Thisarticlewas originally published byBuilt In.
It was then that my journey to find belonging began.
By the end of my first week, I had already encountered homophobic slurs on the street.
I landed my first job at a company run by a gay CEO.
The company held regular pride events, had LGBTQ-focused products, and had more LGBTQ+ employees than heterosexual ones.
I have to admit, it was a huge culture shock.
It was terrifying to be asked and expected to be myselfat work.
I didnt know who I was.
It was a culture shift to say the least I was the token gay employee.
When our first trans candidate moved through the process, one founder told me to reject her.
I knew it wasnt because of her qualifications, but I stayed quiet so you can keep my job.
I felt like a sellout.
It seemed like a great opportunity, so I naturally said yes.
After the meeting went south, my boss flew into me.
Why didnt I speak up and attempt to identify with him?
I felt like an idiot.
By 23, I had already experienced both belonging and tokenism.
Inclusivity should be at the core of your company.
Internal documents and corporate communications should also use they/them pronouns, instead of he/him or she/her.
Using inclusive language in corporate communications lets queer employees know they are valued and seen at your organization.
Remember: Prerequisites are not required to establish inclusive policies and expectations.
While you should create an environment that allows for more authentic connection, you cant require it.
Safety is still a major concern for many in the community.
Not only physical safety, but emotional and psychological safety as well.
This will create a micro community and space for LGBTQ+ employees to find and share thoughts with one another.
Belonging doesnt happen overnight.
Many queer individuals have trauma they are still working through when they enter the workforce.
Celebrate the community
Many startups celebrate and advertise their unique approach to company culture.
Not sure where to start?
Create strategies around LGBTQ+ holidays to shape your efforts.
This strategy should not just be limited to cultural offerings or employee events but company wide.
Offer your LGBTQ+ voices an opportunity to share their perspectives and to be active participants in these strategies.
My journey is not unique, and Ive chosen to embrace my queerness every day at work.
And, most importantly, be earnest and human.
