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Article
My interview with '60 Minutes'
By Terry Howard
June is Gay Pride Month. In commemoration, Mike Wallace of TV's "60 Minutes" recently flew to Dallas to interview me for an upcoming segment on sexual orientation in the workplace.
Okay, okay, I'm exaggerating. Just figured that would be a slick way to draw your attention to this column. But if Wallace did interview me on the subject, here's how it might have gone:
WALLACE: First, why is sexual orientation a workplace issue?
ME: We all have an orientation we bring with us wherever we go, including to the workplace. The typical question I hear most from many heterosexuals is: "I don't talk about what I do in the bedroom; why do gay people need to talk about what they do?" I respond by asking if, in fact, that observation is accurate. I ask them to consider how many times they talk about their spouse, boyfriend or girlfriend at work, and what pictures they display on their desks, and who accompanies them to company functions. I then ask them to consider the possibility that all of these things send strong messages about their sexual orientation – without any mention of the bedroom. I then ask them to imagine what it would be like to hide any indication of their orientation for any length of time and to at least consider that most lesbian, gay, bisexual and transgender (LGBT) employees do that everyday. So that's part of the answer.
The rest of the answer can be found in undeniable workplace realities that I call the "4Ps" – presence, policies, productivity and profitability.
WALLACE: Tell me more.
ME: LGBT people are very present in our communities and workplaces, although you may not always know who they are. Depending on the source, estimates of the LGBT population is 3-17 percent. Most estimates are in the range of 7-10 percent. If you correlate that percentage to TI's population, that means approximately 2,100-3,100 of TIers worldwide are LGBT. Also, take into account that the LGBT community is extremely diverse in and of itself. It includes women, men, people of color and people of different cultures and generations. TI has LGBT talent at just about every level of the organization. So presence is the first "P."
WALLACE: And the other three Ps?
ME: Does societal discrimination against LGBT people happen? You bet it does. So we have a policy that prohibits discrimination on the basis of sexual orientation, and we amended that policy recently to include gender identity and expression. Policy is the second "P."
The two remaining "Ps" – productivity and profitability – are fairly cut and dry ones that we all care about, or should. Like all our people, we want LGBT employees to be productive and motivated to do their personal best at work. We want an environment where they, like everybody else, can devote time and effort to work-related tasks rather than protecting themselves from hostile behaviors. But at the end of the day, Mike, we want TI to be profitable. Thus, the productivity of our LGBT folks is inextricably linked to TI's growth and profitability.
WALLACE: What's the impact of stereotypes when it comes to LGBT issues in the workplace?
ME: The pervasive problem is a lack of awareness of LGBT individuals and issues. Without education about the experiences and challenges many LGBT employees face, some people rely on stereotypes that lead to an exclusive workplace. Stereotypes are powerful. I think author Ellis Cose said it best in a recent piece in Newsweek: "Stereotypes don't require evidence; they require only a lazy mind."
WALLACE: What do you say to those who argue that sex does not belong in the workplace, so gays should not be allowed to be open about their sexual orientation at work?
ME: I agree. Sex does not belong at work. However, "sexual orientation" is not the same as "sexual behavior." As I said, we all have an orientation. Next question please.
WALLACE: Talk to me more about "coming out" in the workplace.
ME: Coming out means divulging one's LGBT orientation. It's a difficult choice between standing out from the crowd and identifying as a LGBT person or blending in and not identifying as a LGBT. Only a fraction of LGBT people feel safe to come out at work, even when they are out in most other aspects of their lives, because the risks are so high. The risks can include everything from being shunned by peers to being passed over for promotions. One TIer told me that her father urged her to "not discuss her lifestyle" at work because he feared it would hurt her career.
Thus, because of the various risks, we can safely assume that most LGBT TIers are probably not out at work.
WALLACE: If the risks are so high, why do some come out anyway?
ME: For many, it's a need to be authentic, to live one's life honestly and to be able to answer personal questions freely. For others, it is when they reach their breaking point after witnessing homophobia or other hostile behavior. For example, one person told me just the other day that during the gay marriage debate, a lot of his colleagues were making derogatory remarks about gays and lesbians. He decided to come out so he wouldn't have to hear the comments anymore. The comments stopped.
