Learning together and from each other: a reflection on our LGBTQ History Month celebrations

Our conversation began with a reflection on how our panelists' individual identities impacted their experiences. While all shared individual stories, one key element stood out: They felt like they must, in one way or another, adapt and conceal their identity in order to thrive professionally. Whether that was stated explicitly or internalized through the voices and experiences of people around them, they all experienced it.

Their antidote? Taking steps to reflect and opportunities to own their voice and claim their identity.

Kris, put it best when he shared:

“I learned that apparently if I adapt, I'm still accepted in the group. So that's a behavior that I took with me for a very long time. But when I stopped doing that, and told everybody from the beginning that I'm gay I started realizing my leadership style became a lot more authentic. It helped me a lot in building relationships and becoming better at my job.”

Kris’s share sheds light on the value of what happens when we allow ourselves to own our unique perspective and the impact that can have on our professional identity.

The conversation then moved to their experiences in organizations when it came to LGBTQIA+ inclusion, which brought up an interesting insight: How safe one person feels may not necessarily mean others feel safe, and what taking action in helping shape environments where all can thrive and promote dialogue between different people through asking meaningful questions looks like.

Peter described: “I want to make sure that other people who are in a different situation feel comfortable too. So people should understand that we need to break that barrier.

And even if you feel uncomfortable hanging around somebody because you don't understand it, ask a question about themselves and try to understand. Because they might feel the same way about you.

Beyond that, instead of focusing on the implicit assumptions and expectations we place on our colleagues and team members, it's much more critical to expand your lens to focus on the person. For example, it may mean to be queer or an engineer, or what you may consider as a specific definition of professionalism. The main point here was to find the bravery to look beyond our perspectives and make the effort to connect without fearing any misstep: to connect with people and welcome learning moments.

When moving from intention to action, our panelists agreed on collective responsibility.

Alex illustrated: “We exist in three places most of our lives: at home, outside, and at work. At work we have a responsibility to each other, regardless of sexual orientation, gender, to make sure that at least that place is safe enough. Because when we feel safe, when we feel like we belong, we produce better, we collaborate better. Everyone deserves to feel safe.”

When asked how we can do that, especially in the context of global organizations that operate in different countries and cultural contexts, simple actions such as opening up global communications on identity-based topics (freely for anyone to access), and ability to join sessions anonymously came up.

Additionally, the importance of role models and sponsors, and the ability for everyone in the organization to see themselves in their leaders, and for leaders to listen to their teams and help facilitate opportunities for impact through trust and collaboration.

To wrap up, here are a few points to keep in mind when it comes to exploring the topic of working together in your organization.

1. Examine the hidden layers of your organizational culture and explore what has been left unaddressed and implicit.

2. Focus on individuals' skills and contributions to the organization, as opposed to what the perception of them may be.

3. Engage in difficult conversations and expand your perspective by hearing, learning, and sharing.

4. Find role models ready to open up and share their experiences and offer inspiration to your community.

5. Start simple. Low barrier ways of granting access and opportunity can go a long way in making someone feel seen.

We hope you enjoyed learning more from the insights of our visiting panelists and can take this back to your team and organization to create meaningful connections and cultivate belonging.

We look forward to sharing more with you as we continue shaping our journey in what inclusion means for us and our community.