Why Most of LGBT Workers Still Hide Their Identity at Work

The Human Rights Campaign (HRC) Foundation has conducted three research studies since 2008 looking into the workplace environment for LGBTQ workers. Despite inclusion, diversity, and anti-discrimination policies being put in place, it is reported that 51% of LGBTQ workers still hide their identity in the workplace.

In today’s world where diversity, equity inclusion programs and initiatives are being implemented by companies all over, why do LGBTQ workers feel the need to hide their identity at work?

Discrimination Felt Despite Legal Gains

Despite it being legal for LGBTQ people to get married in all 50 states, there is still no federal protection from discrimination. There are insufficient laws in 31 states that specifically do not address inclusivity and non-discrimination for the LGBTQ community. These laws leave gaps to deny services and allow being fired or evicted based on their sexual orientation or gender identity unprotected. A study reported that nearly two-thirds of LGBTQ Americans still said they are being discriminated against in their personal lives.

Workplace Climate

One of the Human Rights Campaign (HRC) Foundation’s national studies examined the climate in the workplace for LGBT workers. Although most of the Fortune 500 companies have implemented sexual orientation anti-discrimination policies, now 91 percent of them,  and almost 2/3 of them prohibit discrimination based on gender identity, a majority of LGBTQ workers still feel they need to hide their identities in the workplace.

LGBTQ workers were asked what a positive work environment would look like. Their response was one where they felt comfortable being themselves in conversations about non-work-related topics, felt safe from discrimination, and appreciated and accepted as part of the company team. 

When asked about a negative work climate, their response included feeling uneasy and unsafe being open about their personal lives. They also expressed that a negative work environment is one where they are subject to harassment, their personal lives are not recognized at all, and their sexual orientation and/or gender identity is how they’re defined versus their work performance and how capable they are at their jobs.

The HRC Foundation’s 2009 Degrees of Equality study states that despite organizational policies prohibiting discrimination, the LGBT workers still feel prejudices exist within the company’s workplace climate. 

Those that feel the need to hide who they are at work report feeling less productive and their relationships with co-workers suffer. The retention of the LGBT worker is also negatively affected. 54% are not open at work and report lying about their personal lives.

LGBT workers who still feel the need to hide their true selves at work are not able to work and create at their highest potential. Many LGBT workers experience a negative workplace environment.

One statistic that stands out is how LGBTQ workers felt about their company’s Human Resource department and supervisors. A 2018 survey conducted by the HRC Foundation, A Workplace Divided, states that LGBTQ workers don’t report negative comments to a supervisor or the HR department because they don’t feel like anybody would take action and don’t want it to hurt relationships they do have with their co-workers. 

• 45% of LGBT workers say that enforcement of a company’s anti-discrimination policies depends on their supervisor’s feelings towards LGBTQ people.
• 10% of LGBTQ people at work have heard negative comments LGBTQ  persons.
• Unfortunately, 13% of LGBT workers fear termination if they are open because their workplace is unwelcoming towards LGBTQ people.

 

Study Findings

That same study from 2018 was distributed to people who identify as LGBTQ+ and those who don’t identify as LGBTQ+. 

It found that 46% of LGBTQ+ persons hide their sexual orientation and gender identities at work

Some of the main reasons were:

• 38% noted the possibility of being stereotyped
• 36% thought they might make others uncomfortable
• 31% didn’t want to lose connections or relationships with co-workers
• 27% thought people might think they were attracted to them just because they were LGBTQ.
• 50% of non-LGBTQ report that no one at their workplace is out 

Both groups report feeling comfortable talking about their spouse, partner, or dating (73% LGBTQ workers and 78% non-LGBTQ workers). However, a quarter of the LGBT workers still report that their non-LGBT co-worker still seems uncomfortable when something associated with their gender identity or sexual orientation comes up in conversation.

Only 36% of non-LGBTQ workers said they would feel uncomfortable hearing their LGBTQ co-workers discuss dating.

59% of non-LGBTQ workers report that talking about sexual orientation or gender identity at work would be unprofessional.

This study found that sexual orientation for LGBTQ people is still being sexualized. When one thinks of a non-LGBTQ person, the mind doesn’t immediately think about the personal and intimate details of their sex lives, so why the double standard?

54% of non-LGBTQ workers said they would be very comfortable working with an LGBTQ co-worker, and of those that said they would not, it was due to them not wanting to hear about their co-worker’s sex life.

53% of LGBTQ workers report hearing jokes about gay and lesbian people, while only 37% of non-LGBTQ workers report hearing the same jokes

It is clear from these staggering statistics that the workplace has not yet wholly adopted an inclusive climate. More than the workplace, however, it will take education for those persons still uncomfortable with the subject of LGBTQ+ people, in general, not to mention LGBTQ being open in the workplace. Companies can implement initiatives and goals for the workplace climate to be inclusive. However, it ultimately comes down to each employee at the company being accountable for their beliefs. It is going to take education and time on these subjects to change long-standing and ingrained beliefs, but hopefully, we are in an age where more and more people are receptive to learning and understanding their fellow human beings.

How to Improve the Workplace Environment

So how do we get from where we are and to a work environment that is more understanding and inclusive? 

Of all the initiatives that companies have implemented to try and have a more inclusive company environment, the one that makes the most significant impact is a company having an LGBTQ employee resource group available to workers. When companies have an employee resource group, it reduces the percentage of those not open at work from 29 percent to 14 percent. Another initiative that has shown to make a difference in workplace culture for LGBTQ workers is diversity training. When LGBTQ-inclusive diversity training is available, the percentage of those not open to anyone at work reduces from 30 percent to 20 percent.

Another thing that companies can do is review all of your existing policies, job descriptions, and HR handbooks. Do you use gendered terms like “he or she” or are you more inclusive with gender neutral or non-binary terms? Take a look at HR policies to see if you refer to “parent” instead of “mother or father” and “child” instead of “son or daughter.” The language we use in the workplace can have a direct impact on building a place where all individuals feel welcome and included.

It is clear our society is changing, and LGBT rights are an essential conversation in the workplace.  How a company handles people’s unconscious biases can be critical in reshaping how someone thinks towards LGBTQ+ persons. 

It is up to companies to lead the way in building a welcoming and inclusive place for all people . Taking just these few steps here, you can build a workplace where LGBTQ employees will feel comfortable bringing their full, authentic self.

If you’d like to learn more about how the Wisconsin LGBT Chamber of Commerce can help you build an inclusive workplace, reach out to our team. We can come in and do assessments, trainings, and more.