PRIDE month may be in June, but the work of how to support gay coworkers, family, and friends happens year round.

How To Support Gay People at Work

It’s crucial to recognize the ongoing challenges LGBTQ+ professionals face in the workplace.

Despite significant progress in queer acceptance, 75% of LGBTQ+ professionals still feel compelled to code-switch at work. This according to The LinkedIn and Impact Media 2024 ‘Out @ Work’ guide.

This statistic highlights the invisible roadblocks that persist even in seemingly inclusive environments.

How To Support Gay Coworkers: What Is Code- Switching?

Code-switching refers to the practice of alternating between two or more languages, dialects, or varieties of language in a single conversation or context. Code-switching can occur at various levels, including within a sentence, between sentences, or across different conversational contexts. It often serves various functions, such as:

1. Contextual Appropriateness: Adapting language to suit the social context or setting.
2. Identity Expression: Reflecting aspects of a speaker’s identity, such as ethnicity, nationality, or group membership.
3. Clarification: Enhancing understanding or providing emphasis.
4. Social Relationships: Signaling solidarity or social distance.
5. Communicative Efficiency: Using the most effective or expressive language available for conveying a particular idea or emotion.

Code-switching in the gay community at work can involve shifting between language styles, terminology, or behaviors that align with different aspects of a person’s identity. Here are a few examples:

1. Language and Terminology: A gay employee might use certain LGBTQ+ terms or slang with colleagues who are also part of the LGBTQ+ community but switch to more neutral or mainstream language when speaking with heterosexual colleagues or superiors.
2. Behavior and Mannerisms: An individual might adjust their behavior to conform to expected norms in a professional environment, toning down mannerisms that might be perceived as stereotypically gay.
3. Topics of Conversation: Conversations about personal life might be tailored to the audience to avoid disclosing one’s sexual orientation or to fit in with the group.

• Example: Discussing weekend plans with LGBTQ+ colleagues might include talking about attending a Pride event, while with other colleagues, the same person might just mention general activities without specifics.

4. Pronoun Usage: Some individuals might switch pronoun usage based on the comfort level and acceptance of their colleagues.

• Example: Referring to a same-sex partner using gender-neutral terms like “partner” or “they” with certain colleagues, but using “he” or “she” with more trusted or LGBTQ+ allies.

5. Cultural References: Making or avoiding certain cultural references depending on the audience.

Code-switching in this context helps individuals navigate the complexities of expressing their identity while managing professional relationships and expectations in the workplace.

How To Support Gay Coworkers: Allyship

64% of LGBTQ+ professionals wish there were more people like them in the workplace. 

66% of LGBTQ+ professionals report having allies at work, which is vital for creating supportive and safe workplaces. We all want to be the best, high-value version of ourselves, right?

That means being respectful and having integrity.

Being an ally to gay coworkers involves creating a supportive, inclusive, and respectful workplace environment. Here are some steps you can take to be an effective ally:

1. Educate Yourself:

• Learn about LGBTQ+ issues, terminology, and history. Understanding the challenges and experiences of the gay community is crucial.
• Stay informed about policies and rights affecting LGBTQ+ individuals in the workplace and beyond.

2. Use Inclusive Language:

• Avoid assumptions about someone’s sexual orientation. Use gender-neutral terms like “partner” until you know their preferences.
• Respect and use the pronouns that your coworkers prefer.

3. Challenge Discrimination:

• Speak up against homophobic jokes, slurs, or comments. Silence can be interpreted as acceptance.
• Report discriminatory behavior or practices to HR or appropriate authorities within your organization.

• 4. Support LGBTQ+ Initiatives:

• Participate in and promote workplace initiatives aimed at supporting LGBTQ+ employees, such as diversity training, Pride events, or employee resource groups.
• Encourage your company to adopt inclusive policies, such as non-discrimination clauses and benefits for same-sex partners.

5. Create a Safe Space:

• Make it clear that your workplace is a safe and accepting environment. Display symbols of support, such as rainbow flags or ally pins.
• Offer a listening ear and support if a coworker comes out to you or discusses their experiences.

6. Respect Privacy:

• Understand that coming out is a personal decision and process. Do not pressure someone to share their sexual orientation or experiences.
• Maintain confidentiality if a coworker shares personal information with you.

7. Model Inclusive Behavior:

• Lead by example in promoting inclusivity and respect in the workplace.
• Foster an environment where diversity is valued and everyone feels comfortable being themselves.

8. Advocate for Equality:

• Support policies and practices that promote equality and inclusion within your organization.
• Encourage leadership to prioritize diversity and inclusion efforts and to hold everyone accountable for maintaining a respectful workplace.

By actively supporting and advocating for your gay coworkers, you can help create a more inclusive and welcoming workplace for everyone.

What Now?

By acknowledging and actively working against these invisible barriers, we can make our workplaces truly inclusive and supportive for everyone.

There are resources available to help answer your questions. Check out The Trevor Project or GLADD to see if these organizations may be able to help you.