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While LGBTQ+ inclusivity in workplaces has greatly improved in many parts of the world over recent decades, it still has a long way to go.
One thing that can be crucial to promoting inclusion is having lesbian, gay, bisexual, transgender, queer and other voices from the community represented in leadership positions — which ensures that LGBTQ+ perspectives are involved at the highest level of the organization, and demonstrates to colleagues that their identity is not a barrier to success.
With that in mind, we chatted with Rich Guerra, our global head of revenue, to talk about pride in leadership and his journey as an openly gay professional and LGBTQ+ activist, as well as getting some tips from him for professionals who are considering how to be open at work.
That’s particularly important for younger professionals, with a 2024 EY survey showing that Gen Z workers are six times more likely to identify as LGBTQ+ than their older colleagues, but three times more likely to be unsure of their employer’s inclusion efforts. Meanwhile, 40% left jobs because they believed their employers were not welcoming to LGBTQ+ employees.
As Gen Z (people born between 1997 and 2012) increasingly enters the workplace, it is important to understand how self-reported identities have shifted compared to previous generations, in order to guarantee that inclusivity efforts are fit for purpose.
According to a 2023 survey pulished by Gallup, women are more likely than men to identify as LGBTQ+ in the three youngest generations, especially among Gen Z and Millenials (people born between 1981 and 1997).
That includes 22.3% of Gen Z identifying as LGBTQ+, compared to 9.8% of Millennials, and 4.5% of Gen X (people born between 1965 and 1980). Meanwhile, almost three times as many Gen Z women (28.5%) identifying as LGBTQ+, compared with 10.6% of Gen Z men. Among millennials, 12.4% of women and 5.4% of men identified as LGBTQ+.
With this shifting current in mind, here’s what Rich Guerra had to say.
Can you tell us a bit about your personal and professional journey that led you to become Global Head of Sales at Serviap Global?
I began my career in sales right after college, driven by a passion for connecting with people and solving their problems. Over the years, I gained experience in various industries, from tech startups to multinational corporations.
Each role taught me valuable lessons about the dynamics of sales, leadership, and the importance of creating inclusive workplaces. My openness about my identity as a gay individual was a significant part of my journey, as it helped me develop empathy and a deep understanding of the importance of diversity.
These experiences shaped my approach to leadership and positioned me well for the global role I now hold at Serviap Global, where inclusivity and innovation are core values.
Pride in leadership: How has being an openly gay leader influenced your approach to leadership, mentorship, business, and people management?
It has taught me the importance of authenticity, empathy, and resilience. In leadership and mentorship, I prioritize creating an environment where everyone feels safe and valued. This means actively listening to my team, being aware of their individual challenges, and supporting them in their personal and professional growth.
In business, it drives me to advocate for inclusive policies and practices that not only foster diversity but also drive innovation and better decision-making. My approach to people management is rooted in the belief that diverse teams are stronger and more creative, and I strive to cultivate an inclusive culture where every team member can thrive.
What aspects of a professional environment might make someone afraid to share their LGBTQ+ identity openly?
Several aspects include the lack of visible role models, non-inclusive company policies, intolerant workplace culture, fear of professional repercussions, and lack of support systems.
What advice would you give to LGBTQ+ individuals who might be unsure about sharing their identity in a professional setting?
I would offer the following pieces of advice:
- Look for signs of inclusivity in the company’s policies, culture, and leadership.
- Identify colleagues who are supportive and can offer a safe space.
- Share as much as you feel comfortable with trusted individuals first. You do not have to disclose everything at once.
- Familiarize yourself with the legal protections and company policies that safeguard your rights as an LGBTQ+ employee.
Can you share any success stories where inclusive practices made a significant impact on an employee or team?
One success story involved an employee who joined our team shortly after transitioning. The inclusive practices we had in place, such as gender-neutral bathrooms, comprehensive health benefits, and a supportive ERG (employee resource group), made a significant difference in their experience.
They felt valued and supported from day one, which allowed them to focus on their work. This employee quickly became one of our top performers and eventually took on a leadership role within the company. Their success not only affirmed our commitment to inclusivity but also inspired other employees to bring their authentic selves to work.
How has Serviap Global’s commitment to LGBTQ+ inclusion personally impacted you and your work?
Serviap’s commitment to LGBTQ+ inclusion has provided me with a safe and supportive environment where I can be my authentic self, which has been crucial for my mental well-being and job satisfaction.
Professionally, it has allowed me to focus on my work without the burden of hiding my identity. This inclusivity has fostered a sense of belonging and empowerment, enabling me to perform at my best and take on leadership challenges with confidence.
The company’s commitment has also inspired me to advocate for and mentor other LGBTQ+ employees, helping to create a more inclusive workplace for all.
Regarding remote work and internationally distributed teams, what strategies do you recommend for fostering a sense of belonging with LGBTQ+ employees?
I recommend the following strategies:
- Virtual ERGs to create and support resource groups and provide a sense of community.
- Inclusive communication to signal that LGBTQ+ employees are valued.
- Regular check-ins to offer support and address any concerns related to inclusivity.
- Virtual events, such as Pride celebrations, panel discussions, and educational workshops, to build awareness and community.
What types of virtual events or training sessions have been most effective in promoting inclusivity and awareness among remote teams?
Effective virtual events include:
- Interactive sessions that educate employees on LGBTQ+ issues, unconscious bias, and allyship.
- Panel discussions featuring LGBTQ+ leaders and advocates sharing their experiences.
- Storytelling sessions where employees can share their personal stories and experiences in a safe and supportive environment.
- Pride celebrations, such as online parades, webinars, and social gatherings.
How can we adapt remote recruitment processes to be more inclusive and appealing, especially considering transgender and non-binary individuals?
Use gender-neutral language and highlight the company’s commitment to diversity and inclusion. Ask for and respect candidates’ pronouns throughout the recruitment process. Implement structured interview processes to minimize bias and focus on skills and experience. Make your company’s commitment to LGBTQ+ inclusion visible on your website and in recruitment materials.
How should we navigate the different legal and cultural frameworks around LGBTQ+ rights in the various countries where remote employees are based?
First, companies should have a thorough understanding of the legal and cultural context in each country where their employees are based. Then, implement global non-discrimination policies that are adapted to comply with local laws while striving to maintain your commitment to inclusivity. Additionally, provide training for managers and employees on the cultural nuances and legal considerations in different regions.
Rich Guerra was speaking with Rafael Muniz Sens.
Serviap Global supports companies with international hiring solutions in over 130 countries worldwide. Find out more.
