Creating an environment where everyone can be their authentic self at work is of paramount importance. In the session ‘Out and Proud in the Workplace,’ panellists explored key discussions on supporting LGBTQ+ employees and creating a truly inclusive workplace.
Here are three key takeaways from this insightful session:
1. Barriers LGBTQ+ Individuals Can Experience When Coming Out at Work
LGBTQ+ individuals may face multiple barriers in the workplace that hinder their ability to be open about their identity. Eric Johnson, a consultant at Markel International, discussed how some of these barriers are internal, stemming from personal fears or concerns about how others might react. He highlighted that during the recruitment process or when joining a new company, the absence of clear signals that the workplace is LGBTQ+ friendly—or hearing negative stories about coming out—can deter individuals from being open about their sexuality. Johnson emphasised that companies are increasingly aware of these issues and are actively working to ensure such barriers do not exist.
2. Key Approaches to Overcoming These Barriers, Both for Yourself and to Support Others
To overcome these barriers, companies can take small but impactful steps. In recruitment processes and internal communications, signalling support for LGBTQ+ employees through inclusive language, policies, and visible representation can make a significant difference. Additionally, establishing clear cultural and behavioural expectations within the workplace and ensuring the visibility of LGBTQ+ individuals fosters a sense of belonging for those who might otherwise feel marginalised.
3. Actions to Take to Improve LGBTQ+ Inclusion Within Your Organisation
There are many ways individuals can contribute to improving LGBTQ+ inclusion at work. It starts with supporting, reassuring, and actively listening to colleagues, as everyone has their own unique journey when it comes to coming out. If you’re unsure how to support someone, it’s important to let them guide the process and avoid making assumptions about their experience. Simply asking, “How can we support you?” is often more appreciated than assuming what someone needs.
Everyone in the workplace plays a role in supporting LGBTQ+ inclusion. Even if you’re not directly affected by discrimination, being an ally, providing support, standing up to discrimination, and acting as a buddy can make a huge difference. It’s also important to note that many people may feel hesitant to ask questions for fear of being perceived as insensitive. However, LGBTQ+ individuals generally appreciate open, respectful inquiries about how they prefer to be supported. For example, using pronouns in everyday conversations can be a simple yet powerful way to show inclusion. Allies can also normalise these practices in day-to-day communication, further fostering a supportive environment.