Based on current data, you can safely assume that at least 5% of your workforce would be directly impacted by a decision to proactively support consensually non-monogamous employees. This is even more true for Gen Z and Millennial employees, who are considerably more likely to engage in consensual non-monogamy. A February 2023 YouGov poll found that one-third of Americans (34%) describe their ideal relationship as something other than complete monogamy, with people under 45 being more likely (44%) to indicate interest in this than other generations. This is a significant portion of employees, and you could make a meaningful difference in their lives and in the culture and success of your organization by being attentive to the needs of this population.

Despite the prevalence of consensual non-monogamy, there remains significant social stigma attached to disclosing these identities in the workplace. Studies show that two-thirds of people engaged in consensual non-monogamy reported recent discrimination related to their relationship structure, with the majority (70%) hiding that they were non-monogamous. There is ample evidence of discrimination in housing and the workplace, family rejection, retaliation for coming out, difficulty accessing supportive mental health and medical care, and issues involving adoption, custody and parental rights.

Workplace policies have long been a powerful tool for social change. While legal protections for non-monogamous people in the workplace are scarce, organizations including JP Morgan Chase, Dell, Microsoft, and AirBnb have recently led the way in efforts in this area, with efforts including adding 'family and relationship structure' to their employee handbooks and nondiscrimination statements as a protected class, creating employee resource sub-groups within an LGBTQ+ ERG, and offering education on consensual non-monogamy to employees and leaders.

Especially in the absence of state or federal laws protecting marginalized groups, employers have a unique opportunity to promote safety and care for these groups and create a culture where it is safe to come out at work. For example, the percentage of Fortune 500 companies with policies protecting gender identity discrimination grew from 3% in 2002 to 83% in 2019 well in advance of updates to state and federal law. Comprehensive LGBTQI+ non-discrimination laws have not only served as a catalyst for economic growth by attracting diverse talent and businesses, but have also had demonstrable positive impacts on the physical and mental well-being of LGBTQI+ individuals, thereby fostering more resilient and inclusive communities. The same is likely to be true for consensually non-monogamous people.

When you make space for people to be open about their family, relationship and care structures, you are opening the door for the large percentage of employees who are living outside the ‘nuclear family’ norm. According to 2020 Census data, only 17.8% of American households have a ‘nuclear family’ structure with two married parents living with children under 18. This means that over 82% of American households live in a different configuration: co-parenting with multiple adults, solo living, living with unmarried partners, living with extended family. By creating space for people to be honest and enthusiastic about their family and relationship structures, you can better understand the benefits, structures, and support that meet the needs of the wide array of families that exist in the United States.