Over the course of my career
at BP, from trainee to chief executive, I led two separate lives. The first one
involved being the public face of one of the world's largest companies. The
second was my private life as a gay man.
When I lied in a witness
statement to protect my privacy, those two worlds collided, and I lost the
career which had structured my entire professional life.
I wish I had been braver to
come out earlier during my tenure as CEO of BP.
I wrote The Glass Closet and
set up GlassCloset.org to encourage others to avoid my mistakes, and to bring
their whole selves to work.
That can only happen if
leaders, and CEOs in particular, create a corporate environment in which people
feel comfortable coming out.
Here are six things they can
do to smash the glass closet.
1. Set a clear direction
from the top. Businesses must proactively make LGBT inclusion part of the
agenda of leaders, rather than delegating it to the human resources department
or to a company network.
Leaders should be assessed
against their ability to create a sustainably inclusive working environment. As
I progressed through the ranks at BP, it would have been odd for a chief
executive to devote resources to LGBT inclusion. Today, it is increasingly
noticeable when they do not.
2. Ensure positive messages
are accompanied by meaningful solutions. LGBT conferences, corporate networks
and Pride sponsorship are important, but they are not enough, and seldom have a
long-term impact in a company. It is the job of a CEO to initiate unremitting,
uncompromising and sustainable action, with targets, measurement and sanctions.
That is the test of a true leader.
3. Make an effective
business case. LGBT inclusion is first and foremost a human imperative. But it
is also good for businesses, which suffer when employees are preoccupied by
something other than their work. Peter Sands, the CEO of Standard Chartered,
told me that he worries about the hidden costs of hidden lives. He is right to
worry. People are happier, more productive, and make more money for their
company when they can be themselves.
4. Harness the support of
the straight majority. Most people are straight, and only they can create a
safe space for people to come out.
By creating an environment
of acceptance, understanding and inclusion, the straight majority can ensure
that coming out is not accompanied by the disastrous consequences which
closeted employees fear.
That should begin by
stamping out damaging 'micro-inequalities', such as the assumption that every
man is married to a woman, or the practice of not asking gay people about their
partners in case it makes them feel uncomfortable. Small changes in behavior
can an enormous signal to someone grappling with a hidden life.
5. Identify and celebrate
role models. Company policies and behavioral change can create the right space
for people to come out, but role models prove that it is possible and
worthwhile.
That is why The Glass Closet
is full of stories, and it is why I set up GlassCloset.org, where gay and
straight people can share their stories of sexuality in the workplace.
If closeted employees can
identify with someone who has been through the closet door and succeeded, then
they are more likely to let go of the fears that hold them back. At BP, I did
not have an openly gay role model, nor did I have the advantage of looking to
another chief executive for precedent. Without a gay role model, I failed to be
one for others.
6.Look beyond your hometown.
77 countries still outlaw homosexual acts between consenting adults. Companies
that are committed to LGBT diversity do not bend their policies, even in the
most challenging environments.
IBM, for instance, does not
allow its non-discrimination policies to be adjusted in any of the 170
countries in which it operates.
That sends a clear message
to governments, who understand the importance of major international companies
for their economies.
Companies cannot change the
law, and LGBT employees in these countries must be mindful of the dangers they
could face. But by creating a safe space for people to be open about their
sexuality, wherever they are in the world, companies can help those countries
to take a step in the right direction.
No comments:
Post a Comment