Is ‘LGBT-Friendly’ Truly Friendly? Unmasking the Challenges of Inclusion

Is 'LGBT-Friendly' Truly Friendly? Unmasking the Challenges of Inclusion

Written by Dr. Nicolas Deuschel

Picture this: You’ve just landed a job at a company touting its “LGBT-friendly” status. You’re excited, ready to bring your whole self to work. But as weeks pass, you realize there’s a catch. Your authenticity comes with a rulebook you never signed up for. Sounds familiar? A groundbreaking study suggests this scenario is more common than we’d like to admit.

The corporate world has been implementing strategies to promote diversity and inclusion, particularly for the LGBT community. Businesses are increasingly branding themselves as “LGBT-friendly”, with the goal of creating a more diverse and inclusive work culture. However, a groundbreaking study reveals that these well-intentioned efforts may not be as beneficial as they seem and can even backfire.

In 2023, researchers from the University of Westminster dove deep into London’s self-proclaimed LGBT-friendly workplaces. Led by Dr. Olimpia Burchiellaro, they conducted ethnographic interviews with 25 LGBT employees and spent 18 months observing LGBT professionals and D&I specialists across various sectors including retail, insurance, financial services, and tech.

We are happy to share some results of this study, including key insights and headlines of what’s coming up next..

The illusion of progress

The gap between well-intentioned policies and genuinely inclusive cultures is often filled with subtle pressures and unspoken expectations. As a young professional, I experienced this firsthand…

I couldn’t tell you were gay, you seem so normal.” Once, I took comments like these as compliments. Now, I recognize them as symptoms of a deeper issue in workplace inclusion.

Fresh out of university, I joined a leading London consulting firm touted as “LGBT-friendly”. My initial excitement quickly gave way to an unsettling realization: acceptance came with unspoken rules.

We love having you here,” a senior colleague once said, “you show that gay people can fit in just fine.” The subtext was clear: fit in, don’t stand out. Unconsciously, I began to police my behavior, dress more conservatively, and avoid “controversial” topics.

Looking back, I see how I participated in my own marginalization. Among LGBT colleagues, we often competed to appear more “straight”, mistaking conformity for acceptance.

Years later, I understand the hollowness of that “acceptance”. True inclusion isn’t about fitting a mould – it’s about fostering environments where all authentic expressions of identity are valued. This insight now drives my DEI work and efforts to create high-performing work cultures. I’ve realized this applies to many groups: the woman in the executive team who’s complimented for being “even tougher than the men,” or the Indian colleague told “you’re so well-spoken, especially considering where you’re from.” True inclusion means pushing organizations beyond surface-level “friendliness” towards genuine, transformative acceptance of all individuals, with their unique strengths and perspectives.

Hidden Rules: Navigating ‘LGBT friendly’ workplaces

 Surprisingly the researchers found that even in seemingly inclusive organizations, there are often unspoken “right” and “wrong” ways to express LGBT identities. It’s as if there’s an unwritten rulebook, dictating how employees should perform their identities to fit company expectations. This pressure often manifests through unspoken norms and standards, creating an environment where deviation from these expectations can result in subtle forms of exclusion or marginalisation.

“Right” Ways:

  • Participating in company-sponsored LGBT events
  • Using approved language when discussing identities
  • Expressing gender/sexuality in “professional” ways

“Wrong” Ways:

  • Displaying unapproved LGBT pride symbols
  • Discussing “controversial” personal experiences
  • Challenging traditional corporate norms

One interviewee shared, “LGBT friendliness may initially encourage LGBT employees to be themselves only to punish them for failing to perform this newly disclosed gender/sexuality in the ‘right’ way.” This sentiment highlights the paradox of conditional acceptance within these workplaces.

The Illusion of Acceptance: A Closer Look

The study unveils a complex dance of inclusion and control. LGBT employees aren’t passive recipients; they’re active participants, creatively navigating these dynamics with mixed success. This highlights the nuanced nature of workplace inclusion, where power dynamics are constantly negotiated.

