Fostering Inclusivity in Tech: Addressing the Barriers for LGBTQ+ Workers

The tech industry is often hailed for its innovation and progressiveness. Yet, when it comes to inclusivity and diversity, there's still much work to be done, particularly for LGBTQ+ tech workers. Even with company commitments to diversity and inclusion, unconscious bias and lack of representation in leadership positions can inadvertently impact LGBTQ+ employees.

Challenges Faced by LGBTQ+ Tech Workers

Even in the most progressive companies that prioritize diversity and inclusion, LGBTQ+ tech workers can face unique challenges that stem from unconscious bias and a lack of representation in leadership positions. The manifestation of these obstacles can be seen in various facets of an organization's operations, from recruitment to project assignments.

During the hiring process, there is often a subconscious inclination for managers to recruit people who mirror their own attributes and experiences. This affinity bias can inadvertently create a "culture fit" barrier for LGBTQ+ candidates. The dilemma is profound: if candidates downplay their identities, they may appear less connected to interviewers, and if they express their full selves, the discomfort it might cause could lead to their dismissal.

Once within an organization, LGBTQ+ employees may encounter further biases. In project assignments, for instance, they could be overlooked for key roles and growth opportunities, hampering their career advancement. The dominant meeting culture often favors those with the most power, leaving LGBTQ+ employees, particularly those with intersectional identities, struggling to be heard. This problem is often exacerbated in organizations that emphasize brutal honesty to achieve optimal results, thereby potentially marginalizing those whose leadership styles deviate from the predominant tech culture.

Compensation, too, presents another area of disparity. LGBTQ+ workers run the risk of earning below-market pay, especially when biased assignment allocation and limited opportunities to assert their voices in meetings negatively impact perceptions of their abilities and performance. According to a study from HRC, LGBTQ+ workers on average make approximately 90% of the average worker’s earnings, and the pay gap is the greatests for Native American, Black and Latinx LGBTQ+ people.

Another persistent challenge for LGBTQ+ tech workers is the ongoing act of 'coming out.' Each new professional relationship comes with the emotional burden of revealing their identity, carrying the potential risk of non-acceptance. Decisions to hold back on details on relationships, interests, and personal stories can lead to less engagement, fewer career opportunities, and a pervasive feeling of exclusion. For example, a female team member who does not feel safe to disclose that she spent the weekend attending a Janelle Monáe concert with her girlfriend may end up feeling lonely, and her teammates might feel like she is closed off to connecting with them. Despite efforts to foster diversity and inclusion, these ingrained biases and norms underscore the need for systemic changes in the tech industry.

Initiatives to Support LGBTQ+ Tech Workers

Overcoming the challenges that LGBTQ+ tech workers face requires a conscious shift in organizational practices and attitudes. A fundamental change begins with how we perceive 'culture fit' during interviews and promotion decisions. Instead of seeking similarity, it's essential to focus on how an individual can contribute to and enrich the team culture. Diversity brings fresh perspectives, encourages innovative thinking, and fosters a more dynamic work environment.

Investing in and championing Employee Resource Groups (ERGs) is another crucial initiative. ERGs can provide a vital support network for LGBTQ+ employees, fostering a sense of community and belonging within the workplace. They also facilitate collaboration among diverse groups, allowing individuals to learn from each other's experiences. Involving executive champions who don't identify as LGBTQ+ in these ERGs can help build stronger alliances and promote a deeper understanding across the organization. Moreover, organizations can expand the scope of support for LGBTQ+ team members by creating opportunities for allies to get involved and facilitating collaboration across ERGS.

Further, encouraging LGBTQ+ employees to engage in diverse networks outside their organization can provide additional support and resources. Groups such as Out in Tech, StartOut and Out & Equal offer opportunities for networking, mentorship, and professional development.

Coaching circles for LGBTQ+ leaders offer another vital resource. By participating in these circles—whether they are within their own organization or across different companies—LGBTQ+ leaders can find camaraderie, support, and shared learning experiences.

By implementing these initiatives, tech companies can make strides towards building a more inclusive and supportive environment for LGBTQ+ employees, helping them to thrive and contribute fully to the organization's success.

What More Needs to Be Done?

While these initiatives are a step in the right direction, more needs to be done. Organizations need to foster psychological safety at all levels, promote vulnerability in leadership, and commit to inclusion before diversity. Tracking the growth and retention of LGBTQ+ employees is vital in assessing progress and identifying areas for improvement. While some LGBTQ+ workers may never feel completely safe, organizations should not stop striving.

Visible displays of support, such as celebrating and updating company logos during Pride month, can enhance feelings of inclusion for LGBTQ+ employees. Yet, deeper systemic changes are needed. One recurring sentiment in our Coaching Circles for Gay and Bisexual Male Leaders is the desire to bring their whole selves to work. This could translate into more personal interactions, deeper connections with colleagues, and the ability to be promoted faster.

Personal Anecdotes of Discrimination

While the call for diversity and inclusion is louder than ever, the experiences of many LGBTQ+ individuals reflect that there's still much work to be done. Personal stories of discrimination are not uncommon among LGBTQ+ people, even outside the tech industry.

Experiences range from inappropriate comments to career-altering decisions driven by stigma. Here, we share the personal stories from two Evolution Partners, Peter Gandolfo and John Volturo, to shed light on the challenges and biases they’ve faced throughout their careers.

Peter's experience, although not within the tech sector, offers a stark illustration of how bias can pervade any industry.

“Early in my career, a cross-functional partner one level my senior used a euphemism for what people can do with their down-time, using two sexual terms for the choices. He asked me which one I prefer. In that moment, he was not interested in my answer. He wanted to see if he could rattle my cage, show his power over me, and prove that I wasn’t the right culture fit because I lacked a sense of humor. My otherwise supportive manager stayed silent as this unfolded in real time. I realized that working for a company that espouses inclusion does not mean that individual leaders will share that commitment. Yes, communicating a commitment to equality and inclusion at the top is important. Making sure that every corner of the organization is held accountable to those practices is just as important.”

John faced a similar issue early in his career. Despite operating in the seemingly liberal environment of Manhattan's entertainment industry, he faced a bias that threatened his professional growth.

“I have been an openly gay man since the beginning of my career. I was naive enough to think it would not matter because I lived and worked in Manhattan and I was in the entertainment industry. About a year in, after much success, a leader told me I would have difficulty succeeding because I was gay and my group leader thought of me as gay.

In that split second, I realized I needed to be more than myself to overcome a gay stigma. So, I left the company and went to grad school to earn an MBA. At the time, I thought people would then look at me as the guy with the MBA and not just the gay guy. This decision transformed my life, and if you look at my career, you will think I was successful. I see it differently. I made a choice that was not right for me because I was afraid of not succeeding. The MBA would provide external validation that people respect.”

Peter and John’s experiences underscore the importance of building a work environment where everyone feels acknowledged, heard, and valued for their unique identities.

The struggle for genuine inclusion and diversity is ongoing, and by sharing these stories, we hope to highlight the nuances of this struggle and the need for authentic acceptance and respect within the workplace.

Are you ready to grow as a person and scale your leadership and business to new heights? Evolution’s coaching and consulting services are designed to help you become a better leader and drive lasting success. Reach out to our team at HERE to learn more about our Gay and Bisexual Men’s Leadership Circles and our bespoke DEIS offerings.

EvolutionJune 7, 2023