LGBTQ+ History: Reflections on Openness in the Workplace Over the Last 20 Years

As a diversity and inclusion architect, I have seen a lot of progress in terms of LGBTQ+ rights and acceptance in the workplace over the last two decades. But there is still a lot of work to be done, particularly when it comes to intersectionality and creating inclusive environments for everyone.

My Personal Experience

As an openly gay man with a neuromuscular disability, I have experienced prejudice and discrimination on multiple fronts. For example, I once attended an accessibility awards event where the organisers made homophobic and transphobic remarks on the evening, despite the event being accessible for people with disabilities. This highlighted the need for greater intersectionality and understanding across different communities.

In the workplace, I have also faced disability prejudice, such as being banned from a client site for being a fire hazard in my wheelchair. My openness about my sexuality often took a backseat in these situations, which could be due to the stereotype that disabled people are seen as asexual beings.

Progress Over the Last 20 Years

Despite the challenges, there have been significant strides made in terms of LGBTQ+ acceptance in the workplace. When I started my career, being openly gay was much less accepted than it is now. In the early 2000s, it was not uncommon to hear homophobic or transphobic language in the workplace, and many LGBTQ+ individuals felt compelled to hide their true selves to avoid discrimination (and unfortunately this is still the case for many LGBTQ+ people in today’s workplaces).

Many companies now have LGBTQ+ networks, policies, and training programs in place to promote human equity, diversity and inclusion. There has been a growing recognition of the value that diverse perspectives and experiences can bring to the workplace. And there is more awareness of the importance of intersectionality and the need to address multiple forms of discrimination.

What Can Businesses Do?

To continue making progress, businesses must continue to create environments and cultures in which everyone feels free to be themselves. One important step is to promote inclusive leadership, which includes empathy. Research by organisations like Catalyst has shown that empathy is a critical trait for creating an inclusive workplace. Leaders who are empathetic and attuned to the experiences of diverse individuals can help create a culture where everyone feels valued and supported.

It is also essential for companies to ensure that employee resource groups (ERGs) do not work in silos. ERGs can be very effective in addressing specific issues facing different communities, but they can also be limiting. Instead, they should collaborate more and work together, particularly for intersectionality. The disability network should work closely with the LGBT+ network and address common issues between both groups, such as accessible events and facilities. ERGs could also join up on events, such as the UN International Day of Persons with Disabilities, to talk about Disability Pride and the Purple Pound, which is the spending power of disabled people and their families worth trillions of dollars globally.

Conclusion

As we reflect on LGBTQ+ history, it is clear that there have been significant changes in the workplace over the last 20 years. However, we must continue to push for greater acceptance and understanding of all individuals, particularly those who face multiple forms of discrimination. Businesses must work to promote inclusive leadership and create environments in which everyone feels valued and supported. By collaborating across ERGs and addressing common issues, we can help create a truly inclusive workplace that celebrates diversity and empowers all individuals.