Yes, according to a 2018 study conducted by Human Rights Campaign (HRC), nearly half of LGBTQIA+ employees in the United States are closeted at work. This is only a slight improvement from HRC’s 2008 findings — the same year Californian voters approved a ballot measure banning same-sex marriages — which showed that 51 percent of LGBTQIA+ people were closeted at work. To those who identify as heterosexual, these statistics are likely shocking.
Same-sex marriage was legalized across the U.S. in 2015, corporate support for the LGBTQIA+ community seemingly hits new all-time highs every year and an openly gay man was at one point a serious contender for the 2020 Democratic presidential nomination. Surely it’s easier than ever to be out at work, right?
According to AJ Fasulo, a senior product manager at fintech company SIMON, that’s not necessarily the case.
“Coming out at work is difficult, and any time you join a new company, you get to do it again and experience the anxiety and stress that comes with making that decision,” Fasulo told Built In.
Coming out at work is a calculation, one that requires people to weigh the costs and benefits of being their true selves around direct reports, managers and leadership. This is an exacting calculation that can force people to choose between their career goals, mental and physical wellbeing, and a desire to fit in and not be ostracized by colleagues.
While choosing to be out at work — and who to be out to — is always a difficult decision, there are ways companies can make the choice easier. Built In recently spoke with Fasulo about coming out to colleagues at SIMON, along with the steps being taken to make this choice easier for subsequent LGBTQIA+ employees.
Being open about one’s sexuality in the workplace is a deeply personal decision, one that’s often informed by the level of safety and trust a person feels at work. What are some concrete steps your company has taken to create a sense of trust and safety among your team?
When I joined, the thought of coming out to a new group was scary, but I faced the extra challenge of joining mid-pandemic, and coming out in a remote environment was even more daunting. SIMON’s team and supportive culture made my decision easier.
Last year, SIMON leaned on employees to establish a number of employee resource groups, or ERGs, including an LGBTQ+ network that I was invited to co-lead and whose membership keeps growing. When new employees feel comfortable joining an ERG in a remote environment, it’s a testament to a company’s inclusive culture.
It ultimately comes down to culture to create a sense of trust and safety. The smallest actions have the largest impact. Shortly after I joined, a colleague got engaged to her partner, and our CEO sent a company email celebrating the same-sex engagement. That one brief email had a monumental impact on my journey — it confirmed I was safe to bring my authentic self to work. Feeling safe and secure from the start was critical in paving the way for the success I’ve achieved so far.
It ultimately comes down to culture to create a sense of trust and safety. The smallest actions have the largest impact.”
How do you monitor and measure these types of sentiments (trust, safety, belonging, equity, etc.) among your team? And how does this data help inform your people strategies?
It’s hard to quantify feelings of trust or safety, and measuring these sentiments requires creating a space where our peers can be open and honest when talking about these topics. At SIMON, our DE&I leadership team meets regularly to discuss how the various ERGs are doing. We’ve established a safe forum where we can be honest about what is and isn’t working, where we are excelling and where we can improve.
In turn, each of our ERGs fosters open dialogue about what members are looking to get from these groups. For example, most of our LGBTQ+ ERG joined remotely over the pandemic, so building social connections and community was the highest priority among our members, while for another group, career development was the focus area. We feel strongly about empowering our members to set the team’s agenda.
What are some direct ways your company celebrates or supports the LGBTQIA+ community, either internally or externally?
SIMON held its first Pride Month celebration this summer, giving our team space to start engaging with one another more regularly. There were three direct results. First, we dedicated one of our weekly team meetings to celebrate Pride, which gave our community the opportunity to educate the company on the history of Pride. We also shared complimentary beverages for a toast, along with fun, jokes and laughs. A special celebrity guest even made a cameo to help us celebrate!
Second, we highlighted LGBTQ+ voices at SIMON. We were given the platform — in the form of our daily morning company-wide email — to speak openly about what Pride means to each of us. Even today, to honor National Coming Out Day, our members shared personal coming out perspectives in our team email.
Third, our ERGs are provided a budget, and we can direct funds at our own discretion for conferences, learning opportunities or social events to foster a sense of community. SIMON ERGs have accomplished a lot in one year. As we dive into year two, we are working to branch out externally. We look forward to building our presence with not only our local LGBTQ+ community but also with our clients across the country.
