Understanding LGBTQ+ Barriers in the Workplace: Insights and Personal Stories

There has been significant progress made for LGBTQ+ rights over the last couple of decades, with many nations introducing laws which liberate and protect LGBTQ+ individuals, resulting in greater visibility and acceptance of diverse sexual orientations and gender identities. Despite these advances, many LGBTQ+ individuals still encounter considerable challenges in the workplace.

Research from the Human Rights Campaign indicates that nearly 90% of Fortune 500 companies now include sexual orientation in their non-discrimination policies, and over 80% include gender identity (HRC,2003). Recognizing and addressing the challenges and barriers many people still face is essential to building workplaces which are truly inclusive environments where every employee can belong and thrive.

The Historical Landscape of LGBTQ+ Workplace Barriers 

Historically, LGBTQ+ employees have faced numerous obstacles, from overt discrimination to more subtle forms of exclusion. Protective legislation against discrimination based on sexual orientation and gender identity has only been enacted recently in many countries. Even with these legal safeguards, prejudice and bias continue to impact career advancement, job security, and mental health. For instance, a 2021 study by the Williams Institute found that LGBTQ+ employees are more likely to experience harassment and discrimination, which can lead to higher levels of stress and lower job satisfaction (Williams Institute, 2021). 

Discrimination in the workplace can take many forms, such as being overlooked for promotions, receiving lower wages than heterosexual colleagues, or enduring hostile work environments. Transgender individuals often face even greater hurdles, including challenges related to name and gender changes in official records and resistance to using appropriate pronouns. 

This Pride month, we wanted to highlight the barriers faced by LGBTQ+ individuals in the workplace through the voices of our colleagues, to raise awareness and forge a deeper understanding. , The stories and perspectives we have captured are powerful reminders of the courage required to overcome personal barriers and bring one’s true self to the workplace. 

The Power of Personal Narratives 

Personal stories are powerful tools for illuminating the unique challenges faced by LGBTQ+ employees. These narratives not only shed light on individual experiences but also foster empathy and understanding among colleagues and employers. By sharing their journeys, LGBTQ+ individuals have the power to educate other about the barriers faced and drive cultural and policy changes within organizations. 

🌈Will Bucho-Sastre, Global Customer Success Manager, LHH, recounted his early career experience, where the advice from a manager led to years of anxiety and a feeling of shame: “At the beginning of my career, I came out to a trusted manager who advised me to keep it to myself at work. This advice, while seemingly well-intentioned, led to years of anxiety and a feeling of shame. It made me fearful that being open about my identity could harm my career prospects.” 

🌈Philippe Michecoppin, Global Product Manager, Leadership Development Programs, LHH, shared his struggle with obtaining paternity leave, highlighting the lack of understanding about LGBTQ+ families: “When I became a dad, I had to explain to the HR assistant why I, as a gay dad, was entitled to paternity leave. It was a struggle, but after some explanations, I was granted a few days off with my newborns.” 

🌈Rosey Charlton-Shafier, Executive Consultant, LHH, faced resistance about how she should present herself, underscoring the pressure to conform to traditional gender norms: “I was told I had to wear high heels and a dress to meet a client. I refused, standing firm that if a client didn't want to work with me because of who I am, then I wouldn’t compromise my identity.” 

🌈Aurelie Feld, Country President, France, LHH, highlighted a common assumption that reinforces heterosexual norms: “As a lesbian woman and a mom, people often assume I’m married to a man when I talk about my children. Correcting these assumptions is a constant reminder of the bias that still exists.” 

Creating a Blueprint for Inclusive Workplaces

Organizations that listen to and learn from the experiences of their LGBTQ+ employees have the opportunity to create more inclusive and supportive environments. This requires a commitment to continuous education and the implementation of policies that promote diversity and inclusion. 

🌈Aaron Reid, Executive Recruiter, LHH, emphasized the importance of education and active allyship: “Educate yourself, speak up against discrimination, support LGBT groups, and ensure equal opportunities. Being an ally is an ongoing journey.” 

🌈Philippe Michecoppin added, “Allies give us visibility and support. Leadership and colleagues need to be engaged and recognize the challenges we face.” 

🌈Michael Wilson, Senior Executive Recruiter, LHH, pointed out the uniqueness of each individual’s experience: “There’s no cookie-cutter approach. Managers must create a safe space where every team member feels valued and can be their authentic self.” 

🌈Aurelie Feld advised, “Stop assuming things about people. Embrace the possibility that people aren’t straight and ask open-ended questions to understand their truth.” 

Advice for LGBTQ+ Individuals 

Navigating the professional world as an LGBTQ+ individual requires resilience and authenticity, but it also requires employers to create a culture of compassion, inclusion, and a true sense of belonging. We asked our colleagues to share advice for those facing workplace challenges as an LGBTQ+ person.

🌈Aurelie Feld shared, “Once you are on the other side of fear, people will often welcome you as you are, lifting a significant burden. If they don’t, then they don’t deserve you.”  

🌈Aaron Reid encouraged authenticity: “Embrace who you are and bring your true self to work. Find allies and mentors, keep learning, and stay resilient.” 

🌈Will Bucho-Sastre advised, “Being yourself at work allows you to be more comfortable and authentic. If people react badly, it’s a sign that the environment isn’t right for you.”  

🌈Michael Wilson highlighted the importance of well-being: “Focus on individual wellness and well-being. Practices like therapy, meditation, and physical activity are crucial during the journey of coming out.”  

🌈Rosey Charlton-Shafier emphasized self-expression: “Show up as yourself, regardless of how you present. If you’re doing a good job, your comfort should not be compromised for others’ expectations.” 

The Meaning of Pride 

Pride is a powerful celebration of identity, history, and progress. It’s a reminder of the struggles faced, and the victories achieved by the LGBTQ+ community.  

🌈 Will Bucho-Sastre reflected, “Pride is about being bold and driving change passionately. Recognizing movements like Stonewall, being out and proud, is what drives change.” 

🌈 Philippe Michecoppin shared, “Pride means being yourself, being authentic, and sharing with those around you. For me, it’s a tradition celebrated with my family.” 

🌈 Michael Wilson recounted a personal story: “A colleague and ally of mine, invited me to the Kansas City Pride Festival, showcasing her dedication to inclusivity.” 

🌈 Rosey Charlton-Shafier expressed, “Pride is being 100% who you want to be without fear of judgment. We are all different and should be proud of that.” 

🌈 Aaron Reid added, “Pride is staying true to yourself, leveraging support, and being your authentic self.” 

🌈 Aurelie Feld concluded, “Pride carries a lot of history. It’s about contributing to the ongoing fight for equality because we haven’t won it yet.” 

Understanding and addressing the barriers faced by LGBTQ+ employees is crucial for creating inclusive workplaces. Through the power of personal narratives, supportive allyship, and inclusive working environments underpinned by an ethos of belonging, where colleagues are encouraged to adopt authentic self-expression, we can foster environments where every individual can thrive. This also brings a strategic advantage for organizations; inclusive workplaces are more innovative, productive, and attractive to top talent.

By listening to and understanding the stories of LGBTQ+ employees and committing to genuine change, organizations can create environments where everyone can thrive, regardless of sexual orientation or gender identity. Embracing LGBTQ+ pride in the workplace is a critical step toward a more equitable and prosperous future for all. 

This article was written by Marcus Maschmedt , Go-to-Market, Global Social Engagement Manager at LHH.