“Lots of people don’t really like using the word lesbian, but I feel like I’ve really embraced that”
BY DYLAN MANN-HAZELL, IMAGES PROVIDED
Olivia Tobin was initially uncertain about her path into the corporate world. While she prioritised hands-on experience, she also wanted to attend university and continue her education. So, she sought an apprenticeship at Microsoft, ultimately landing in the Chartered Management Degree Apprenticeship program. Here, she pursued a degree in professional management, but that isn’t all – Olivia remains passionate towards inspiring diversity and inclusion throughout the company and beyond.
From a young age, Olivia was aware of her attraction to women. While she recognised her feelings around the young age of eight, it wasn’t something that she could openly discuss with her family. Although she knew gay family friends – including a godparent’s sister who was lesbian – Olivia wrestled with her own sexuality. In secondary school, she was open about her sexuality at school, but not at home. When her mother found out about the girlfriend she had from ages 14 to 16, she was sadly not supportive, straining Olivia’s relationship with her parents.
During her teenage years, Olivia faced societal pressures that led to suppressing her identity. She would insist she was straight and dated men until early adulthood. It was only then that Olivia began a period of rediscovery – questioning whether she might be bisexual. After moving to Reading for her Microsoft apprenticeship, she had many eye-opening experiences, including meeting new people who embraced their identities openly. Olivia would eventually realise that she found dating men to be unfulfilling and that she needed to embrace her lesbian identity. A loving result of this realisation is the rekindling of Olivia’s relationship with her high school girlfriend, with the couple recently purchasing their first home together.
“I think I struggled a lot with internalised homophobia,” Olivia reflects. “I didn’t want to embrace it. Lots of people don’t really like using the word lesbian, but I feel like I’ve really embraced that. I am a lesbian.”
Reflecting on many standout moments in her career at Microsoft, Olivia recalls her first experience organising Pride – a memorable success. Olivia notes that this year was unique as previously there had been no dedicated event manager for GLEAM (Global LGBTQIA+ Employees and Allies at Microsoft), and the primary focus had been on marching in Pride in London. Upon taking over event organisation, Olivia and her team began highlighting multiple awareness days throughout the year, including a full range of activities for LGBT+ History Month. Her ambition upon entering the role was to openly support the community all year round. Olivia is proud to work towards this goal, and doesn’t forget the many wonderful connections made among the community.
“That is a big standout for me, just bringing people together. Whether it’s within my day job where I create and deliver partner events within Microsoft, or from GLEAM, where I’m bringing together our communities and forming those connections, that’s the highlight of it all.”
At Microsoft, diversity and inclusion (D&I) initiatives are now integrated into performance reviews, measuring involvement in employee resource groups and allyship. Olivia found it refreshing to join an organisation that values D&I so highly, while acknowledging the importance of personally addressing unconscious bias and the certain privileges she holds.
“We’ve been looking at the importance of intersectionality. There are active steps to make sure all people and all perspectives are heard.”
She praised Microsoft for genuinely aiming to create the most inclusive spaces possible. One example Olivia mentions is the support provided by executive sponsors, who have actively been involved in activations throughout the year. Since joining Microsoft, Olivia has observed a noticeable increase in vocal workplace allies. However, she believes there is a need to continue building on current efforts. She advocates for increased visibility and empowerment of leaders from minority communities, which is crucial in supporting minority groups to excel in their fields. In particular, Olivia insists on amplifying trans voices in both the workplace and the media. She reasserts that while the LGBTQIA community has come a long way, there is still more work to be done.
Another focus for Olivia is ongoing education throughout the workplace and beyond. She believes that people misunderstand the true nature of Pride, viewing it as merely an excuse to party rather than recognising its roots as a protest and a cause for change. Given the current media rhetoric surrounding the trans community, Olivia stresses the importance of protesting, promoting active acceptance, and spreading the correct information on these topics.
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