Financial News’s inaugural Pride of Finance list celebrates coming out at work stories of senior figures who have led by example to champion LGBTQIA+ inclusion. See the full list here.
Anna Thwaites felt nervous — not about coming out at work, but about speaking up. After she did, the lawyer set up the legal giant’s LGBTQIA+ and allies affinity network in its German offices.
This is her story.
Why did you decide to come out at work?
I came out at work in order to challenge a discrepancy in an HR policy.
In the days prior to marriage equality in Germany, the policy entitled colleagues who married to a day’s leave. I outed myself by applying for leave for my civil union. In a way, I could say I came out in order to take a day off.
Describe that day for us — how were you feeling?
I suppose I felt some trepidation but that might have been down to speaking up rather than coming out. For most of us, coming out is not something we do just once, it’s a performative process that we repeat in each new social or work setting.
In that regard, at least, I had the benefit of previous experiences. As I tend to surprise precisely no one when coming out, I was able to predict the reaction with reasonable accuracy.
Who did you come out to at work and what did you say?
I came out by email. To HR. In hindsight, maybe a call or a meeting would have been easier, for the HR team at least.
How did your company support you after you came out?
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They changed the policy and, yes, I was given a day off! Only a short time later, I established our LGBTQIA+ and allies affinity network and that has gone from strength to strength with the support of management.
What advice do you have for someone who’s scared to come out at work?
LGBTQIA+ inclusion can still sometimes be seen as a sensitive issue in the workplace. It’s legitimate to have concerns about the possible impact on one’s relationships with colleagues and on one’s career of disclosing oneself. However, if your sense is it is safe to do so in your workplace, it’s absolutely worth it to be able to be your authentic self at work.
What can finance firms do better to support LGBTQIA+ employees?
In our firm we have a mantra: change the rules, change the culture, change the lived experience.
Finance firms should create a strong, inclusive policy and lean into it at all levels. Communicate that support openly and engage with your employees through networks, inclusion training, advocates and reverse mentoring.
That cultural dynamic fosters the environment that allows your employees to be themselves and thrive.
Financial News’s inaugural Pride of Finance list celebrates coming out at work stories of senior figures who have led by example to champion LGBTQIA+ inclusion. See the full list here.
