How people from the LGBTQIA+ community want to be managed and why it’s important

​

By Sam Jones, 3Minds Lived Experience Consultant

I have firsthand experience of homophobic discrimination in the workplace.
 

My first job out of university was in a sales team at a major insurance company. Typical workplace culture; table tennis table in the corner, pizza incentives, and regular motivational speeches from management.

 

My manager was only a few years older than me. I hoped bringing up my personal life, my queerness, would be casual and easy. I was wrong. 

 

The four years in this company I was subjected to embarrassing comments and degrading questions. It took a toll on my work performance. As a twenty-something employee I increasingly called in sick, and after a breakdown in relationships with those in the company I felt forced to leave. 

 

I am not alone and many of my friends and colleagues in the Queer community have similar experiences. We all agree that often the outward facing corporate position has improved, but workplace culture is much harder to change.
 

Ten years later, in 2017, I was in another sales team and I once again tried to discuss my personal life and relationship. At first it was met with major success, until one member of management came back to work after leave. The sustained behaviour of one manager derailed my mental health and my work. My personal life crumbled and it took years of professional support to recover.
 

Homophobia in the workplace is not a historic practice, it is ongoing and demands attention. For the welfare of employees and to the benefit of your company’s productivity, implementing anti-discrimination strategies are vital.

 

There are resources the Victorian government already provides what workplaces should implement, and 3Minds integrates changing workplace culture into our consulting services.

 

Contact us now if you would like to speak to us about how we can support you and your workplace.