We’re making waves in the workplace when it comes to inclusivity, entering a new era of recruitment. Employers are increasingly recognising the unique qualities that individuals bring to the table – diverse skills, passions, ideas, and capabilities. However, research sheds light on the fact that many LGBTQ individuals grapple with living dual lives, distinct from their work and home identities.
While some members of the LGBTQ community proudly express their authentic selves in the workplace, not everyone feels comfortable doing so. A significant number of lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees reveal that they keep their true selves concealed at work due to concerns about potential differential treatment. The fear of missing out on promotions, facing insults, or even becoming targets of bullying becomes a significant factor in the decision to maintain a façade.
This concept not only raises concerns in itself, but also poses significant stress and pressure on those compelled to lead such double lives. Such a situation is not sustainable and does not contribute to a happy and healthy work environment.
So, what steps can companies take to alleviate this challenge? A term I’ve been hearing mentioned a lot recently is "microaggressions," which occurs more frequently than you’d think. Never heard of the term before? Allow me…
Microaggression is a subtle, or unintentional statement which discriminates an individual. If someone were to ask over their lunch hour what a persons husband does for a living, when they have a female partner at home…there you have it. Microaggression. If you’re unsure, use terms such as friend, partner, spouse. Never assume.
Another stumbling block can be misuse of pronouns. Pronouns, are important to people. And they are incorrectly used day in, and day out. Some people will feel self assured and confident enough to correct people, but many won’t.
The key is to refrain from making assumptions about people and their lives. Understanding that there is no universal stereotype for how people "should be" is crucial. These assumptions, even when unintentional, can shame individuals, making them feel unable to embrace their true selves. In some cases, it may even force people to adopt a different persona altogether. Every individual is entitled to be their authentic self!
While diversity and inclusivity in the workplace are progressing, there is still work to be done.
To businesses, I offer a simple yet powerful piece of advice: Create a workplace that celebrates diversity, embraces inclusivity, and empowers everyone to shine! This is not just a recommendation; it's the future.
