Coming Out in the Workplace: Have you fostered an inclusive work environment?
Tyler Young, ED&I Generalist | Syngenta
In recent decades, it’s become more apparent: when a diverse base of employees (including LGBTQIA+ colleagues) are able to safely and comfortably bring their authentic selves to work, it does wonders for productivity, job satisfaction, and retention. In contrast, research has shown that when organizations decline the opportunity to foster inclusive and equitable workplace environments, this has detrimental effects on both the individual and the company. In short, fostering a space where LGBTQIA employees are both physically and psychologically safe is just good business.
But despite it becoming common business practice to incorporate equity, diversity, and inclusion in operations, a study by the Human Rights Campaign found that 46% of LGBTQIA+ workers say they are not ‘out’ at work. Among the various reasons for remaining discreet at work included fears of being stereotyped, feeling like their colleagues would be discomforted by the information, fear of losing relationships with colleagues, and fear that leadership would not address an issue if one arose. And unfortunately, it’s not surprising to see why: despite the fact that there are a record number of explicit protections for LGBTQIA+ workers, double standards among workforces persist. The survey also found that 59% of non-LGBTQIA+ workers in a range of sectors feel that discussing sexual orientation and gender identity is unprofessional—despite their comfort with discussing heteronormative dynamics in the workplace. A study by the Movement Advancement Project calculates, using the U.S. Census and other national surveys, that there are between 2.9 million and 3.8 million LGBTQIA+ people—or 15-20% of the total U.S. LGBTQIA+ population—living in rural areas around the country. This figure helps us understand that this particular type of diversity may not be easily discernable. Due to the interconnected nature of both urban and rural ag-based communities and workplaces, there are dynamics that could hinder someone from being their authentic selves. One example is that lower populated workplaces and areas means increased visibility for those who are “different”, and the deep interconnectivity of these communities means that ripple effects make it harder to return to the closet or escape societal stigmatization.
So, while it may be the case that discrimination on the basis of sexual orientation and gender identity is prohibited under federal employment non-discrimination law (or Title VII), there remains no shortage of work to be done across work sectors to cultivate inclusive work cultures for both out and closeted LGBQIA+ employees. If you’re not sure where to start, the following are some questions to ask and steps to take that can be put into motion today to make a huge impact tomorrow:
Have you reviewed your workplace policies and benefits to ensure not only that they’re non-discriminatory, but that they address the unique quality of life needs of LGBTQIA+ employees? Are domestic partners covered by insurance offered? Do you have a variety of appropriate restrooms for your employees? Are the various needs of all employees being concerned? Do you solicit the employee base to see if health benefits are meeting their needs?
Does your workplace have an LGBTQIA+ business or employee resource group that can provide opportunities for LGBTQIA+ employees and allies to network, foster community, develop professionally, and offer insights to the business? Or, if your organization isn’t large enough for
a resource group, is there an inclusion counsel with an emphasis on representing the needs of those who are underrepresented in the workforce?
What does your workplace climate look like? Are jokes at the expense of LGBQIA+ individuals tolerated? Are pronouns valued, encouraged, and respected? Are visible expressions of identity or pride (rainbow flags or other symbols) permitted?
Does your leadership model the importance of diversity, equity, and inclusion for LGBTQIA+ employees and customers on all sites and operations? Inclusive senior leadership within an organization sets the tone and models the behaviors for their teams to foster an equitable, diverse, and safe environment. Agribusiness leaders like Syngenta’s CEO Erik Fyrwald, BASF’s CEO Michael Heinz, and the USDA’s first permanent Chief Diversity and Inclusion Officer L’Tonya Davis are examples of individuals who have vocally committed to working with their employees to ensure an inclusive workplace experience for colleagues and customers alike.
And finally, do you actively seek out the perspectives of LGBTQIA+ employees on their experiences, on your workplace culture, and/or on what changes you could potentially implement to improve either of these?
If your answers to any of these questions is “no”, then they are likely indicators that there is potential to further develop your environment as one that is conducive to LGBTQIA+ employees bringing their authentic selves to work. Creating awareness and fostering empathy for the unique challenges faced by LGBTQIA+ people is the first step to ensuring that your company isn’t simply doing the bare legal minimum but is actively creating a space where your employees can bring the healthiest, safest, and best version of themselves to work each day.
And if you’re not sure where to start, that’s okay! Organizations like the Cultivating Change Foundation are committed to working across the ag industry to providing leadership and professional support for LGBTQIA+ agriculturalists and allies ready to learn. Cultivating Change connects with companies through their annual summit, regional caucuses, industry events, and other impactful touchpoints and relationship building opportunities. Click here to learn more about how your organization can leverage the Cultivating Change Foundation today.