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How does equality at work become a reality?

Out & Equal advocating for a world where we can be ourselves and thrive at work

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Out & Equal Summit, gay news, Washington Blade
Erin Uritus (Photo courtesy of Out & Equal)

In much of America, you can still be fired for being gay. You can be denied government services. You can lose your home. Ensuring our basic civil rights protections is at the heart of the cases that the Supreme Court is hearing this week. Businesses have been a key community that have stood with us in this legal effort. They signed on to a friend-of-the-court brief in record numbers, and they are a key component of the coalition that is pushing to pass the Equality Act.

There is another important way that businesses, and other large employers, are showing up for us. Next week, more than 6,000 people will be coming to Washington, D.C. to take part in the Out & Equal Workplace Summit, the largest gathering of LGBTQ professionals anywhere in the world. These attendees come from 38 countries and represent more than 70% of Fortune 1000 companies. And it’s not just the business sector; five U.S. government agencies are also sponsoring this conference.

Summit is a forum for thought leadership. It brings together a richly diverse group who raise ideas and programs that push the envelope, who give visibility to often ignored identities, and who establish best and next practices. Summit workshops and stages are where the next iteration of LGBTQ workforce inclusion is showcased: The future is pan. It is non-binary. It is unafraid to call out racism. It openly acknowledges the significance of mental health at work.

What started as a small gathering 20 years ago has grown into a powerful testament of the commitment of leaders of large businesses to further equality and belonging. What can explain this meteoric growth?

First, large businesses increasingly understand that fostering inclusion impacts their bottom line. When people can show up authentically at work, unencumbered by fears – of social isolation, judgment, or worse – simply because they happen to be LGBTQ, individuals, teams and, yes, businesses and other types of organizations thrive.

This business case is particularly pronounced when it comes to recruiting and retaining top talent. Companies who fail to create a workplace atmosphere where employees feel comfortable end up losing out. Younger generations, Millennials and Generation Z, identify as not “exclusively heterosexual” in far higher rates than older generations. Business leaders have figured out that they need to adapt if they’re going to survive.

Second, Out & Equal has transformed its approach to facilitate and support the type of interaction professionals and organizations need to succeed in these times. Historically, organizations like ours invested in developing proprietary knowledge and passing it out to the businesses that we want to impact. That top-down approach may have been the norm in the past, but it is no way to get things done in today’s interconnected world. It’s also a wastefully inefficient way to bring change.

Our approach starts with the recognition that nobody has a monopoly on good ideas. Rather, the people within these companies and government agencies who work – day in, day out – on improving the work lives of LGBTQ employees have a great deal of knowledge. We can do more for our cause by creating opportunities for these practitioners to come together, learn from each other, and co-create better solutions to the challenges that need to be addressed.

The 6,000 people who will be at the Workplace Summit will certainly have the opportunity to learn from each other. But it’s not the only such opportunity available to them.

In the United States, we know that there are different religious and cultural contexts that impact what it’s like to lead LGBTQ lives. Life in San Francisco or New York is different than in the rural South. The tools that have been used successfully in big cities to impact workplaces need to be tailored in order to be as effective in rural settings. This awareness drove us to convene two forums this year in the South. By bringing southerners together to explore the obstacles they face, and the solutions that have worked in their companies, we can catalyze change. The answer is never one-size-fits-all.

The same logic applies to our work outside of the United States. We forge partnerships across Latin America and hold summits in Brazil, India, and China. We know that the most impactful thing to do is bring together our partners who function in those regions so that they can figure out together the strategies and nuances that they need to pursue to make their workplaces ones where all people are equal, belong, and thrive.

You might be surprised to hear that businesses are sharing their best practices with one another. They certainly are! I can tell you, in these trying times, they are less interested in competing in the areas of diversity and inclusion, than in coming together to more efficiently improve their organizational cultures. This realization drove us to develop a new online Global Hub (in partnership with JP Morgan Chase) that gives change agents in each organization a secure portal in which they can engage with their colleagues at other businesses – anytime, anywhere.

The legal advocacy being done to protect LGBTQ rights to employment, at the Supreme Court and vis-à-vis the Equality Act, matters. As our community pursues these basic protections, we also need to invest in what it takes for each of us to be ourselves and to thrive at work.

Work is where we spend most of our waking hours. We interact with our coworkers. We brainstorm together. We grab coffee together. It is who we share our lives with. But too many people in our community, even if they do not fear that they will be fired for who they are, do not work in a space that allows them to fully share who they are. The work that gets done at Summit in Washington next week, and all around the year by Out & Equal and our partners, is how this reality gets better.

Erin Uritus is CEO of Out & Equal Workplace Advocates, the world’s premier nonprofit dedicated to achieving global LGBTQ workplace equality.

