Coming Out at Work

- Does your employer have a written non-discrimination policy? 

- Does it specifically cover sexual orientation and/or gender identity/expression? 

- Does your state or locality have a non-discrimination law including sexual orientation and gender identity/expression? 

- Is there a benefits guide that details LGBTQ+-inclusive services? 

- Does the employer offer equitable benefits for LGBTQ+ employees and their families, including domestic partner benefits where applicable? 

- Does health coverage include gender-affirming care? 

- Is there an LGBTQ+ employee or business resource group at your workplace? 

- Does the organization provide opportunities for employees to voluntarily self-identify, and how is that information used to support inclusion and belonging? 

- Are there openly LGBTQ+ employees, leaders, or allies within the organization? 

- What is the overall climate in your workplace? 

- Do you have strong professional relationships with coworkers? 

- Do people discuss their personal lives? Are they asking questions about yours? 

- Is the atmosphere friendly or guarded? 

- Is your company ranked on the Human Rights Campaign Corporate Equality Index? 

- If so, what rating has it earned? 

- Do anti-harassment and anti-retaliation policies explain how to report a concern, provide more than one reporting channel, and describe what happens after a report is made? 

- Do leave, fertility, adoption, surrogacy, bereavement, and caregiver benefits recognize the full range of LGBTQ+ families? 

- Can employees use their name and pronouns across workplace systems where legally permitted, and does the organization explain how personal information will be protected? 

- Does the LGBTQ+ employee resource group have meaningful support, resources, and access to leadership? 

- How does the organization respond when an employee, customer, or vendor behaves disrespectfully toward LGBTQ+ people? 

- Do the company's public policy, philanthropy, political engagement, and customer practices align with its stated workplace values? 

Decide what feels right for you. 
Consider how much personal information you want to share, with whom, and when. Remember that coming out can happen gradually and on your own timeline. 

Start with a trusted person. 
Talk with a supportive colleague, manager, mentor, HR representative, or LGBTQ+ employee to gain perspective and build confidence. 

Make a plan. 
Think through how, when, and where you would like to share your identity, and what support you may want before or afterward. 

Look for natural opportunities to share. 
Conversations about partners, families, community activities, current events, or shared interests can provide openings if and when you choose. 

Express yourself in ways that feel authentic. 
Whether through workplace conversations, attending events with a partner, or displaying personal items that reflect your identity, choose the level of visibility that feels comfortable and meaningful to you. 

Consider privacy and the ripple effect. 
Before sharing, consider who you want to know and whether the information could travel beyond that group through meetings, workplace directories, benefits systems, social media, clients, or colleagues. 

Plan for hybrid and digital workplaces. 
Profile fields, virtual backgrounds, recordings, group chats, shared calendars, and email signatures can reveal information to a wider audience than intended. Review privacy settings and consider who can see or retain what you share. 

Know where to turn if you need support. 
Review your employer's reporting process and confidentiality practices before sharing sensitive information. If you experience discrimination, harassment, or retaliation, keep notes, save relevant communications, and consider seeking guidance from a trusted resource, union representative, or qualified attorney.