What An Office Football Game Can Tell You About Inclusion
Currently, I work in an open inclusive environment where who I am accepted without prejudice. This was not always the case. Having been on the receiving end of homophobic taunts, asked “why didn’t you tell us you were gay before you started?” at work, realization quickly came that I wanted to live and work in an environment where my sexuality is not a topic of conversation required to be brought out anytime I start a new job.
The first 10 years I worked in the travel industry, known for being very LGBTQ+ friendly. I took for granted the acceptance I felt there daily. It enabled me to be very successful, which in part was the feeling of being included and accepted.
Moving to a new city, I never felt the need to come out during interviews (why should it matter?). Two months on a new career path with a multinational organisation, I was brazenly asked why I had not told them I was gay. It became quickly apparent this was not right and that this attitude was not uncommon, and a real problem within many companies.
Prejudice was ever present, including being left out of a football game at work, as they didn’t think I wanted to mingle with “the lads” in the office. Apparently being gay precludes them from even asking me. Being openly laughed at for my interest was incredibly difficult. Never have I felt so isolated and demotivated.
Upon bringing my concerns to management, I was again made to feel isolated. Though I had a little support from management, it was ill-informed, and was made to feel guilty about going to HR. Feeling nervous and ashamed of standing up for yourself is not something anyone of any community should experience.
As an openly gay man, I am proud of who I am and wanted to do something about this, to help others who don’t have the support network and need support and encouragement. As part of this, I became a committee member of a local pride, utilizing my connections within business, holding talks on diversity and inclusion at network events, schools, sharing my story, educating business leaders on how they can help, and how daunting it can be for a member of the LGBTQ+ community.
This year, I have worked hard, and proudly helped launch and found an LGBTQ+ football team, which has been a great experience and a reflection of how far I feel I have come.
Within the same organisation I was on the receiving end of blatant homophobia, being called “queer”, a word which reminded me of school with all the horrible connotations that come with it, being screamed at in an aggressive manner by a member of my team was incredibly upsetting, and was the start of my loss of motivation, in a job I once loved.
Working for a company now that embraces diversity & inclusion is a breath of fresh air. They support my goal to make the tech industry a more open, diverse place to be. In the past year, I have attended the Diversity in Tech Conference, had a four-page article in a local magazine about D&I working with leaders from EY & Brewin and Dolphin. Also attended the EuroOut conference, hearing from leaders about how they are helping their employer to become more accepting and diverse.
My goal is to help create and encourage environments across the UK that are inclusive, giving everyone regardless of age, gender, sexuality orientation or disability the confidence to be who they are, affording them the same opportunities as everyone else.
Not hiding who you are makes you happier and more productive (up to 22%!). One day soon, I hope the reaction to being LGBTQ+ will be as important as if you drink tea or coffee.
So, the question is, one diversity or two?
