How To Come Out At Work
We all know that advocacy for inclusion and equality should be year-round since we all have to be our fullest selves all day every day. Identity is a key element of doing that, and for LGBTQ+ professionals, this can include the question of coming out at work. Some may wonder whether their personal business is, well, anybody's business at work, while others might want to feel safe in the office being out, loud, and proud. Either way, coming out in the workplace is indeed an issue that not only must be addressed but addressed appropriately.
"We conducted some research on this and found that 1 in 4 members of the LGBTQ+ community were hiding their identity at work and were worried that if they did come out, they might be treated differently," said Leonna Spilman, a senior corporate communications manager at LinkedIn. "It's important to note that this is in the context of national and federal regulations that make it illegal to fire employees based on their identities."
Spilman added that companies must ensure that all employees have the opportunity to feel safe, confident, and embraced, and it starts with having protocols and resources that put equity and inclusion at the forefront.
"I'm a queer Black woman, and I was fortunate to find a community of other queer women. I got to see, from them, how to casually mention partners during meetings or talk about weekend plans. And so it really felt natural. I think it's important to recognize that coming out at work is really an ongoing part of our professional journey, and it can happen at a lot of different points."
While coming out is a very personal decision, Spilman added, "It's not something you have to do. Should you choose to do so, it's important that you feel comfortable and confident sharing it at whatever stage you're at in your professional journey."
We talked more with Spilman about best practices, finding your tribe, and making the decision:
What reasons do professionals cite for coming out at work?
If you think about what it takes to hide a big part of your identity, it's a lot of work. It takes a lot of mental and emotional energy, so when you do have spaces that are safe and rooted in inclusion and belonging, it can feel like a lifted weight. In addition to not having to carry that, it's fantastic for networking, for connecting with peers for support, and for building a diverse network.
Courtesy of LinkedIn/Leonna Spilman
Many people are still trying to figure out how to appropriately approach identity topics in the office. How can these conversations be responsibly initiated?
Having a culture that has inclusion as a foundation and equity is a journey. It's a journey as much for individuals as it is for companies and brands. With HR professionals, there's a lot to being in an HR function or even being in a social function within your organization as a leader.
Establishing clear anti-discrimination and anti-harassment protocols is a great start, and committing to inclusive hiring processes is vital. We have data that shows that nearly 80% of LGBTQ professionals said it was important for companies to express a commitment to supporting the community and to have inclusive practices and goals.
"I think it's important to recognize that coming out at work is really an ongoing part of our professional journey and can happen at a lot of different points."
And third, [it's about] looking for opportunities to host discussions and create safe spaces for the community where they can talk about their experiences they're having at work. As an ally as well, we must really be open to sharing feedback—whether that's with an individual or some outcome of work that's being done—and value that feedback.
Always keep in mind that coming out doesn't necessarily have to be your defining moment.
How should someone go about finding an advocate or support in the workplace?
A great place to start is professional groups, called employee resource groups (ERGs), where you can connect with LGBTQ+ leaders and peers. LinkedIn has an ERG called Out@In, and it's a fantastic space that looks to support the community here and elevate those voices at the company. We also launched a "Conversations for Change" campaign, an ongoing program that focuses on conversations that intersect life and work.
Try connecting with someone, for instance, you went to college with or someone who is part of other LGBTQ+ organizations, like Lesbians Who Tech, for example.
There are also things you can do if you're looking for a company that has that built-in community already. As you're interviewing, look to see if they have an ERG and what organizations they support. Look on their LinkedIn page or via another online [platform] to see if they've made outward commitments to supporting the community. Try to get a sense from the hiring manager and ask what inclusion looks like for teams.
Featured image via Getty Images
ItGirl 100 Honors Black Women Who Create Culture & Put On For Their Cities
As they say, create the change you want to see in this world, besties. That’s why xoNecole linked up with Hyundai for the inaugural ItGirl 100 List, a celebration of 100 Genzennial women who aren’t afraid to pull up their own seats to the table. Across regions and industries, these women embody the essence of discovering self-value through purpose, honey! They're fierce, they’re ultra-creative, and we know they make their cities proud.
