Posted by John McElroy, vice-president of the London Solicitors Litigation Association and partner at Hausfeld
McElroy: Visibility is vital
As I reflect on all the celebrations that have been enjoyed during Pride Month 2024 in the context of my new role as vice-president of the LSLA, I ask myself why there remains hesitancy amongst LGBTQ+ staff members when it comes to being open about their identity in the workplace.
Making a conscious decision to be transparent and authentic at work is truly empowering, but it can also be challenging. To encourage others to take this leap of faith and be open at work, we must highlight the positive effects of doing so and continue the conversation beyond Pride Month.
There are many parallels between ‘transparency’ and ‘visibility’, but I believe the latter is more impactful. Although both are important, visibility goes beyond openness and honesty; it’s about being seen and inspiring others. On a personal level, it allows LGBTQ+ individuals to live authentically at work whilst also empowering those around them to follow suit, if they so wish.
It is important to acknowledge there has certainly been progress. Over the last decade in particular, there has been a larger effort to promote diversity within firms that accurately reflects societal shifts and a broader legal workforce.
The number of openly LGBTQ+ individuals in law firms has grown considerably and the celebration of Pride Month every year opens the floodgates on various professional social media platforms to supportive messages and shared personal stories.
It’s important to continue illuminating these experiences all year, not just in June, to truly make an impact and encourage staff to be open at work – and honest about the struggles that come with this.
However, there is still a long way to go. For instance, the Solicitors Regulation Authority’s 2023 diversity report demonstrates that, while 53% of all lawyers are female, only 37% of partners are female, dropping to 32% for full equity partners.
The report also revealed that 1% of lawyers identified as bisexual and 3% as gay or lesbian, while a notable 6% chose not to disclose their sexual orientation. A hesitancy amongst staff to express their identity in the workplace makes it significantly challenging to report accurately on sexual orientation.
One reason staff are reluctant to be open at work is due to a lack of visible role models. Visibility is vital because we naturally aspire to be leaders in our industry. Without visible LGBTQ+ leaders in particular, there is a danger of perpetuating the notion that there is no place for LGBTQ+ individuals in senior roles.
This has historically led to a reluctance to disclose one’s identity due to fears about career progression.
We all also need to remember that coming out is not a one-time event; it’s a continual process with each new colleague, client and third party. Law firms, barristers’ chambers and courts are often perceived as traditional and conservative institutions. These perceptions influence how comfortable LGBTQ+ individuals feel about being themselves in these environments.
Being in a senior position within my firm and the LSLA reassures colleagues and members that acceptance is attainable. Making the conscious decision to be authentic at work has significant benefits – not just for oneself but also those around us.
To encourage others to follow suit, we have to continue opening the floor to suggestions on how to make workplaces more inclusive and, in turn, encourage people to take the leap and be authentic. We must keep alive the conversation about the importance of visibility, transparency and authenticity in the workplace, all year round.
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