies in inclusive states such as California, Illinois and New York translating to the loss more than 1 million jobs for States that are not LGBT+ inclusive.53 This
study also found that 37% of LGBT+ entrepreneurs chose not to self-identify as LGBT+ while
fundraising capital for their businesses with 12% citing concerns that being “out” might hurt
their chances to secure capital.54

Promote developmentoriented policies that
support productive activities, decent job creation,
entrepreneurship, creaThe UN Global Compact has identified the key role of businesses in creating decent
tivity and innovation, andsustainable jobs.55 By fostering an environment for entrepreneurs that is inclusive of LGBT+
encourage the formalipeople, businesses can ensure equal access to such opportunities.
zation and growth of
micro-, small- and mediumsized enterprises, including
through access to financial
services.
8.5
By 2030, achieve full andproductive employment
and decent work for all
women and men,
including for young
people and persons withdisabilities, and equal pay
for work of equal value.
8.8
Protect labour rights andpromote safe and secure
working environments for
all workers, including
migrant workers, inparticular women
migrants, and those in
precarious employment.

Achieving decent employment for trans people requires specific attention. A US survey foundthat trans people experienced unemployment at twice the national unemployment rate,with trans people of colour experiencing unemployment up to four times the national rate;
90% experienced harassment, mistreatment or discrimination on the job; and 47% had an
adverse job outcome, such as being fired, not hired or denied a promotion because of beingtransgender or gender non-conforming.56
An Open For Business study conducted by Boston Consulting Group analysed 96 of thefastest-growing companies headquartered in emerging markets found that companies
that advocate LGBT+ inclusive policies tend to attract and retain top talent.57 By building
a safe, supportive and non-discriminatory workplace, business can increase employment
opportunities for LGBT+ people.
Research has found that organizations that are supportive of LGBT+ employees benefit from
more committed, productive workforces with improved workplace relationships and healthoutcomes.58 Furthermore, legal protections have encouraged more trans people to comeout at work which allows trans people to be “happier, healthier, more productive and loyal
employees”. 59
Analysis of 96 fast-growing companies in emerging markets identified that the number ofcompanies that have public policies against LGBT+ discrimination has doubled from 19 in 2015
to 37 in 2019.60 Businesses must implement and promote anti-discrimination policies that areinclusive of sexual orientation and gender identity and expression. Publishing data showing
how this benefits businesses could provide a resource for advocacy to change national labourlaw.

Open For Business

Public statement against LGBT+ discrimination
40
37
35
31

30
25
20

19

15
10
5
0

2015

2018

2019

Tier 1Figure 3: The number of the world’s biggest companies that have released apublic statement against LGBT+ discrimination is rising year by year
High-performing companies
are more likely to be LGBT+
friendly:
Many of Fortune magazine’s
500 largest publicly-traded
companies have LGBT+
inclusion policies in place,according to analysis by the
Human Rights Campaign

8

Eight of Fortune 10companies prohibit
discrimination on
the basis of sexual
orientation

6

Six of Fortune 10companies prohibit
discrimination
based on gender
identity

Human Rights Campaign (2017) LGBTQ
Equality of the Fortune 500

89%

66%

89% of Fortune 500
companies prohibit
discrimination on
the basis of sexual
orientation

66% of Fortune 500
companies prohibit
discrimination basedon gender identity,
compared with justthree in 2000

Figure 4: Most Fortune 10 companies have LGBT+ inclusion policies in place

23

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Open For Business

Goal 10

Reduce inequality within and among
countries
10.2
By 2030, empower andpromote the social,economic and politicalinclusion of all,irrespective of age, sex,
disability, race, ethnicity,
origin, religion or
economic or other status.
10.3
Ensure equal opportunity
and reduce inequalities ofoutcome, including by
eliminating discriminatory
laws, policies andpractices and promoting
appropriate legislation,
policies and action in thisregard.

