From ‘Closet to Cubicle’: Examining the Experiences of LGBTQIA+ Individuals During the Coming Out Process at the Workplace

Abstract

Organizations have made Diversity and Inclusion (D&I) central priorities, and yet LGBTQIA+ employee’s experiences, particularly during the coming out process, are underexplored. This review explores the challenges and impacts of coming into the professional setting and proposes ways to improve LGBTQIA+ inclusion. This study draws from theoretical models such as Cass's six-stage coming out framework, to provide an exploration of the psychological, social, and professional aspects of disclosure. In non-inclusive, or conservative work environments, the challenges, such as fear of discrimination, legal barriers, and stigmatization, are persistent. As for LGBTQIA+ employees, discrimination compounds this even more when they have multiple marginalized intersecting identities. Conversely, LGBTQIA+ workers in inclusive workplaces have better mental health, increased engagement, and increased career satisfaction in non-inclusive environments they experience stress, social isolation, and hindered career progression. Inclusive strategies are effective when they have a comprehensive anti-discrimination policy, LGBTQIA + employee resource groups, alliance promotion, and leadership representation. Trends indicate an increasing number of LGBTQIA+ people in the workforce, however, there are gaps in understanding sectoral differences, regional variations, and intersection dynamics. It recommends that organizations adopt the whole of the D&I framework that incorporates LGBTQIA+ inclusion and evidence-based approaches to support LGBTQIA+ employees, increase equity, drive innovation, and the success of the organization at large.