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:
“Wrong” Ways:
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:
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:
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