To mark National Coming Out Day this week, Health & Protection caught up with Marianne Cowie, strategic execution manager at Zurich.
She spoke to us about not considering a negative response to her sexuality, how most people in the industry are lovely, accepting human beings and why the decision to come out should always rest with the individual.
What was your experience like in coming out to your colleagues at Zurich?
Looking back, my experience of coming out at Zurich happened in conversation very naturally. I knew I didn’t want to hide my relationship, having just started to embrace my identity at university.
Perhaps there was an element of naivety there – if I’m honest, I hadn’t really considered the implications of a negative response – but I am so glad I didn’t give anyone the power to determine when or where I could be myself.
I’m happy to say that my team were the epitome of accepting and ever since, I’ve been fortunate to work with people who make being myself at work very easy.
What advice you would give to LGBTQ+ peers and employers in the sector on coming out and how it should be handled?
Your identity is yours, and the decision to come out should be yours alone, so never feel rushed into that decision.
First, you are not alone, you are part of a diverse, messy, wonderful LGBTQ+ community, and we are here for you. In terms of coming out in the workplace, the first thing to sense check is your own safety and wellbeing. What’s the culture like? Do you have support out of work if things don’t go to plan?
How you do it is then personal choice – you can start small with colleagues you trust, or you could go the more casual route of dropping it into conversation.
Alternatively, are there any LGBTQ+ role models in your workplace you could reach out to for advice and support? If you’re coming out as trans, check what support your manager and HR are able to provide, to help with any practicalities such as records and systems, and messaging to broader teams.
Most people in our industry are really lovely, accepting humans (although that doesn’t stop them putting their foot in it) and I can’t imagine not being out at work – it’s allowed me to be the best version of myself.
I do want to caveat that as a femme presenting, cis-woman, my experiences may not resonate with everyone reading this, but I hope you find the same reception that I have.
If anyone comes out to you – wow, what an honour – they’ve trusted you with something so important so please don’t say you don’t care, however well-meaning, because there’s a chance they care an awful lot.
Other things to avoid are saying are that you always knew, or checking that they are sure. Take their lead as to how much of a big deal to make about it, if it’s been dropped casually – keep it casual yourself.
If someone’s made an announcement, acknowledge and celebrate that, and then move on.
Has the industry reached a stage where it can be considered completely accepting of a person’s sexuality?
I’d like to flip this back to company leaders to answer: how are we meant to know that our workplaces are a safe space to come out?
What is the culture you’re setting from the top? Are there any visible indicators of LGBTQ+ support around the office or online? Do you have an LGBTQ+ employee group that can provide confidential support?
Are you vocal about supporting your employees and celebrating different sexual orientations and gender identities?
Are your policies inclusive to the LGBTQ+ community in the way they talk about partnerships, parental leave or medical care?
Until the answers are universally positive across the board, then no, I don’t think we can claim to be completely accepting of the LGBTQ+ community.