Make Your Workplace One Where Coming Out Is Easy Everyday

On October 11th of each year, we celebrate National Coming Out Day. We observe this day to celebrate visit LGBTQ+ people for coming out of the closet to live as who they ostensibly are and recognize the long movement of civil rights activism that led to the ability to do so. We know that homophobia and transphobia thrive in environments of ignorance and silence, so we encourage those who can safely come out and let friends, family, and colleagues know who they are. 

With the strides towards equality that the LGBTQ+ community has made in recent years, including a victory at the Supreme Court last year against employment discrimination, it may surprise people to know that so many people remain in the closet when it comes to how they operate in their workplace. In fact, according to a 2018 Human Rights Campaign study, more than 46% percent of LGBTQ+ individuals remain closeted at work and 53% of LGBTQ+ still report hearing jokes about gay or lesbian people occasionally. The study also reports that the main reason LGBTQ+ individuals don’t report discrimination or harassment in the workplace is because they don’t believe anything will be done about it.

Making a workplace LGBTQ+ friendly should be a top priority for companies both large and small. There are so many great reasons to do so, such as recruiting and retaining top talent, and attracting a loyal customer base. And the good news is that creating a welcoming environment for LGBTQ+ communities is the rare intersection of the good thing to do for people and the right thing to do for your bottom line. Companies with LGBTQ+ inclusivity outperform competitors in their sector, and unwelcoming workspaces can cause a significant reduction in employee engagement and productivity. LGBTQ+ folks are a demographic that cuts through all races, ethnic backgrounds, ages, and classes, so it stands to reason that everyone’s experience with coming out is quite different. However, there are some LGBTQ+-positive initiatives in the workplace that can help everyone. 

As a leader of an LGBTQ+ Chamber of Commerce, I have the privilege of working with businesses to make sure that their workplace environment is a friendly place for LGBTQ+ folks to come out and be who they are. Here are some of the best action steps I’ve observed that help make every day in the workplace a comfortable one to come out. 

Your company policies should be the minimum expectation of equality for LGBTQ+ folks. When putting together your workplace guidelines, clear and robust policies that include sexual orientation and gender expression/identity around non-discrimination, insurance, and other matters are a great starting point. But there is a difference in the formal mechanics of the policies you set forth and workplace practice. It is vital to be certain that the guidelines are doing their intended job. Do LGBTQ+ folks feel comfortable bringing complaints? Will there be accountability if they do? Make it a regular practice to chat with your LGBTQ+ employees about their experience in the workplace environment.

Establish employee affinity groups. Employee affinity groups, like ERGs or BRGs, are voluntary, employee-led groups built to promote a diverse, inclusive workplace by identifying key values and putting organizational goals into action for various communities and their allies. Many large corporations have designed these groups to bring together communities of different racial and ethnic backgrounds, genders, sexual orientations, and military status. These groups allow people with diverse backgrounds to celebrate their commonalities and organize to provide feedback for management. Our chamber has been convening a group of ERGs to learn best practices from one another. 

Promote allyship in the workplace. In the case of LGBTQ+ individuals specifically, it’s always helpful to know that allies your community are present you’re in a safe space when. So, it helps in the workplace to provide and encourage visible or tangible ways to indicate allyship. For example, it’s meaningful for folks in transgender and gender nonconforming communities to see that their allies are listing their pronouns in their email signature as an indicator that the company is inclusive of everyone and acknowledges gender diversity. Some companies use LGBTQ+-themed stickers, badges, or lanyards to let employees self-identify as allies.

Highlight the benefits of diversity at all levels. Diverse, inclusive workplaces operate better and more productively, and your company should always make this clear as part of its mission. Inclusive company culture should always be evident at the top with visible, loud, confident support. The highest levels of your company should feel empowered and educated to understand and advocate for communities through cultural competence training and workplace instruction that is led by LGBTQ+ folks. Take the opportunity to learn from your workforce what you’re doing right and where you’re missing the mark.

Engage with the community (but not just once a year!) Taking the time to listen, learn, and educate others with and about all communities should be a process that takes place all year long. We all love a good Pride party, or a Women’s History Month panel, or a celebration of Black History Month, but companies should be showing support to the communities they employ and serve all year round. (As I like to tell people, I’m just as gay in November as I am during Pride Month in June.) This means checking in with and celebrating your people with regularity, tackling regressive views and actions head on, and being ready to learn at all times – not just during celebrations or crises.

By making your workplace friendlier to LGBTQ+ employees, you’re not only improving the quality of your business and making yourself a more appealing enterprise for new talent and loyal customers, you could also be making a huge difference in someone’s life. Simple steps that you take internally can lead to a workplace environment where everyone feels comfortable bringing their whole selves to work.