International human rights experts and UN system actors are acutely concerned that LGBT+
people do not have equitable access to the benefits of social and economic development.
They note: “the development commitments of the international community, placed in the frameof the SDGs, demands that immediate attention be given to ensuring that the systematic
exclusion of these groups, communities and populations be addressed”.61
This is a key target for businesses to utilize as they pursue LGBT+ inclusion. It was explicitly
framed to include ‘other status’ which can serve as an entry point to address barriers tosocio-economic inclusion based on sexual orientation and gender identity and expression
and provides scope to address discriminatory legislation, policies and action.62 Successful,enterprising businesses thrive in diverse, inclusive societies.
This target seeks to decrease the proportion of the population that reports they havepersonally felt discriminated against or harassed on the basis of grounds of discriminationprohibited under international human rights law. While there are numerous legal and policies
barriers that constrain the rights of lesbian, gay and bisexual people they are dependent on
the existence of laws that criminalize same-sex consensual activity, which remain in place in
70 countries worldwide.
Trans people face myriad legal and cultural norms that seek to control how they express theirgender and limit their full participation in society.
Open For Business studies note that anti-LGBT+ policies are counter to the interests ofbusiness and economic growth and has documented risks for business operating in countries
that criminalise LGBT+ people and have high legal levels of discrimination in society. These
include: threats to employee safety and security including criminal conviction, harassment
and violence; compliance concerns when business codes conflict with national law; andbrand and reputational risks including negative opinions held by employees and consumers;
and the possibility of activism against businesses such as boycotts.63 Open For Businesshas found that there is consumer willingness to change consumption behaviours, including
supporting boycotts of companies doing business in countries where there is discriminationand criminalisation of LGBT+ people, and showing preferences for employment with firms
demonstrating a mandate for LGBT+ inclusion.64
Nearly 300 companies worldwide have endorsed the UN Standards of Conduct for Businesson Tackling Discrimination against LGBTI people.65 These standards recommend thatbusinesses work closely with LGBT+ civil society in order to identify how they can best
demonstrate their support to change national policy. With the guidance of LGBT+ human rights
defenders, businesses should consider the public steps they might take to promote LGBT+
inclusion including: fostering dialogue with societal leaders; challenging government actions;
undertaking high level advocacy; and tangibly supporting grassroots advocacy to overturn
discriminatory laws, policies and practices. Open For Business has set out additional examples
of progressive actions in the Channels of Influence report.

Open For Business

New Survey Data
Consumers are ready toact in support of global
LGBT inclusion
To explore further the risks
associated with public
opinion, Open For Business
commissioned a survey of
attitudes among US and
UK consumers towards
companies doing businessin countries with anti-LGB&T
laws.* The results are
published for the first timein this report. The results
show the strength of popularsupport for global LGB&T
inclusion – to the extent
that they support boycotts,change consumption
behaviors and employment
preferences:

Research by Brunswick Insight; N=525 in
the US; N=543 in the UK

47.5%

52.5%

52%

Nearly HALF (47.5%)
would support aboycott of companies
working in countries
that have anti-gay
laws

More than HALF (52.5%)
say they would be
UNLIKELY to support
international development aid going to a
country that has antigay laws

42.5%

42.5% would be
UNLIKELY to buy a
product (e.g. coffee)
from a country thathas anti-gay laws

51%

More than HALF (51%)
would be UNLIKELY
to go on holiday to a
country that has antigay laws

25

More than HALF (52%)
would be UNLIKELY towork for a company
that does businessin a country that has
anti-gay laws*

Figure 5: UK and US consumers are voting with their feet on LGBT+ discrimination

Value Chain
ChannelThe Value Chain Channel includes a company’s supply
chain and distribution networks, as well as the end-buyersof its products and services – customers, clients andconsumers.

Financial
ChannelThe Financial Channel includes banking partners thatprovide financing lending and services (such as payroll), as
well as investors (asset owners and managers) and direct
investment.
The Public Policy Channel includes relationships with

Public Policy public officials, governments, politicians and policymakers,
as well as relevant industry regulators and national human
Channelrights institutions.

Civil Society
ChannelThe Civil Society Channel includes the civil society groups
and NGOs that a company interacts with, the various
communities that surround the business, and the media.

Industry
ChannelThe Industry Channel includes any professional bodies orindustry associations that a company or its employees
may participate in, as well as Chambers of Commerce andTrade Unions.

26Open For Business

Goal 11Make cities and human settlements
inclusive, safe, resilient and sustainable
11.3

More than half the global population now lives in cities and that is projected to rise to at least
60% by 2030.66 Over the past several decades LGBT+ communities have established a visible
presence in cities, particularly in high-income countries.67 Within cities, LGBT+ people may facehousing discrimination being denied leases and mortgages, harassed by neighbours or evictedfrom their homes.68 These forms of discrimination drive LGBT+ people into homelessness at
twice the rate of the general population and LGBT+ people are more likely to be turned awayfrom shelters serving the general homeless population.69 Homelessness can result in LGBT+
people’s further exclusion as lack of a fixed address can make it difficult or impossible to geta bank account, receive mail, register with health providers or to provide identification needed
when seeking employment.70

By 2030, enhance
inclusive and sustainableurbanization and capacity
for participatory,
integrated andsustainable humansettlement planning andmanagement in all
Open For Business has presented evidence demonstrating that “open” and diverse cities thatcountries
are LGBT+ inclusive are more competitive and better able to serve as hubs for the operationof leading businesses. LGBT+ inclusion signals that “a city has a tolerant, dynamic culturallife, and that it is a globally integrated place to do business”.71 Recent research conductedby Boston Consulting Group for Open For Business analysing 96 companies in emerging
markets found that LGBT+ inclusive cities provide a supportive environment that boosts
the competitiveness of high-potential companies. Businesses that operate in a way that isinclusive of LGBT+ people provide a model for greater inclusion within cities.
By engaging constructively with the governments of cities in which they do business,companies can encourage more LGBT+ friendly environments, thereby promoting more
inclusive cities.
By engaging constructively with the governments of cities in which they do business,companies can encourage more LGBT+ friendly environments, thereby promoting more
inclusive cities.

