Thriving Workplaces How Employers can Improve Productivity and Change Lives 2025

Sexual orientation: LGBTQI+ individuals reported 9 percentage points less on holistic health than heterosexuals (46% versus 55% for heterosexuals).64 An earlier McKinsey report found that more than half of gay, lesbian and nonbinary employees had stronger feelings of being an “only” (only person, or one of the only people, of their sexual orientation or gender identity) in the workplace than other employees did. Feelings of isolation can exacerbate exclusion and can negatively impact well-being.65 Reported employee health based on sexual orientation: Members of the LGBTQI+ community report clear differences in overall employee health compared to the global averageFIGURE 6B FIGURE 6C Demographic group1 LGBTQI+1Global sample2 HeterosexualHigh holistic health reports, % of respondentsHigh burn-out symptoms reports, % of respondentsFaring well reports, % of respondents reporting good holistic health and low burn-out symptoms 55% 20% 49% 42% 50%24% 19%0% 100% 0% 100% 0% 100% 46% 55%100% ~10% ~90% Notes: 1. Individuals self-identifying as LGBTI+. Excluding Egypt, Indonesia, India, Nigeria, Saudi Arabi, South Africa, United Arab Emirates, 2. Excluding Egypt, Indonesia, India, Nigeria, Saudi Arabia, South Africa, United Arab Emirates due to data quality concernsPercentage of global population in group Demographic group1 Neurodivergent1Global sample2 Non-neurodivergentHigh holistic health reports, % of respondentsHigh burn-out symptoms reports, % of respondentsFaring well reports, % of respondents reporting good holistic health and low burn-out symptoms 56% 21% 49% 27% 51%40% 19%0% 100% 0% 100% 0% 100% 41% 57%100% ~5% ~95% Notes: 1. Individuals reporting to be diagnosed or self-identified neurodivergent, 2. Excluding India due to data quality concernsPercentage of global population in groupSource: MHI Employee Holistic Health Survey 2023 Source: MHI Employee Holistic Health Survey 2023Neurodivergence: Neurodivergent employees were 24 percentage points less likely to report faring well scores in holistic health and burn- out symptoms compared to neurotypical peers (27% versus 51% for neurotypical).66 They often face workplace challenges due to inadequate support and pressure to appear neurotypical. Limited data makes it difficult to fully understand the extent of neurodivergence in the workplace, but more research could help employers better support these employees, enhancing both their health and performance.67 By understanding and accommodating the strengths and needs of neurodivergent workers, organizations could significantly boost their capacity for innovation and improve overall holistic health.68 Reported employee health based on neurodivergent status: Neurodivergent employees report clear differences in overall employee health Thriving Workplaces: How Employers can Improve Productivity and Change Lives 18