In his latest column, Dr. Steve Yacovelli, (a.k.a. “The Gay Leadership Dude”) shares his expertise on submitted workplace questions from members of the LGBTQ+ Community. Have a question? See below!
“Gay Leadership Dude,” I’m in trouble. I started at a new job about four months ago and was super excited. Did the work from home thing and it was fine. Once I got physically into the organization though things seemed “off.” I think it’s not as inclusive to gay folks as I had initially thought. I asked around before I took the job, looked at HRC Corporate Index (they’re too small a company to do the Index thing). But little things lead me to think senior management isn’t so friendly. I think my boss would be cool, but honestly I’ve yet to come out to anyone in case I’m right. What should I do? Quit? I really wanted (and needed!) this job. ~ Blue in Pink
Hey B-I-P: Darn! Don’t you hate when you start seeing someone, go out on a few dates (interviews), do your cyberstalking for info and decide to dive in only to find they’re just not that into you (even in a pandemic)? Yeah: I can relate. So now it’s time for you to do your own “Nancy Drew-ing” (or “Riverdale-ing,” pick your favorite CW mystery show analogy) from the inside. Here’s a few places to start:
1. Leadership. What does your new company’s leadership look like? What do they do (and not just say) to promote inclusivity year round? Is their language truly inclusive or is it more heterosexist? What’s the demographic makeup of the leadership team and does it fairly represent the rest of your org and the “customer base?” Also, what does the makeup of the Board of Directors of the organization (for profit and not-for-profits) look like, too; not just the executive team? If you’re seeing various demographics at “the top” it could be a good indicator of a more inclusive business.
2. Corporate Policies. Does your organization include policies referring to same-sex couples (married or otherwise)? Does it include health care specific for our trans brothers and sisters? What about adoptive assistance? Family leave? What’s the company’s nondiscrimination policy: does it include sexual orientation and gender identity and gender expression? A “quick hit” here is to look at the acceptance of pronouns in e-mail signatures, or look for gender designations on HR forms (nonbinary = much more inclusive workplace).
3. The “real” corporate values at play. Using the criteria above, what are your organization’s real values, the ones on display every day? Are they the ones listed on your company’s website or are they really different? Is there obvious alignment in what your organization says it does and what it promotes to the outside world? I work with a lot of workplace cultures and even when I see a pretty “we’re Inclusive!” poster in that break room, I look for clues to see if that’s REALLY the workplace culture or PR-fodder.
4. Inclusion Support (HR, D&I, ERGs). Is there a head of diversity and inclusion in your business? What do they do? Is it their full-time gig? (If it’s a part-time side hustle that sends a big signal regarding dedication by the business). Does diversity to them really mean, “Let’s celebrate _____ month!” or does it go deeper? Does your organization have an Employee Resource Group (ERG) or Affinity Group dedicated to LGBTQ+ employees and their allies? How are those teams leveraged in the business: as internal consultants or the organizers for Pride Month festivities only? Having an ERG could simply be a tick mark and not a true inclusive effort.
5. External Efforts. Does your workplace market or communicate directly to the LGBTQ+ Community? When same-sex marriage became legal, what did your organization do to support or hinder its progress? Who do they donate their money to on a political perspective (candidates or PACs), and how inclusive is that candidate or PAC? When certain groups threaten the rights of LGBTQ+ people outside of the workplace (like at the state or federal level), does your business (and its leadership) stand up or remain silent? What has the business done regarding Black Lives Matters? Actions (or inactions) externally show the true colors and values of the organization, and if they “walk the walk.”
Once you look at these five areas, make your decision about how much of an “awesome ally” or “horrible homophobe” your workplace is. And then you have to decide your next vocational move: should you stay or should you go? And hey, I know it’s easy for me to write that in some rando column, but honestly think if you want to put your expertise and dedication to an organization that doesn’t value your authentic self. There are many other places that truly DO value you and our community beyond the rainbow cha-thing of June (and in a remote-working world those opportunities will continue to grow for many roles).
Finally, be a good LGBTQ+ community member and “gay it forward” by sharing your perspective with others on sites like GlassDoor.
HAVE A QUESTION FOR “THE GAY LEADERSHIP DUDE”? Submit at YourQueerCareer.com. Please note the advice shared is for informational use only; it is not intended to replace or substitute any mental, financial, medical, legal or other professional advice. Full disclosure can be found at the website listed above.
Dr. Steve Yacovelli is owner and principal of TopDog Learning Group, LLC. For more information, go to TopDogLearning.biz.