LGBT+ inclusion iscorrelated with city GDP
per capita

Using the City LGBT+ Inclusion Score we can explore the connection between inclusion and theeconomic performance of a city. A clear relationship becomes evident: more inclusive cities tend
to have higher GDP per capita. The regression line suggests a stronger uplift in the move fromvery low to medium inclusion scores (i.e., from dangerous or hostile to tolerance not inclusion).
An outlier in this graph is the city with high GDP per capita but a medium inclusion score: this isSingapore.

Open For Business

City LGBT+ Inclusion Scoree
Log of City GDP per capita

5.0

4.6

4.2

3.8

3.4

3.0
0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

4.0

4.5

5.0

90

100

f

Net approval of same-sex relationships

Figure 6: City LGBT+ inclusion and GDP per capit

Global Innovation Index
60
40
20
0

0

10

20

30

40

-20
-40
-60
-80

Figure 7: LGBT+ Inclusion and Innovation

50

60

70

80

27

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Open For Business

Goal 16

Promote peaceful and inclusive societies forsustainable development, provide access tojustice for all and build effective, accountable
and inclusive institutions at all levels
16.1
Significantly reduce allforms of violence andrelated death rates
everywhere

The UN Independent Expert on protection against violence and discrimination based on sexual
orientation and gender identity asserted that lesbian, gay, bisexual, trans and gender nonconforming persons are at heightened risk of physical and sexual violence and that sexual
orientation or gender identity plays a key role in the perpetration of such abuse.72,73,74 Citing
data from a trans violence monitoring project that recorded 2,609 reports of murder of transand gender non-conforming people in 71 countries worldwide between 2008 and 2017, theIndependent Expert cautioned that given hate crimes are not systematically recorded, theactual figure is certain to be higher.75,76
High rates of violence and lack of personal safety experienced by LGBT+ people are fuelledby homophobia, transphobia and biphobia and undermined by the absence of anti-hate crime
legislation in many countries. By challenging harmful social norms and exemplifying LGBT+
inclusion in their operations, including zero tolerance for violence against LGBT+ people,
businesses can contribute to curbing violence.

16.6
Develop effective,
accountable andtransparent institutions
at all levels

A report on laws governing the registration of LGBT+ civil society organisations found that in
54 countries, civil society organisations are unable to register if they cite that their aim is toserve LGBT+ people and that such organisations often operate without official status or findother ways to register and maintain that status by concealing their real purpose.77 It could beargued that this normalizes operational incentives that can have long-term adverse effects on
the transparency and efficiency of their operations.78
Open For Business has demonstrated that in countries where there is structural andsocial discrimination against LGBT+ people there are higher rates of corruption and lack oftransparency. 79 Countries that are more inclusive of LGBT+ people are more likely to havestronger institutions that allow for growth and sustainable economic growth.80 By encouraging
accountability and transparency and promoting diversity and inclusion, businesses can create
an atmosphere of trust and communication which is essential for effective operations.

16.7
Ensure responsive,
inclusive, participatory
and representativedecision-making at alllevelsLGBT+ civil society movements often assert that there should be “nothing about us withoutus” when developing interventions to protect and promote the human rights of LGBT+ people.
The UN Standards of Conduct for Business stress that businesses consult with and be guided
by LGBT+ human rights defenders when considering what actions businesses could take tosignal solidarity and promote LGBT+ inclusion at a societal level.81
LGBT+ inclusion in decision-making at a corporate level can be enhanced by establishing
LGBT+ employee networks and ensuring professional advancement pathways do not exclude
the promotion of competent LGBT+ employees. By increasing diversity on the basis of sexual
orientation and gender identity and expression in management committees and board
appointments, businesses can ensure that corporate decision-making is LGBT+ inclusive andrepresentative.

Open For Business

29

30

Open For Business

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64	ibid.
65	
https://www.global-LGBT+i.org/thesupporters66	
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70	ibid.
71	Miller, J. and Parker, L. (2018) Open For
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72	United Nations Human Rights Council.
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73	Kimberly H. McManama O’Brien, Richard
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76	Trans Murder Monitoring, Transrespectversus Transphobia Worldwide (TvT)(see https://transrespect.org/en/transmurder-monitoring/tmm-resources/);Boglarka Fedorko and Lukas Berredo,
The vicious circle of violence: transand gender-diverse people, migration,and sex work, TvT Publication Series,
vol. 16, October 2017. See also
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77	Daly, F. The Global State of LGBTIQ
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Action International. August 2018.
78	Ibid.
79	Miller, J. and Parker, L. (2018) Open For
Business: Strengthening the Economic
Case. The Brunswick Group.
80	Ibid.
81	United Nations Office of the HighCommissioner for Human Rights. 2017.
Tackling Discrimination against Lesbian,Gay, Bi, Trans, and Intersex People:
Standards of Conduct for Business.

32

Open For BusinessBusiness Action for LGBT+ Inclusive Societies