In this fast-growing, diverse, and globalised world, the most crucial ingredient in the recipe to nurture creativity, innovation, and satisfaction is the closet. For generations, there have been social expectations of dressing styles, sexual orientation, and appropriate behaviour. This has significantly added stress. This is especially relevant when these people are supposed to “fit in” into such a conservative work environment. The concept of being “closeted at home, open at work” offers a fresh perspective. It envisions workplaces as spaces where individuals feel safe to disclose their true identities. At the same time, they can retain the choice to keep those identities private outside work. Besides only reducing stress, this approach also enhances creativity, performance, and societal acceptance.
The power of freedom: Reducing stress and enhancing performance
When people are free from societal or workplace pressures, stress levels decrease significantly. Suppressing one’s identity—whether related to gender, sexuality, or cultural expression—can lead to anxiety, depression, and burnout. Research shows that individuals who hide their authentic selves at work experience higher levels of stress. It adversely impacts their well-being and job performance.
Employees who can express themselves authentically are more engaged, satisfied, and productive. A 2019 Deloitte study, “The Radical Transformation of Diversity and Inclusion,” found that employees who feel safe being open about their identities report higher job satisfaction and loyalty. They also contribute more significantly to organisational success.
For LGBTQIA+ employees, organisational support such as participation in Pride events or clear anti-discrimination policies establishes a sense of security. Besides reducing stress, it also boosts productivity. Similarly, women and gender minorities often face pressure to conform to rigid appearance norms. Allowing them the freedom to present themselves authentically reduces these burdens and improves focus and performance.
The societal impact: Encouraging diversity and breaking stereotypes
The benefits of such an inclusive, open environment extend beyond the walls of the workplace. Moreover, it can influence society at large. When organisations allow employees to express their authentic selves, they help break down longstanding stereotypes about gender, sexuality, and culture. This contributes to a broader societal shift toward acceptance and understanding. When people see that their colleagues—whether LGBTQIA+, women, or people from other marginalised groups—can thrive in an open and supportive environment, it challenges stereotypes. It encourages others to be more accepting of diversity.
For example, workplace policies that allow employees to express their gender or sexual identity without fear of discrimination contribute to dismantling the stigmas and misconceptions that often surround these identities. Research conducted by the Human Rights Campaign (HRC) shows that more inclusive workplaces contribute to a society where diverse identities are more accepted. HRC’s “The Cost of the Closet and the Rewards of Inclusion” report notes that employees who feel comfortable coming out are more likely to contribute to positive social change both in and outside the workplace. At the same time, those who remain closeted often experience adverse effects on their careers and personal lives.
Moreover, when women are allowed to dress according to their preferences, they undergo less stress. Whether that means opting for pants, suits, or casual attire, it is about women having the freedom to wear what they prefer. Similarly, when employees are allowed to bring their cultural identities to work, it can create a more welcoming environment that acknowledges and celebrates diversity. These identities may involve things like wearing traditional clothing or eating food that is important to their heritage. Such policies not only benefit the individuals directly involved but can help break down cultural barriers in broader society. As a result, it leads to greater acceptance of different lifestyles and identities.
Organisational support: What’s needed for success
For an organisation to successfully support employees who wish to remain “closeted at home, open at work,” it must create a culture of inclusion and respect for privacy. Organisations can include several key elements and practices for the same.
1. Clear anti-discrimination policies
Organisations should implement strong anti-discrimination and anti-harassment policies. These policies should specifically address issues related to sexual orientation, gender identity, and cultural expression. Companies should communicate these policies clearly to all employees and enforce them rigorously. It will help create a safe and supportive environment for everyone, regardless of their background or identity.
2. Confidentiality and privacy protection
Respecting an employee’s choice to remain closeted at home is crucial. Organisations must ensure that personal information related to an employee’s identity is kept confidential unless the employee explicitly chooses to disclose it. Clear procedures should be in place for handling sensitive information. Companies must pay particular attention to safeguarding privacy both within and outside the workplace.
3. Inclusive benefits and resources
Companies should offer benefits that cater to diverse needs. These may include healthcare coverage that provides for gender-affirming treatment or flexible work arrangements for individuals with caregiving responsibilities. Additionally, giving employee resource groups (ERGs) can offer spaces where marginalised employees can connect with others and share experiences.
4. Education and awareness
Regular training sessions on diversity, equity, and inclusion (DEI) will also help raise awareness among all employees about the challenges faced by those from marginalised groups. These trainings should emphasise empathy, respect, and the importance of creating an inclusive culture. The focus must be on creating a culture where everyone feels safe expressing their true selves.
5. Employee support networks
Establishing support networks for LGBTQIA+ employees, women, or individuals from other marginalised groups can provide them with safe spaces. It is about creating spaces where they can discuss their concerns, share experiences, and seek advice. These networks can also offer guidance on how to navigate workplace challenges while respecting personal boundaries.
Closeted at home, open at work: The final thoughts
The concept of being “closeted at home, open at work” offers a balanced approach to addressing the unique needs of individuals in diverse workplaces. By allowing employees to express their authentic identities in the workplace while respecting their privacy outside of work, organisations can create a healthier, more supportive environment that benefits everyone. Research indicates that when employees are allowed to bring their whole selves to work, they experience lower levels of stress. It also leads to increased engagement and higher performance. For society at large, such an approach promotes greater acceptance of diversity, challenges harmful stereotypes, and builds a more inclusive culture.
As organisations continue to evolve, they must prioritise inclusive policies and practices. These practices should promote inclusivity while respecting the diverse needs of their employees. By doing so, they enhance their organisational success. They will also contribute to a broader societal shift toward greater equality and acceptance. The freedom to be oneself—whether that means being open about one’s gender, sexuality, or cultural identity—is a powerful catalyst for personal and professional growth. It leads to a more inclusive and harmonious world.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
