Examining inclusive leadership practices and LGBT employee sense of belonging: a qualitative case study

This dissertation explores how inclusive leadership practices affect feelings of belongingness at work among Lesbian, Gay, Bisexual, and Transgender (LGBT) employees within U.S. organizations. Despite significant social and legislative advancements, LGBT employees continue to have negative and more exclusive work experiences compared to their cisgender, heterosexual counterparts. This qualitative case study aims to identify specific inclusive leadership practices that foster a sense of belonging and support among LGBT employees. This study is grounded in the context of organizations wishing to support LGBT employees and the critical role of inclusive leadership in leveraging diverse talent. Inclusive leadership is defined as leaders who demonstrate openness, provide leadership opportunities, gather input equitably, and empower employees at all levels. These practices are essential for historically marginalized employees, as they help them feel heard, valued, and included. Through thematic analysis of 13 participant interviews, the study identifies key inclusive leadership practices that contribute to LGBT employees' sense of belonging. The findings highlight the importance of leaders who ask for input prior to decisions, create safe spaces for all identities, and support employees' psychological safety through openness, transparency, and vulnerability. The study also addresses the ongoing challenges faced by LGBT employees, including cisnormativity, heteronormativity, microaggressions, discrimination, and the impact of anti-LGBT laws. The significance of this research lies in its focus on centering LGBT employees' voices and providing actionable insights for leaders, particularly in the non-profit space, to create more inclusive workplaces. By identifying and promoting inclusive leadership practices, this study contributes to the broader body of knowledge on diversity, equity, and inclusion, and supports the development of more inclusive organizational cultures. This study can help bridge the gap between organizations that may be viewed as performative in their support of LGBT employees and organizations that fully support their LGBT employees.

Name thesis:degree_name

Ed.D.

Level thesis:degree_level

Dissertation

Discipline thesis:degree_discipline

Educ Policy, Orgzn & Leadrshp

Grantor

University of Illinois Urbana-Champaign

Year dc:date

2025

Author dc:creator

• Baker, Kim Kathleen

Contributors dc:contributor

• Ward Hood, Denice
• Huang, Wenhao David
• Kang, Hyun-Sook
• Lee, Sharon

• LGBT
• Employees
• Inclusive Leadership
• Inclusion
• Belonging
• Leadership
• LGBTQ
• LGBTQ+

Statement dc:rights

• Copyright 2025 Kim Baker

Language dc:language

en, eng

Handle dc:identifier

https://hdl.handle.net/2142/129436

OAI record oai:identifier

https://www.ideals.illinois.edu/oai-pmh?verb=GetRecord&metadataPrefix=etdms&identifier=oai%3Awww.ideals.illinois.edu%3A2142%2F129436