What is it like to come out as gay in the workplace?

“I would come into the office on Monday ready to censor my response to the question: ‘how was your weekend?’ I may have simply been to the cinema with my boyfriend, but I wasn’t comfortable sharing that information. I was concerned about the impact of being ‘out’ may have on my career.”

This was the experience of Travis Dominguez when he first joined Zurich North America’s office in Schaumburg, Illinois, in 2013. And it’s what many people from the lesbian, gay, bisexual and transgender (LGBT+) community continue to face.

A report by the Human Rights Campaign Foundation called ‘A Workplace Divided’, discovered that 48% of LGBT+ employees in the U.S. remain closeted at work due to concerns about the reaction from their co-workers, immediate line manager, and other leaders.

“When you grow up in the LGBT+ community you learn to be a little cautious and try and feel people out. And as a Californian coming over to Switzerland, I was naturally a little mindful about being open,” says Mohammad R. who joined Zurich in July 2019.

Wen Lin says he went into “observational mode” when he first joined Zurich six years ago. “I sometimes heard insensitive language used in the office, which caused me a dilemma: do I correct them or stay quiet?”

Wen soon helped launch a PrideZ employee network for the LGBT+ community in Switzerland. Although he never told his line manager or immediate team.

“I had to host an event so asked my manager if I could take a couple of hours off. He wanted to know why, so I hesitantly told him it was for PrideZ. But his response was a turning page moment in my career at Zurich,” says Wen.

“He thanked me for confiding in him, was incredibly supportive, and encouraged me to stand out and be who I was. This boosted my morale and it was a great relief to be authentic at work. With this new energy, I felt more attached to Zurich as an employer.”

The cost of the closet

Wen’s experience shows how LGBT+ employees are more engaged, more productive and happier when they can bring their authentic selves to work and don’t feel compelled to stay closeted.

“I had all this energy wrapped up simply trying to decide what was safe to share,” recalls Travis. “It stopped me from having trusted relationships with my co-workers. And trust ultimately creates the safety employees need in order to speak up or make suggestions that make any business successful.”

Travis has noticed a huge change within Zurich North America over the past five years. “Those fears I had no longer exist,” he says. “I’m free to bring my full self to work and even casually joke with my new manager, for example, about putting on my project manager hat from work to map out the wedding ideas me and my now-fiancé are considering.”

A more inclusive environment has been created in part by initiatives introduced by Zurich to maintain a zero-tolerance approach to harassment and discriminatory treatment, but a step-change occurred when Zurich launched Pride@Zurich in December 2016.

Pride@Zurich is a global alliance of LGBT+ employee networks that provide a safe environment to discuss LGBT+ topics and connect with other LGBT+ members. It’s supported by executive sponsor Urban Angehrn, Group Chief Investment Officer, who provides the network with the power to enact real change.

Building allies

Despite significant progress, Zurich is aiming to make another step-change to truly cultivate a climate of inclusion. And key to this transformation is the Global Ally Program.

The program was launched in December 2019 to create a network of non-LGBT+ advocates, or allies, across the business to increase dialogue and visibility of the LGBT+ community – and challenge any negative perceptions.

“I speak out when I witness injustice and discrimination or have an opportunity to educate and advocate, even when it is uncomfortable,” says Diana Wirkus, an ally and former lead of PrideZ at Zurich North America.

As a team leader, Diana feels all managers should act as an ally to their employees. And with Travis as one of her team, she naturally wanted to support the LGBT+ community and took the time to educate herself.

“I’ve been asked: ‘why do we celebrate Pride at Zurich?’ I reply: ‘do you have photos of your family on your desk? Imagine not feeling comfortable sharing your family photos because you may be judged for having a same-sex relationship?’”

Taking pride at work

John Liu became an executive sponsor of PrideZ Brazil in 2016 and later joined the Global Ally Program. “Many members of the LGBT+ community were not comfortable coming out at work and were even sceptical when we launched PrideZ Brazil.”

But much has changed. In 2019, Zurich Brazil was the official insurer to São Paulo’s 2019 LGBTQ+ Pride Parade and then in June 2020 it was recognized as one of the country’s most inclusive companies by respected business magazine Exame.

As well as experiencing São Paulo’s biggest street party, John has also been on a personal journey. “Before I joined the PrideZ, I didn’t understand the challenges faced by the LGBT+ community both inside and outside of work,” he says.

“I’ve learned to become aware of unconscious bias. I use more inclusive language and my attitude towards the LGBT+ community has evolved. Now, I actively promote a more inclusive attitude at work, as well as with my family and friends at home,” he says.