Commentary

Year-Round Allyship Means Celebrating National Coming Out Day

by Robert Conner , October 11, 2023

In 2023, organizations engaging with the LGBTQ community faced unprecedented challenges. Target removed some Pride merchandise due to extremist backlash during Pride Month, and Bud Light famously botched its partnership with transgender influencer Dylan Mulvaney. This made it tougher for LGBTQ influencers to secure content deals, reducing visibility for LGBTQ equality.

Year-round allyship is essential, as true support should extend beyond Pride Month, according to DEI experts. Only discussing LGBTQ issues in June can alienate employees and consumers. October, LGBTQ History Month, and Oct. 11, National Coming Out Day, offer additional opportunities for meaningful engagement.

More than one in four LGBTQ employees are not “broadly out” at work, according to McKinsey. In June, Glassdoor revealed that 45% of LGBTQ employees think being “out” hurts their careers.

Fostering an inclusive workplace allows employees to come out as LGBTQ, benefiting both individuals and companies. Studies published in the Harvard Business Review show that coming out boosts job satisfaction, employee retention, and emotional support. LGBTQ-friendly policies also correlate with higher profitability and stock valuations.

Consumers appreciate companies that create safe spaces for coming out. An Edelman and GLAAD study highlighted that young shoppers see pro-LGBTQ businesses as more “relevant” and “relatable.”

Here are 10 ways to support employees in coming out and publicly communicate support for National Coming Out Day:

Elevate it with the same enthusiasm as Pride Month through internal and external communication channels, including employee forums and social media.
Avoid content that only says, “Happy National Coming Out Day.” Social posts and news releases should show tangible actions supporting LGBTQ employees and the community.
Learn from Bud Light’s mistakes. Never turn your back on LGBTQ influencers post-collaboration.
Disseminate relevant resources. Free biographies from LGBTHistoryMonth.com broaden awareness about LGBTQ History. The SHRM’s Coming Out at Work guide is a tool to support employees with coming out.
Ensure LGBTQ Employee Resource Groups (ERGs) receive adequate funding and support to organize National Coming Out Day activities.
Read about the experiences of coming out at work to understand that LGBTQ staff don’t just come out once. They come out every time they meet a new client or colleague.
Train staff to respond appropriately when a colleague comes out. Don’t say, “I already knew.” Instead, start by asking for their pronouns.
Survey employees. Learn whether they feel supported enough to be out at work.
Continually foster a psychologically safe company culture that prioritizes year-round allyship through updated policies, resources, and calendars reflecting many LGBTQ observances. Everything should point to how employees can feel safe to come out on National Coming Out Day and any day of the year.
Address the lavender ceiling by promoting LGBTQ staff into leadership roles and advocating for fair pay. LGBTQ people comprise less than 0.7% of Fortune 500 Board seats. Transgender employees make a fraction of the salaries of their cisgender colleagues.

Helpful references on LBGTQ issues in the workplace: