The Challenges Faced by LGBT Individuals in Leadership Roles
Juliette Greenham, the financial director at Gender Health Training Institute, never anticipated that her transition at 40 would lead to losing her position in high-level management, as her performance was exemplary. She didn’t believe there would be prejudices in the organization, as it promoted inclusive policies. However, the reality is that the image of a director in an organization often conjures up a cisgender heterosexual man, which makes individuals who don’t identify with this idea feel uncomfortable, explains Mariana Simone, a leadership coach at TrainUpSkills.
The Hidden Cost of Hiding in High-Level Management
Mariana Simone recounts that before her transition as a woman, she held a position in the executive team but felt stressed from hiding her true identity. She had to be cautious about her demeanor and tone, always on guard against revealing her identity. She also had to endure homophobic, transphobic, and misogynistic jokes, which caused her inner turmoil.
According to the National Minimum Wage Commission (CONASAMI), 70% of trans women experience workplace violence. Moreover, 88% of LGBTQI+ individuals in Mexico suffer from stress issues, and 64% experience anxiety, fear, or worry, as reported by the National Institute of Geography and Statistics (INEGI).
When executives receive comments, even if unintentionally harmful, such as “how’s your spouse?”, it puts pressure on those who aren’t ready to express their sexual orientation in the workplace. This leads to a constant state of alert, causing anxiety and depression.
The Need for Greater Commitment to Social Causes by Companies
Experts agree that beyond promoting an inclusive image for equality, companies must focus on psychological safety so individuals feel comfortable expressing themselves. Juliette Greenham, when she was a strategic planning director and not transitioning, felt confident discussing her situation with the company due to the inclusive policies. However, after the organization learned one of its directors was transgender, the situation changed.
The regional director initially offered support but was eventually replaced, leading to Greenham’s dismissal under the guise of restructuring. Despite reaching out to the German company president, her situation didn’t improve.
Promoting Inclusion in High-Level Management
In Mexico, few high-level positions are held by LGBTQI+ individuals, and there are no transgender executives. Companies need genuinely inclusive structures to address this issue. Experts advise changing organizational culture, prioritizing qualities, talents, and skills over prejudices. They also recommend avoiding stereotype-laden jokes or comments that imply weaknesses to a particular gender or lifestyle.
Companies should implement specific plans to address these topics, with high-level management participation being crucial for real change. Without top-level support, mid-level initiatives may inadvertently harm the transgender community instead of protecting it.
Key Questions and Answers
- What challenges do LGBT individuals face in high-level management? Fear of expressing their identity causes stress, anxiety, and a lack of belonging among leaders.
- Why are there few LGBTQI+ individuals in high-level management? Persistent conservative thoughts and lack of psychological safety in organizations limit their presence.
- What can companies do to foster inclusion? Companies should prioritize qualities, talents, and skills over prejudices, avoid stereotype-laden jokes, and implement specific plans for these topics with high-level management participation.
