by Jose Franca and Rob Walker
There is a strong body of research to support the benefits of being one’s authentic self in the workplace. Behaving authentically “promotes personal well-being and overall fulfilment and leads to stronger interpersonal relationships”1. One contributing factor to this is the alignment between our multiple identities, so that our real selves and work personas are highly integrated. Yet, recent UK studies2,3 show that coming out at work is still a problem for a large number of people who identify as LGBTQ+. Despite all the advantages4 and benefits5 it brings to businesses, a lot of us are still choosing to “stay in the closet”. Low identity integration not only affects how we behave6, but it can also have a serious impact on our mental health and wellbeing – it takes up mental energy, increases anxiety and ultimately jeopardises our performance7,8.
However, it’s not all doom and gloom. As we reflect on LGBTQ History Month9, it’s important to acknowledge that a lot of progress has been made. The UK of 2021 is a very different place to that of the nineteen eighties and nineties. There have been so many achievements and social changes, a lot of which have been fought for by the LGBTQ+ community and their peer minority groups. Section 28 was repelled, there has been a ban on conversion therapy, we have same sex marriage and can openly serve in the army. The Equality Act 201010 also means it is illegal to discriminate anyone based on factors which include gender reassignment, race, religion, sex or sexual orientation at work, in education, as a consumer, when using public services, or buying or renting property.
LGBTQ+ representation has increased in both our television screens and the international stage – from TV presenters to artists, prime ministers to Olympic champions and CEOs. Because of this increased visibility and protective legislation, it would be too easy to take it for granted and take a back seat.
As the recently acclaimed Channel 4 series It’s a Sin11 shows us, getting to where we are today in the UK has not been easy or pain free. The AIDS epidemic not only denied the world of a generation of bright, loving and articulate people, but these people came from all walks of life and who either were already successful business owners or may have gone onto become
such. It is important to acknowledge the journey that we have been on as a community, remember and recognise those who have fought for the privileges and rights have today, but don’t stay complacent! Homophobic hate crimes in the UK have trebled in the past five years12 and, a little further afield, Poland claims to have “LGBTQ+ free zones13”. Whilst we have made good progress, the journey is not over.
So, what about small business owners? Are we acting and behaving as our authentic selves or are we “shutting down” a big part of our identities, of who we are, and potentially creating a raft of problems for ourselves (wellbeing) and our business (performance)? What is preventing us from standing out as successful business owners and LGBTQ+? Fear of recrimination? That others won’t do business with us? Tired of having to “come out” time and time again? Lack of role models in the business world? Or perhaps because we perceive there to be a problem that isn’t really a problem?
Yes, there are a handful of openly LGBTQ+ CEOs – Tim Cook of Apple, Alan Joyce of Qantas, and many business executives14- but how many out small business owners? The answer isn’t simple nor are we asking small business owners who are LGBTQ+ to come out – that is something very personal and for each person to decide when to do it for themselves.
What we feel is lacking are role models at all levels and stages of business, that the LGBTQ+ community can inspire and be inspired by. This is perhaps the next stage or the final frontier for the community enabling and empowering business owners to be true to themselves at every interaction point with their customers, staff and peers. We’ve all heard of successful business stories during lockdown – but as yet none seem to be from the LGBTQ+ business owner community. It is important that we increase visibility at all levels of industry – not just FTSE100 or big international brands.
Our hope is that we can be our authentic selves and break down the perception that it is better to avoid personal questions or to ‘gender swap’ out loved ones than to be authentic out of fear of alienating or losing a client. That we don’t feel we “have to come out” with every conversation we have and that we are taken seriously for both what we do and who we are. Not only will it have a positive impact on our business performance but more importantly on our wellbeing and mental health, making us stronger and more resilient15.
As a way of ending, we would like to pose the following questions for reflection and further discussion. As small business owners, what is our role in supporting others and what will be our legacy? How can we become allies and advocates to the LGBTQ+ community but also to other businesses, especially those run by women and other ethnic groups?
That is why we partnered with the Federation of Small Businesses (FSB) to launch the first FSB LGBTQ+ Networking event last January. A place for FSB LGBTQ+ members and allies to come together, build community, support and learn from each other and together drive forward
FSB’s Diversity & Inclusion agenda. A forum to give LGBTQ+ business a voice, influence policy, change the narrative and become the role models we want to see.
About the authors:
Jose Franca is an independent learning and organisational development consultant, facilitator & coach working with leaders and teams to help them work more effectively. He co-leads FSB London’s LGBTQ+ support group with Rob Walker, aiming to increase LGBTQ+ small business representation and visibility. Jose lives in London with his husband.
Rob Walker Rob Walker is the founder of Green Robin Solutions, which works with small to medium businesses helping them to navigate a rapidly changing world. Green Robin Solutions has particular expertise in helping professional services to achieve “Operational Excellence” and Rob is an accredited Lexcel consultant. He is co-leader of the FSB London’s LGBTQ+ support group which works in partnership with the LGBTQ+ and allies business community to break down barriers and to enable people to be their authentic self in every part of their lives. On a personal note Rob identities gay male and lives in London with his husband Neil and their cat Patsy.