ABSTRACT
[...]evidence-based insight is needed into how to create an LGBTIQ+ inclusive workplace. From a legal perspective, Kees Waaldijk demonstrated the strong global trend of countries explicitly prohibiting employment discrimination based on sexual orientation and argued that such explicit legal prohibition can play a useful role in increasing LGB inclusion (see also Waaldijk, this issue). [...]as Yvonne Muthoni Nyawira so aptly argued in her keynote speech, it is necessary to put local researchers and stakeholders in the driving seat to identify the relevant gaps and to develop appropriate interventions that take the cultural context into account. Importantly, sharing this information is a more precarious issue for sexual and gender minorities than it is for members of majority groups, and can be outright dangerous in contexts where same-sex relations are criminalised by law or socially condemned on a large scale. [...]a critical question that faces researchers and practitioners alike is whether and how to collect SOGIESC data amongst employees.