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Opinions

New research shows coming out is still risky

A time of profound psychological vulnerability

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(Photo by Iryna Imago/Bigstock)

Coming out is often celebrated as a joyful milestone – a moment of truth, pride, and liberation. For many LGBTQ+ people, that’s exactly what it becomes. But new research I co-authored, published in the journal Pediatrics this month, shows that the period surrounding a young person’s first disclosure of their sexual identity is also a time of profound psychological vulnerability. It’s a fragile window we are not adequately protecting.

Using data from a national sample of lesbian, gay, and bisexual people, our study examined what happens in the years before and after someone comes out to a family member or a straight friend. We weren’t looking at broad lifetime trends or comparing LGBTQ+ youth to heterosexual peers. Instead, we looked within each person’s life. We wanted to understand how their own suicide risk changed around the moment they first disclosed who they are.

The results were unmistakable. In the year a person came out, their likelihood of having suicidal thoughts, developing a suicide plan, or attempting suicide increased sharply. Those increases were not small. Suicide planning rose by 10 to 12 percentage points. Suicide attempts increased by 6 percentage points. And the elevated risk didn’t fade quickly. It continued in the years that followed.

I want to be very clear about what these results mean: coming out itself is not the cause of suicidality. The act of disclosure does not harm young people. What harms them is the fear of rejection, the stress of navigating relationships that suddenly feel uncertain, and the emotional fallout when people they love respond with confusion, disapproval, or hostility.

In other words, young LGBTQ+ people are not inherently vulnerable. We make them vulnerable.

And this is happening even as our culture has grown more affirming, at least on the surface. One of the most surprising findings in our study was that younger generations showed larger increases in suicide risk around coming out compared to older generations. These are young people who grew up with marriage equality, LGBTQ+ celebrities, Pride flags in classrooms, and messaging that “it gets better.”

So why are they struggling more?

I think it’s, in part, because expectations have changed. When a young person grows up hearing that their community is increasingly accepted, they may expect support from family and friends. When that support does not come, or comes with hesitation, discomfort, or mixed messages, the disappointment is often devastating. Visibility without security can intensify vulnerability.

Compounding this vulnerability is the broader political environment. Over the last several years, LGBTQ+ youth have watched adults in positions of power debate their legitimacy, restrict their rights, and question their place in schools, sports, and even their own families. While our study did not analyze political factors directly, it is impossible to separate individual experiences from a climate that routinely targets LGBTQ+ young people in legislative hearings, news cycles, and social media.

When you’re 14 or 15 years old and deciding who to tell about your identity, the world around you matters.

But the most important takeaway from our study is this: support is important. The presence, or absence of family acceptance is typically one of the strongest predictors of whether young people thrive after coming out. Research consistently shows that when parents respond with love, curiosity, and affirmation, young people experience better mental health, stronger resilience, and lower suicide risk. When families reject their children, the consequences can be life-threatening.

Support doesn’t require perfect language or expertise. It requires listening. It requires pausing before reacting out of fear or unfamiliarity. It requires recognizing that a young person coming out is not asking you to change everything about your beliefs. They’re asking you to hold them through one of the most vulnerable moments of their life.

Schools, too, have an enormous role to play. LGBTQ+-inclusive curricula, student groups, and clear protections against harassment create safer environments for disclosure. 

Health care settings must also do better. Providers should routinely screen for mental health needs among LGBTQ+ youth, especially around the time of identity disclosure, and offer culturally competent care.

And as a community, we need to tell a more honest story about coming out. Yes, it can be liberating. Yes, it can be beautiful. But it can also be terrifying. Instead of pretending it’s always a rainbow-filled rite of passage, we must acknowledge its risks and surround young people with the support they deserve.

Coming out should not be a crisis moment. It should not be a turning point toward despair. If anything, it should be the beginning of a young person’s journey toward authenticity and joy.

That future is possible. But it depends on all of us – parents, educators, clinicians, policymakers, and LGBTQ+ adults ourselves – committing to make acceptance a daily practice.

Young LGBTQ+ people are watching. And in the moment they need us most, they must not fall into silence or struggle alone.


Harry Barbee, Ph.D., is an assistant professor at the Johns Hopkins Bloomberg School of Public Health. Their research and teaching focus on LGBTQ+ health, aging, and public policy. 

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Candidates should pledge to nominate LGBTQ judge to Supreme Court

Presidential, Senate hopefuls need to go on the record

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U.S. Supreme Court (Washington Blade photo by Michael Key)

As soon as the final votes are cast and counted and verified after the November 2026 elections are over, the 2028 presidential cycle will begin in earnest. Polls, financial aid requests, and volunteer opportunities ad infinitum will flood the public and personal media. There will be more issues than candidates in both parties. The rending of garments and mudslinging will be both interesting and maybe even amusing as citizens will watch how candidates react to each and every issue of the day.

