LGBT+ Allies in the Workplace

Why are Workplace Allies needed?

GLAAD reports that “Most lesbian, gay, bisexual and transgender (LGBT) people remain closeted, or at least partially so, on the job because of a potentially hostile work environment. Many fear losing their job if they come out at work.” Straight for Equality reports similar findings, “In the U.S., roughly 50% of LGBTQ+ people report that they are in the closet at work, fearful that coming out may negatively impact their employment. And even among those who are out, reports of sensing that their workplace climate doesn’t support them sadly remain widespread.”

According to leading LGBT charity Stonewall’s 2018 LGBT in Britain – Work Report, published last week, more than a third (35 per cent) of LGBT people – and almost two in five bisexual people – hide or disguise their sexuality because they are afraid of discrimination or negative reaction from their colleagues. Follow-up statistics suggest there is good reason for this. Almost one in five LGBT employees experienced negative comments or conduct from colleagues because of their sexuality in the last year; facing derogatory remarks, being outed without their consent or bullied at work.

Not only are LGBT+ people wondering if others are whispering about them or discriminating against them, cisgender heterosexual people are hearing these comments and not speaking up! Total Jobs reports that “YouGov polling from 2015 revealed that one in five people admitted to making offensive remarks about LGBT people in the last year, it seems straight and cis-gendered colleagues have been letting it slide. Within the space of one month, 63 per cent of people who had heard offensive remarks aimed at LGBT people didn’t do anything about it, ultimately sending the signal that this kind of behaviour is acceptable.”

What does a Workplace Ally look like?

For all of the goings on at work, it can seem impossible to think about adding one more thing to your plate. However, this is not another task or another responsibility, it’s about simply being your allied self… but louder. This doesn’t mean coming to work in a rainbow onesie, it doesn’t mean having shouting matches with colleagues who have outdated views. It simply means that you choose to be mindful of how others see you. This may mean that you have a small rainbow flag or pin somewhere in your office. It may mean placing a rainbow sticker on your identification badge. It may mean you include your pronouns in your email signature.

The goal here isn’t for a Workplace Ally to become a solo champion for equality in their workplace. It’s to let LGBT+ people know they are supported at work and to let others know that they are not alone in their allyship for LGBT+ people.

How does a business benefit from a Workplace Ally?

Harvard Business Review has found that “LGBT employees aren’t the only beneficiaries of an inclusive workplace; employers benefit, too. In 2012, LGBT adults in the U.S. represented $790 billion in total buying power, making them a market force companies can’t afford to overlook. Inclusive companies find that publicizing their support of LGBT equality boosts their standing among consumers across the board: 71% of LGBT adults said they are likely to remain loyal to a brand they believe to be very friendly to the LGBT community even when less friendly companies may offer lower prices or be more convenient. Further, three-quarters of heterosexuals and 87% of LGBTs said they would consider choosing a brand known to provide equal workplace benefits.”

What can YOU do?

Lambda Legal suggests, “Demand a respectful work culture for all of your co-workers from all of your co-workers. Train yourself to "interrupt" homophobic, racist, and sexist statements and actions. Look people in the eye and make simple statements such as "Please don't use that language around me" or "I don't agree with that." If you do not feel comfortable interrupting bad behavior as it is happening, you can talk to participants afterwards to tell them how you feel.”

A recent article in Bloomberg offers this recommendation, “Be visible. Be open. PRIDE buttons and flags, of course, signal support. So do “I’ll go with you” buttons that show that you will walk with a transgender person to the restroom. Be familiar with terminology for LGBT communities. Understand how to support colleagues coming out at work: Ask “How can I help you?” Don’t assume that a person is out to everyone, whether about their sexuality, gender, or mental illness.”

Forbes encourages that it is important to, “Educate yourself with the help of coworkers. Being informed about the nuances of the LGBTQ community can make you a stronger ally. Do your research on what questions are not appropriate to ask like what surgeries a transgender colleague has had, as well as the history behind the LGBTQ civil rights movement to date.” The Muse has one more piece of advice, “When someone is confiding in you, listen! When someone vents to you about challenges they have as an LGBTQ person, listen! When someone is questioning their sexuality or gender identity, listen! You may be tempted to ask them to dissect the situation or share an opinion—but don’t. This is not the right time or place. Someone is trusting you with a serious and important part of their identity.”

By honoring your colleagues and by supporting their identity, you are not only showing what a great co-worker you are, you are showing that you are an affirming and accepting person… without spending a dollar or an hour, you can be a part of what helps keep LGBT+ people safe in the workplace and what helps to create a safer and more accepting world for LGBT+ people everywhere.