Multiple Layers - A Story for National Coming Out Day

 

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Every year on October 11th, National Coming Out Day (NCOD) invites people to reflect on the courage it takes for LGBTQ+ people to share their authentic selves with the world. But for many, coming out is not a one-time event, it’s a continuous journey, particularly when other factors like race, disability, neurodiversity, or mental health come into play. 

This story is inspired by the lives of many people who navigate complex intersections of identity, especially in workplaces that are still learning how to support them fully. As companies seek to build inclusive cultures, they must recognise that coming out happens in layers, across different stages of life, and with varying levels of risk depending on the person’s circumstances. 

 How can 'coming out' show up for different parts of the community? 

Meet Luna. She’s 27, a data analyst at a multinational corporation, and she is queer. But Luna is also a Black woman, and her journey to coming out at work is influenced as much by her racial identity as her sexual orientation. With Black History Month being celebrated in October, Luna is reminded of the dual challenges she faces, being both Black and LGBTQ+ in a world that doesn’t always make space for either part of her. 

Luna knows the statistics: 45% of LGBTQ+ youth from racial minorities are less likely to come out because they face double the prejudice. She has come out to some of her friends, but at work? She’s still unsure if it’s safe to fully reveal who she is. 

Then there’s Josh, a senior software developer.  is gay, but he’s also neurodiverse. Diagnosed with autism, he’s already had to navigate social situations where he feels different. Coming out as LGBTQ+ feels like adding another layer of complexity to his workplace identity. He’s aware that 35% of LGBTQ+ employees hide their identities, just like him. It’s not that his company is hostile, it’s just that the world can be a difficult place to navigate when you carry multiple layers of identity. And it feels really scary.  

And then there’s Charlotte, the HR manager, who identifies as bisexual. She’s passionate about her role but also understands the mental health challenges that come with being LGBTQ+, especially when you’re not fully out. As October also includes World Mental Health Day (October 10th), Charlotte knows that coming out isn’t just a decision about identity, but also one that affects mental well-being. The pressures of hiding one’s true self can exacerbate anxiety, and she wants to help make her company a place where people feel safe to come out without fear or stress. Charlotte does not see any ‘out’ bi people around her and feels worried about coming out or even worse, being ‘outed’.  


 The turning point? 

In the weeks leading up to National Coming Out Day, Luna’s company launches an intersectional initiative to celebrate not only NCOD but also Black History Month, International Lesbian Visibility Day, and World Mental Health Day. This initiative is the first time the company has explicitly acknowledged the overlapping challenges many of its LGBTQ+ employees face. 

For Luna, this is a turning point. The company hosts panel discussions featuring Black LGBTQ+ role models and voices, allowing Luna to feel seen. She feels like the company understands the unique pressures she faces at the intersection of race and sexuality. For the first time, Luna contemplates coming out at work. 

For Josh, the focus on neurodiversity brings him real hope. The company introduces training on supporting LGBTQ+ employees who are also neurodivergent, acknowledging that coming out can be an even more complicated process when navigating social anxiety or communication challenges. With this new understanding, Josh feels encouraged and maybe it’s finally safe for him to come out at work too. 

And for Charlotte, the expansion of mental health support services tailored to LGBTQ+ employees is a win. She helps launch a mental health initiative tied to NCOD and World Mental Health Day, offering resources for LGBTQ+ employees and allies alike. For Charlotte, this is more than just a one-time event, it’s the beginning of a sustained commitment to inclusion. 

 What could your organisation do? 

As organisations move forward, creating an inclusive environment requires more than words. Here are three practical steps companies can take to foster lasting inclusion: 

1. Develop Intersectional Role Models 
Organisations should ensure that their role models reflect a broad range of intersectional identities, including sexual orientation, gender identity, race, disability, and mental health. By showcasing diverse role models at all levels of the organisation, companies can create a more inclusive environment where employees feel represented and empowered. Role models who openly share their experiences can help break down barriers, encourage others to be authentic, and foster a culture where coming out feels less risky and more celebrated.  

2. Empower Employee Resource Groups (ERGs) 
ERGs play a critical role in supporting employees, but future-forward ERGs should also focus on intersectionality. Providing platforms for Black LGBTQ+ voices, LGBTQ+ women, neurodiverse talent, and those with mental health challenges will make ERGs more impactful. Leadership should actively support these groups, ensuring they influence broader policies and workplace culture. If you organisation is not big enough to have its own ERGs you can lean on external partners.  

3. Foster Intersectional Mentoring 
Organisations should create mentoring programs that support employees with intersecting identities, such as sexual orientation, gender identity, race, disability, and mental health. By connecting mentors and mentees with shared experiences or promoting cross-company mentoring, companies can offer support where employees feel seen and understood. These relationships provide guidance, help employees navigate challenges, and foster authentic self-expression. Intersectional mentoring strengthens both individual growth and organisational inclusivity, building a more empowered workforce. 

 The future of work? 

As National Coming Out Day approaches, it’s crucial to remember that coming out is not just about one day, it’s about creating a future where every employee can bring their full selves to work, without fear. By recognising the intersections of race, disability, neurodiversity, and mental health, companies can foster environments where coming out becomes a celebration, not a risk. It’s time for organisations to lead the way in building authentically inclusive workplaces. Because when your people, like Luna, Josh, and Charlotte, prosper, everyone thrives. 

Contact us to explore how we could support you.  

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