There is one particular item that I am hoping each candidate will be asked whether in private or in public. If a Supreme Court vacancy occurs in your potential administration, will you nominate an open and qualified LGBTQ to join the remaining eight?

Other interest groups on both sides have made similar demands over the years and have had them honored. Is it not time that our voices are raised as well? There are several already sitting judges on both state and federal benches that have either been elected statewide or approved by the U.S. Senate.

Our communities are being utilized and abused on judicial menus. Enough already! Challenge each and every candidate, regardless of their party with our honest question and see if honest answers are given. By the way … no harm in asking the one-third of the U.S. Senate candidates too who will be on ballots. Looking forward to any candidate tap dancing!

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Opinions

2026 elections will bring major changes to D.C. government

Mayor’s office, multiple Council seats up for grabs

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(Washington Blade file image by Aram Vartian)

Next year will be a banner year for elections in D.C. The mayor announced she will not run. Two Council members, Anita Bonds, At-large, and Brianne Nadeau, Ward 1, have announced they will not run. Waiting for Del. Norton to do the same, but even if she doesn’t, there will be a real race for that office. 

So far, Robert White, Council member at-large, and Brooke Pinto, Council member Ward 2, are among a host of others, who have announced. If one of these Council members should win, there would be a special election for their seat. If Kenyon McDuffie, Council member at-large, announces for mayor as a Democrat, which he is expected to do, he will have to resign his seat on the Council as he fills one of the non-Democratic seats there. Janeese George, Ward 4 Council member, announced she is running for mayor. Should she win, there would be a special election for her seat. Another special election could happen if Trayon White, Ward 8, is convicted of his alleged crimes, when he is brought to trial in January. Both the Council chair, and attorney general, have announced they are seeking reelection, along with a host of other offices that will be on the ballot.  

Many of the races could look like the one in Ward 1 where at least six people have already announced. They include three members of the LGBTQ community. It seems the current leader in that race is Jackie Reyes Yanes, a Latina activist, not a member of the LGBTQ community, who worked for Mayor Fenty as head of the Latino Affairs Office, and for Mayor Bowser as head of the Office of Community Affairs. About eight, including the two Council members, have already announced they are running for the delegate seat.

I am often asked by candidates for an endorsement. The reason being my years as a community, LGBTQ, and Democratic, activist; and my ability to endorse in my column in the Washington Blade. The only candidate I endorsed so far is Phil Mendelson, for Council chair. While he and I don’t always agree on everything, he’s a staunch supporter of the LGBTQ community, a rational person, and we need someone with a steady hand if there really are six new Council members, out of the 13. 

When candidates call, they realize I am a policy wonk. My unsolicited advice to all candidates is: Do more than talk in generalities, be specific and honest as to what you think you can do, if elected. Candidates running for a legislative office, should talk about what bills they will support, and then what new ones they will introduce. What are the first three things you will focus on for your constituents, if elected. If you are running against an incumbent, what do you think you can do differently than the person you hope to replace? For any new policies and programs you propose, if there is a cost, let constituents know how you intend to pay for them. Take the time to learn the city budget, and how money is currently being spent. The more information you have at your fingertips, the smarter you sound, and voters respect that, at least many do. If you are running for mayor, you need to develop a full platform, covering all the issues the city will face, something I have helped a number of previous mayors do. The next mayor will continue to have to deal with the felon in the White House. He/she/they will have to ensure he doesn’t try to eliminate home rule. The next mayor will have to understand how to walk a similar tightrope Mayor Bowser has balanced so effectively. 

Currently, the District provides lots of public money to candidates. If you decide to take it, know the details. The city makes it too easy to get. But while it is available, take advantage of it. One new variable in this election is the implementation of rank-choice voting. It will impact how you campaign. If you attack another candidate, you may not be the second, or even third, choice, of their strongest supporters. 

Each candidate needs a website. Aside from asking for donations and volunteers, it should have a robust issues section, biography, endorsements, and news. One example I share with candidates is my friend Zach Wahls’s website. He is running for United States Senate from Iowa. It is a comprehensive site, easy to navigate, with concise language, and great pictures. One thing to remember is that D.C. is overwhelmingly Democratic. Chances are the winner of the Democratic primary will win the general election. 

Potential candidates should read the DCBOE calendar. Petitions will be available at the Board of Elections on Jan. 23, with the primary on June 16th, and general election on Nov. 3. So, ready, set, go! 


Peter Rosenstein is a longtime LGBTQ rights and Democratic Party activist.

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