For those that may not have seen my video with Cornell Verdeja-Woodson where we discuss how to support LGBTQ+ employees year round, I highly recommend taking a listen. Many organizations can still do a better job with different aspects we discuss within this video.
October 11th, in the LGBTQ+ community, brings about National Coming Out Day. A day when those of us that have come out (25 years ago to be exact in my case) rally support behind those that are ready to make the next step in their journey and we reminisce about our own stories. I’m happy to share a few funny ones from telling family and friends. June is another important month as we celebrate Pride season in cities around the world. A safe space where we can be our authentic selves surrounded by community support. Though it’s one month, we work at our jobs for the whole year and whether you’re part of the community or not, we must push for equality every day.
I’ll admit that it was hard to tell friends and family when I first came out but I found it even harder when I was ready to be my authentic self in the workplace. I’ve never come out day 1 at any organizations that I’ve worked for fear that once they know, I may not be offered the same opportunities or that I may be treated or seen differently. I think a lot has to do with conditioning that we have either experienced or heard from other members of the community where there’s a little trepidation about whether we should or should not come out. Looking back at every time that I have come out, I’ve been (and remain) very lucky! In my case, I have been awarded the same opportunities for advancement over and over, regardless. There is however, always that little voice in the back of my mind reminding you that “things could change”. And for others, in different areas of the U.S. or at different organizations, they may not have the same results.
Whenever you start interviewing or working with a new organization, you don’t necessarily know the organization culture, how they treat LGBTQ+ team members or how their policies/benefits have been written to include or exclude certain groups of people. If you identify as part of the LGBTQ+ community, there are some steps you can take from pre-interview to being hired at an organization that can ensure the organization you want to work for are bettering their culture by making it more inclusive for everyone.
For any hiring managers reading this, please think about the above issues an applicant may face or consider. Creating a welcoming and diverse team helps everyone.
When you are ready to come out to your team members, do it. Don’t feel you have to do it during the interview process or on your first day. It’s YOUR story and YOU should be able to control when you feel comfortable letting other team members know. I’ve done it casually while talking about my weekend saying things like, “My boyfriend and I…”.
Coming out is never easy but many organizations are including more DEI training than ever before. Not only is training happening but the rise of Speak Up platforms like #NotMe that can help and support you if you experience harassment, discrimination, bullying, or even retaliation as a LGBTQ+ person while at work/work-related functions. Downloading the #NotMe app, creating your account and speaking up about something inappropriate that you experience or witness is easy, anonymous if you prefer and we are there to help – even if your organization is not a subscriber yet.
Have you come out at work? Want to share your story? Have any additional tips to add to this list? Please send me an email to [email protected] or you can find me on LinkedIn.
Lastly, a huge shout-out to NotMe Solutions for supporting me as I ride 545 miles over the course of 7 days from San Francisco to Los Angeles for AIDS/Lifecycle the first full week of June!