I see it as part of my job to shake up certain norms and challenge what people expect from someone in our industry or in a technology role. Making people uncomfortable is sometimes the only way to drive change.

Since joining, I have participated in ERO spaces —Employee Resource Organizations and Networks—, and I have even been asked to co-lead the Cisco Pride Canada ERO, whose focus is intersectionality and how the LGBTQI+ community and other marginalized communities address important issues and lift each other up.

She also suggested adding pronouns to our Zoom names, and sent an email encouraging the entire cohort of grads to do the same. Fast-forward 18 months and pronouns are the norm in Zoom names for many at Bain.

Seeing diverse folks I could identify with really made a difference for me. Talking to them increased my understanding and appreciation that they were not being kept around as a token, but because they were good at their roles. It made me feel like I belonged there.

Fostering a sense of respect and being valued within the company, not despite of, but because of (amongst other attributes) my being an out and proud member of the LGBTQI+ community.

I felt so empowered to be able to bring in fantastic and inspiring speakers for that event. They were provided the opportunity to be vulnerable and open about their experiences in the Transgender community and the corporate context.

I felt like I worked for an organization that truly cares about diversity and understands the value and insight that is provided when hearing experiences that might be confronting or many people might be unaware of.

This year in June, which is celebrated as Pride month, I led the establishment of Pride Group and paved the way in creating a safe space for employees across all office locations in Alstom Australia. The group meets regularly for ongoing support and celebrates LGBTQI+ awareness events.

It helped us understand that a lot of people had similar experiences of feeling like they might not belong. Everyone participated and listened intently to each other.

I was asked to share my story as the Deloitte speaker. It was a privilege to be given the opportunity to share my experiences, and it led to conversations about inclusion across our teams.

That really made me realize that there is a strong level of support for LGBTQI+ people at Accenture. Having started as a grad, Accenture was my first corporate job and my first experience of a pride network. 

The visible support of the network allowed me to feel comfortable coming out as a bisexual (or pansexual) woman not just at work but in my personal life as well. I feel very safe and supported by Accenture and the teams I work with.

This is probably the first time in my career that I’d ever had a company act as if my concerns were legitimate rather than an annoyance to work around or ignore!

It is this type of leadership that creates the feeling of inclusion and safety, built on trust. If companies want their LGBTQI+ community members to thrive, this is the environment that will enable them.

I said that I didn’t feel comfortable crossing this ethical line. The Thoughtworks team was very supportive and helped resolve the issue.

I am so happy and proud that I work for a company that aligns with my values. AARNet is progressive and supportive of all its employees no matter what their background, it’s a workplace I feel completely comfortable and respected in.

One example I can share is when my HR Director came to me to provide feedback on our interview process, making sure that there were no biases and that it was inclusive and constructive. The constant care about how we do things and why they matter is something that I experience constantly working in my organization and also something that I know we work really hard to continuously evolve.

King wants to improve the recruitment process, not just to hit a diversity target but to genuinely bring diverse talent because it enriches the organization.

My interviewers responded clearly and upfront that I’d be accepted here. My first manager was the local representative for the Diversity and Inclusion group, and was more than happy to introduce me to the team I’d be working with, explaining respectfully that I’m transgender and what that means for how they should refer to me.

I’ve never felt excluded, isolated, or othered in my four years here, but rather treated with the same respect that I see extended to my co-workers.

The pressure I have, at times, placed on myself to be ‘passable’ or how I present, often weighs heavily on my mind. However, at no stage through the recruitment or start of my new employment did I feel being a transgender woman was a ‘huge deal’. 

Given that being transgender is only one part (of many) that helps define who I am, this was so reassuring. I have felt accepted as “Sarah”, who is equal parts transgender, woman, lesbian, girlfriend supporter, gamer, weeb, crime fighter, and puppy carer. I feel that all parts of me are respected and heard, all the way from senior executives to my team.

It’s hugely important for both my wife and I that, in our industries (TV and banking), and in our London, we really see diversity and we keep on challenging what is ‘normal’. Our kids may end up working in London (or France, or America, or Space) – and we need to ensure that our daughter and our youngest child have every opportunity available to them to celebrate exactly who they were born to be, without constraint or hesitation around sexual preference or gender conformity. We have come a long way. May our City continue to thrive and may the rivers of people who flow through it, grow increasingly rich in their diversity.

This has been very reassuring and made me feel secure, heard and respected.

Having access to this leave has empowered me to continue my transition. Working here for less than two years, I’ve really been made to feel like I belong at work.