WALLACE: So would you say that just by discussing this topic you are in fact endorsing a lifestyle?
ME: Education is not an "endorsement." This is about basic fairness and inclusion, nothing more, nothing less.
WALLACE: Of course, you know that some will disagree with you on that.
ME: It won't be the first time, Mike, and that's perfectly fine. You cannot learn much from those who always agree with you, and that applies to this issue, as well. But I won't spend a lot of time debating this. It's okay to agree to disagree and move on.
Some things are non-negotiable and non-debatable. Treating LGBT people equally and with respect is one of those things.
WALLACE: What do you say to those who say you're trying to force them to change their beliefs?
ME: As I always say, this is not about changing beliefs. One's personal beliefs are precisely that, personal. But if personal beliefs translate into unfair treatment, then it becomes an issue for TI and it must and will be dealt with. This is about behavior, not beliefs. You can change inappropriate behavior. I don't think I can be any clearer.
WALLACE: Now you have to admit that with all the national controversy surrounding gay marriage, gays in the military, etc., this issue won't disappear anytime soon.
ME: No question. However, my objective is to keep a workplace focus on the issue by directing attention back to the 4Ps and reminding people that not only are there gays in your midst, some out and the majority not, but you're also working with parents, brothers, sisters, friends and allies of LGBT people. And you're also working with LGBT customers. Part of that reminder is also that we have some very talented LGBT people whom I'd rather have here than working with a competitor.
Look at it this way: Most, if not all, of us have talented gay people in our personal and/or professional lives. Just imagine for a second what life would be like without them. I, for one, don't cherish that thought. Not one bit!
WALLACE: What are some examples of things people can do in everyday interactions to make the workplace more inclusive of LGBT people?
ME: I was waiting for that question, because it is within those daily interactions where inclusion, or exclusion, plays out. So I say getting into the habit of just saying the words "gay, lesbian, bisexual and transgender" – non-pejoratively, or course – is a good place to start. Talking about LGBT inclusion in public forums helps decrease any stigma associated with the topic while making employees more comfortable articulating their support of LGBT inclusion. We can also stop detaching ourselves from known or suspected LGBT people individually or in groups and challenge offensive gay jokes, should we hear them. Something as simple as, "Excuse me, but I'd rather not hear jokes of that nature," or just not laughing along can be effective.
Also, we can refer to a gay person's significant other by name, such as, "How's Dan?" or "How're things going in Sue's law firm?" One TIer told me recently that there are many times when she has asked about co-workers' wives or husbands by name, with no inquiries in return, even among those she's had a close working relationship with. She said that this can be perceived as trying to push a gay person "back in the closet."
Another way we can be more inclusive is to show sympathy for LGBT co-workers upon the loss or sickness of a partner, as you do with straight people. And there's nothing wrong with asking a known LGBT person what else you can do.
WALLACE: (Rising from the table): Well, my limo is out front, so I must bring this to a close. Oh, by the way, is that you in that picture over there marching in a Gay Pride Parade in Dallas?
ME: Sure is. That was two years ago. Joining LGBT people in public events is one way to experience their culture. Plus, such solidarity in public settings shows that I'm comfortable with my heterosexual orientation. Others' perceptions of my visible participation in such events are of no consequence to me whatsoever.
WALLACE: Did you get any comments on the picture?
ME: (Laughing): Oh yeah. Since the picture got picked up nationally, I did get a call from a buddy in Boston who heckled me about those hideously ugly red shoes I had on. I've since trashed them.
Terry Howard is the diversity and inclusion director at Texas Instruments, Dallas, Texas He is also the founder of the 50 - company Global Diversity Connection Consortium, a network of diversity, Human Resources, business and legal professionals based across the U.S. and in India, China, Canada and Germany. At Texas Instruments, Terry is the chief architect of internal diversity learning laboratories, writes a monthly diversity and inclusion column, "Inclusion Insights," and has developed and delivered learning labs globally. He can be reached at w-howard1@ti.com, (214) 480-2800
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