Linked e-resources
Details
Table of Contents
Intro
Title Page
Copyright Page
Dedication
Contents
Foreword by Lord Michael Cashman
A note
The people interviewed
Chapter 1: Introduction
Awareness of the rainbow ceiling
History and the rainbow ceiling
Progress does not flow in one direction
A personal rainbow ceiling
How the rainbow ceiling relates to the glass ceiling
Breaking the rainbow ceiling
Chapter 2: Mapping the rainbow ceiling
Four key reasons for dismissing or downplaying career barriers affecting LGBTQ+ people
How much of the population is actually LGBTQ+?
How much of the workforce is LGBTQ+?
Improving the data
So what do we know?
Quantifying LGBTQ+ representation in senior roles
Understanding disparities using the LGBTQ+ pay gap
Chapter 3: Ten childhood factors that affect career success
1. Growing up in a society that does not embrace LGBTQ+ people
2. Stress distracts from success
3. Subverting gender roles comes at a price
4. Taking the emergency exit
5. Unmooring
6. Bracing for independence
7. Imposter syndrome and the myth of compensation
8. You can't be what you can't see
9. Second adolescence
10. Missing the window of opportunity
Chapter 4: The risks and rewards of coming out or transitioning at work
Not coming out
Why come out?
The benefits of coming out
It's hard to leave the closet behind
The impact of rising seniority on coming out
Being outed
What helps us come out?
Chapter 5: Being LGBTQ+ at work
Diversity as a performance advantage in the workplace
Networking as an LGBTQ+ person
Practical opportunities and challenges in the workplace
Bullying, harassment and discrimination at work
Microaggressions
Beyond microaggressions
Sexual harassment
Discrimination
Chapter 6: How being LGBTQ+ affects hiring and firing
The impact of history
Getting to interview
At the interview
Going for promotion
Holding ourselves back from promotion
Being held back by people making promotion decisions
Being held back by a non-inclusive environment
Losing jobs
Chapter 7: The impact of life outside the workplace
Public homophobia, biphobia and transphobia
Health
Pregnancy
Children
The links between family life and professional attainment
The role of the extended family
Insecurity and bureaucracy
Chapter 8: How employers can help break the rainbow ceiling
Bring LGBTQ+ into the diversity fold
Diversify yourself
Show, don't tell, that your organization is inclusive
Be inclusive in recruitment
Make diversity count in the workplace
Provide safety as a part of inclusion
Enact inclusive practical changes
Make policies inclusive by default
Support an LGBTQ+ staff network or employee resource group
Educate and communicate
Provide talent management that helps LGBTQ+ staff fulfil our potential
Be a bold and confidently inclusive leader
Title Page
Copyright Page
Dedication
Contents
Foreword by Lord Michael Cashman
A note
The people interviewed
Chapter 1: Introduction
Awareness of the rainbow ceiling
History and the rainbow ceiling
Progress does not flow in one direction
A personal rainbow ceiling
How the rainbow ceiling relates to the glass ceiling
Breaking the rainbow ceiling
Chapter 2: Mapping the rainbow ceiling
Four key reasons for dismissing or downplaying career barriers affecting LGBTQ+ people
How much of the population is actually LGBTQ+?
How much of the workforce is LGBTQ+?
Improving the data
So what do we know?
Quantifying LGBTQ+ representation in senior roles
Understanding disparities using the LGBTQ+ pay gap
Chapter 3: Ten childhood factors that affect career success
1. Growing up in a society that does not embrace LGBTQ+ people
2. Stress distracts from success
3. Subverting gender roles comes at a price
4. Taking the emergency exit
5. Unmooring
6. Bracing for independence
7. Imposter syndrome and the myth of compensation
8. You can't be what you can't see
9. Second adolescence
10. Missing the window of opportunity
Chapter 4: The risks and rewards of coming out or transitioning at work
Not coming out
Why come out?
The benefits of coming out
It's hard to leave the closet behind
The impact of rising seniority on coming out
Being outed
What helps us come out?
Chapter 5: Being LGBTQ+ at work
Diversity as a performance advantage in the workplace
Networking as an LGBTQ+ person
Practical opportunities and challenges in the workplace
Bullying, harassment and discrimination at work
Microaggressions
Beyond microaggressions
Sexual harassment
Discrimination
Chapter 6: How being LGBTQ+ affects hiring and firing
The impact of history
Getting to interview
At the interview
Going for promotion
Holding ourselves back from promotion
Being held back by people making promotion decisions
Being held back by a non-inclusive environment
Losing jobs
Chapter 7: The impact of life outside the workplace
Public homophobia, biphobia and transphobia
Health
Pregnancy
Children
The links between family life and professional attainment
The role of the extended family
Insecurity and bureaucracy
Chapter 8: How employers can help break the rainbow ceiling
Bring LGBTQ+ into the diversity fold
Diversify yourself
Show, don't tell, that your organization is inclusive
Be inclusive in recruitment
Make diversity count in the workplace
Provide safety as a part of inclusion
Enact inclusive practical changes
Make policies inclusive by default
Support an LGBTQ+ staff network or employee resource group
Educate and communicate
Provide talent management that helps LGBTQ+ staff fulfil our potential
Be a bold and confidently inclusive leader