VIEW THE FULL ITGIRL 100 LIST HERE.
Don’t forget to also check out the ItGirl Directory, featuring 50 Black-woman-owned marketing and branding agencies, photographers and videographers, publicists, and more.
THE ITGIRL MEMO
I. An ItGirl puts on for her city and masters her self-worth through purpose.
II. An ItGirl celebrates all the things that make her unique.
III. An ItGirl empowers others to become the best versions of themselves.
IV. An ItGirl leads by example, inspiring others through her actions and integrity.
V. An ItGirl paves the way for authenticity and diversity in all aspects of life.
VI. An ItGirl uses the power of her voice to advocate for positive change in the world.
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Sheila Rashid's Androgynous Approach To Unisex Clothing Is A Lesson In Embracing Individuality
The ItGirl 100 List is a celebration of 100 Black women who aren’t afraid to pull up their own seats to the table.
For Sheila Rashid, it all started with some free-hand drawings and a few strokes of paint.
The Chicago-based clothing designer and creative director of Sheila Rashid Brand recalls using her spare time in high school to hand paint designs on t-shirts and distressed hoodies, distributing them to classmates as walking billboards for her art.
Rashid sought to pursue fashion design at Columbia College in Chicago but eventually took the self-taught route to build upon her knack for crafting one-of-a-kind, androgynous pieces.
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Thanks to the mentorship of local designers taking her under their wings, Rashid was able to gain valuable experience in putting together collections and creating patterns; equipping her with them with the necessary skills to pursue her own collections.
After two years of living in New York, Rashid returned home to the Chi and uncovered the unique flair she could offer the city. “I moved to New York after that because I wanted to be in the fashion capital world,” she tells xoNecole. “That's when I really got a leg up. I found myself when I moved back to Chicago after moving to New York.”
For the Midwest native, inspiration comes from her time around creative peers and the city’s notorious winters — known to be a main character in many Chicagoans stories. “It's a different perspective and mindset when I'm making stuff because of the weather here,” she explains. “When we get summer, it’s ‘Summertime Chi’ — it's amazing. It's beautiful. Still, I find myself always making clothes that cater to the winter.”
"I moved to New York after that because I wanted to be in the fashion capital world. That's when I really got a leg up. I found myself when I moved back to Chicago after moving to New York.”
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Many designers have a signature aesthetic or theme in their creations. In Rashid’s design story, dancing between the lines of femininity and masculinity is how she’s been able to distinguish herself within the industry. Her androgynous clothing has garnered the eye of celebrities like Zendaya, Chance the Rapper, WNBA star Sydney Colson, and more — showing her range and approach to designs with inclusivity in mind.
“I think I do reflect my own style,” she says. “When I do make pieces, I'm very tomboyish, androgynous. My work is unisex because I feel like everybody can wear it. I cater to everybody and that's how I try to approach my clothes.” From denim to overalls, and color-drenched outerwear, Rashid has mastered the structure of statement pieces that tell a story.
“Each collection, I never know what's going to be the thing I'm going to focus on. I try to reflect my own style and have fun with the storytelling,” she shares. “I look at it more like it's my art in this small way of expressing myself, so it's not that calculated.”
"My work is unisex because I feel like everybody can wear it. I cater to everybody and that's how I try to approach my clothes."
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Still, if you were able to add up all the moments within Rashid’s 20-year career in design, one theme that has multiplied her into becoming an “ItGirl” is her confidence to take up space within the fashion industry as a queer, Black woman. “Being an ItGirl is about being yourself, loving what you do, finding your niche, and mastering that,” she says.
No matter where you are on your ItGirl journey, Rashid says to always remain persistent and never hesitate to share your art with the world. “Don’t give up. Even if it's something small, finish it and don't be afraid to put it out,” she says, “It's about tackling your own fear of feeling like you have to please everybody, but just please yourself, and that's good enough.”
To learn more about the ItGirl 100 List, view the full list here.
Featured image Courtesy