Paradoxically, the very mechanisms intended to foster inclusion can become tools of control. The researchers found that LGBT-friendliness often involves the internalization of control, enshrined through workers’ subjectivities. When employees fail to perform their identities in ‘valuable’ ways, traditional bureaucratic forms of control resurface, revealing the conditional nature of acceptance.

Study Details: Unveiling the Truth with 1.5 Years in the Field

To uncover these nuances, researchers employed a robust approach:

  • In-Depth Exploration: Olimpia Burchiellaro from the University of Westminster started the ethnographic interviews in 2017 with 25 LGBT in employees specifically within workplaces that consider themselves as LGBT-friendly. These interviews were semi-structured, allowing participants to guide the conversation and share their authentic experiences.
    • Participants included individuals from a variety of professions, such as diversity and inclusion specialists, coders, managers, lawyers, and executives. They worked in different sectors including retail, insurance, financial services, and tech.
    • For instance, Leo, a bisexual trans man, is a diversity and inclusion specialist in a retail company, while Andrea, a trans woman, is a coder in financial services. These diverse roles illustrate the broad spectrum of experiences within LGBT-friendly workplaces.
  • Immersive Observation: 18 months were spent directly observing LGBT professionals and diversity specialists, providing real-world insights. This period of participant observation took place in various settings, including corporate events and networking sites in London’s financial district.
  • Targeted Analysis: Researchers carefully analysed how organisational expectations and control mechanisms subtly shape the experiences of LGBT workers. This involved examining the ways in which employees navigated their professional environments and the implicit pressures they faced.

The Implications: Moving Beyond Surface-Level Inclusion

This study serves as a wake-up call for organizations aiming to promote diversity and inclusion. Key takeaways include:

  • Surface-Level Inclusion Isn’t Enough: Simply implementing policies doesn’t guarantee a positive experience for LGBT employees. Authentic inclusion requires a deeper commitment to understanding and addressing the unique challenges faced by LGBT individuals.
  • Uncovering Hidden Biases: Organisations must examine their own assumptions about how LGBT employees “should” present themselves within the workplace. This involves recognising and dismantling unconscious biases that may exist within corporate culture.
  • Beyond Checklists: Workshops and training should go beyond defining acceptable LGBT behaviour and foster a culture of true belonging. This means creating spaces where diverse identities are genuinely valued and supported.
  • Authenticity is Key: The goal shouldn’t just be getting LGBT people in the door; it should be creating environments where they can thrive as their full complex selves. This involves supporting employees in their unique expressions of identity and ensuring they feel safe and valued.

Conclusion

Whilst organisations strive to promote diversity and inclusion, it’s crucial to ensure that these efforts lead to genuine acceptance and inclusion. As one interviewee voiced:

I kinda feel straight jacketed from a career progression perspective…They just think ‘oh it’s her again, the shouty one.’”

Our ongoing work with diverse clients aligns perfectly with new research highlighting the complexities of LGBT inclusion within the workplace.  While the “LGBT-friendly” label is a positive step, the study reveals it can be insufficient without genuine efforts to foster a truly inclusive work culture. This includes dismantling unconscious biases, addressing unspoken expectations, and creating an environment where all diversity, including LGBT identities, are celebrated and valued.  By embracing these practices, organisations can overcome the limitations of surface-level inclusion, creating a workspace where everyone feels empowered to contribute their unique perspectives and talents, ultimately leading to a more innovative, engaged, and successful environment for all.

Ready for Real Inclusion? Pluribus Facilitates Workplace Transformation

At Pluribus Global, we take a holistic approach to inclusion. Rather than dictating the “right” or “wrong” way to be, we engage everyone in an inclusive journey. We focus on fostering conversations which lead to greater inclusion, regardless of the employee demographic. By facilitating a safe space for dialogue, we encourage everyone to express their ideas and perspectives, leading to a more inclusive and understanding work environment.

Through coaching interventions, dialogue sessions and awareness workshops, we aim to equip individuals with the tools and knowledge they need to promote inclusion in their organisations. Let’s embark on this journey together and make inclusion a priority for everyone, at all levels.

Written by Dr. Nicolas Deuschel, Pluribus Senior Associate (based in Spain)

August 2024