Building an evidence base: How we created the Pride in Leadership Report, and why it matters
Part of On The Level’s commitment to social value is that we spend at least a day a week supporting our local communities. This means voluntary work for Pride in Leadership, Forever Manchester and Stockport Race Equality Partnership.
Pride in Leadership works to elevate, connect and support LGBTQ+ leaders and aspiring leaders across the UK. But it came with a frustrating reality: despite the growing conversations about inclusion, there was remarkably little robust research into LGBTQ+ experiences of leadership and career progression in the UK. Stonewall had written a report on bullying and harassment in the workplace in 2018, and Just Like Us looked at young people’s experiences in education, including role models and mentoring.
This gap had real consequences. Without credible data, it’s hard to design effective interventions, secure investment, or hold organisations accountable. It also means too many decisions are made based on assumptions rather than evidence.
At On The Level, we know that when the data doesn’t exist, you can’t wait for someone else to fill the gap. You have to collect it yourself. So, that’s exactly what we did.
Designing research that goes beyond the basics
We were determined this wouldn’t be a tokenistic tick-box survey. From the outset, we set out to build something rigorous and comprehensive, so the insights would stand up to scrutiny and be genuinely useful.
We designed a questionnaire covering every aspect of LGBTQ+ working life, including coming out, career barriers and experiences, role models, educational achievement, employment choices, location choices, experiences with recruitment and promotion, travel, networking, training, and how their organisation supports LGBTQ+ people.
The survey included 28 questions, combining structured multiple-choice and scale questions with open-text boxes so respondents could share their stories in their own words. This blend was deliberate: we were keen not just to show the numbers, but also to give a voice to LGBTQ+ people, and enable them to tell their stories. It is, in fact, the thing that I am most proud of in the report, and also what I think makes it powerful.
Reaching people without a big budget
Once we finalised the survey, we took a community-led approach to distribution, and shared it organically via social media (especially Linkedin), Employee Resource Groups (ERGs), professional networks, and LGBTQ+ community organisations.
Our initial target was modest: 200 responses, and, to our amazement, we reached that within days – so we set a new ambition of 1,000 respondents. Much hard work ensued 😊 and we got there, creating one of the largest datasets of its kind in the UK.
Making data make sense
Collecting responses was just the start. Next came the painstaking process of analysis, which involved coding thousands of qualitative comments, identifying recurring themes, and cross-referencing them with wider evidence and policy debates.
We wanted the final report to be clear, accessible, and above all, practical. A resource that didn’t just describe problems, but offered a path towards change.
Targeted recommendations for different audiences
The final report set out a roadmap for action. We developed 9 recommendations, across five audiences:
Employers and organisations – covering areas like HR processes, recruitment, culture, banter, mentoring, tackling bias in promotions, and supporting intersectional identities.
Recruiters – focusing on challenging the concept of ‘culture fit’ and encouraging employers to look outside of the types of people they always recruit.
LGBTQ+ individuals – looking at practical steps to build networks, develop confidence, and navigate barriers.
Policymakers – calling for better (and kinder) policymaking, and improved data collection and accountability measures.
Future researchers – suggesting ideas for research that takes our work to the next level.
These recommendations were designed to ensure everyone, at every level, has a role to play in creating lasting change.
Why it matters
We created this research because nobody else had and we thought it was needed to drive change. We believe LGBTQ+ people deserve evidence of the same quality and ambition as the McKinsey reports on gender or the Parker Review on race.
At On The Level, this is exactly the kind of work we specialise in. Whether you’re looking to understand the experiences of a specific group, evaluate the impact of a programme, or build a case for change, we can help you:
Design research that is robust, inclusive, and credible.
Reach the right audiences to ensure voices are heard.
Analyse findings with clarity and depth.
Translate insights into action that makes a difference.
And while this project focused on LGBTQ+ leadership, the same approach applies to any area, whether that’s race equity, gender, disability, social mobility, or broader strategy development for your organisation.
So, if you’d like to explore how we can help your organisation build an evidence base that inspires change, let’s talk. Where there’s a gap, we know how to fill it.
Help spread the word about the report
If you haven’t already, you can download the Pride in Leadership Report here and share it with your networks.
