“My research found that on the career ladder, being queer matters”
BY LAYLA MCCAY, IMAGE BY GETTY IMAGES PRO
One day I had lunch with someone who had once interviewed me for a great career opportunity. Over dessert, he mentioned something that stopped me in my tracks. Apparently, someone on that interview panel had argued against selecting me because I’d mentioned my wife, revealing I was a lesbian. I was disturbed. I’d always technically been aware that LGBTQIA people experience discrimination at work… but here was the first evidence that it had happened to me.
I was upset, but also intrigued: in what other ways might being LGBTQIA affect our careers? We all recognise the concept of the glass ceiling, a metaphor typically used to describe how women are prevented from reaching the top jobs. But what if there’s also a rainbow ceiling: a system of prejudice, discrimination and other barriers that cause inequality for LGBTQIA people at work.
My research found that on the career ladder, being queer matters. Sometimes we hold ourselves back. Feeling unable to come out at work can affect our mental health and work performance, constantly censoring ourselves and worrying about being outed. And we are particularly prone to imposter syndrome. Often there are very few visible LGBTQIA role models in senior roles in organisations – lesbians and bisexual women fill only around 0.6% of ‘C suite’ positions like CEO, or Chief Finance Officer. Not seeing ourselves reflected in existing leaders affects our confidence and aspirations at every level. We are less likely than our peers to believe we’re good enough for promotion. Plus, our experiences of not conforming to a societal norm, along with past rejection, make us sometimes opt to stay longer than necessary in junior roles. Being aware of all this can help us make better career decisions.
Of course, sometimes other people’s prejudices hold us back. Even when we do apply for that big role, we’re significantly less likely to be shortlisted or appointed. Surveys routinely find at least 1 in 10 LGBTQIA people feel discriminated against when seeking work due to their sexual orientation or gender identity. And using similar job applications, research has shown openly gay or lesbian candidates have 36% lower odds of receiving a positive response than peers. I interviewed more than forty LGBTQ+ leaders for my book and many told me this effect gets worse as they rise in seniority.
The career impact of being LGBTQIA goes beyond the application process. Many of these leaders described having to perform better than their peers to be viewed as equivalent, and managers being less likely to put them forward for promotion. They were more likely to be bullied and harassed at work. They were excluded from networking opportunities. And thanks in part to past experiences causing them to feel different, fear rejection and behave a little more independently, they were less likely than colleagues to have a mentor or sponsor. These leaders described discrimination at work that manifested in subtle ways like being made to feel uncomfortable by certain dress codes; being disadvantaged by health, parental and family relocation policies not designed to meet their needs; and having to skip career-enhancing business trips and job opportunities or else put themselves back in the closet in countries where LGBTQIA people are unsafe.
But being LGBTQIA can also be a superpower at work. Our experiences outside the majority can render us particularly innovative, empathic and resilient leaders. Employers who want to recruit and retain great people need to understand our rainbow ceiling and commit to breaking it down. I hope they do. I never want to choke down another dessert with a lump of discrimination in my throat.
Breaking The Rainbow Ceiling: How LGBTQ+ People Can Thrive And Succeed At Work (Bloomsbury) is published on today (23 May) and available from all good bookshops.
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