Leading with PRIDE: We meet the business school students making education more inclusive for all

• Name: Amber Liu, President of LGBTQ+ and Allies Business Club 2023-24
• Business School: Imperial College Business School
• Programme: MSc International Management

Can you share your overall experience as an LGBTQ+ student in business school?

My overall experience as an openly LGBTQ+ student in business school has been incredibly positive. During the orientation week, I came out to my classmates, and I was met with nothing but respect and support. The diversity within our class is remarkable, and it’s clear that being a member of the LGBTQ+ community is widely accepted. I feel comfortable discussing my sexuality and identity openly, even with professors.

The school’s commitment to inclusivity is evident, particularly during orientation when rainbow lanyards were distributed. It’s common to see both students and staff wearing Ally pins or rainbow lanyards, which fosters a welcoming and supportive environment.

Were there any specific resources, groups, or support systems available for LGBTQ+ students at your school? How did they help you?

Yes, there are numerous resources and support systems for LGBTQ+ students at our school. The main LGBTQ+ community at Imperial is called IQ, which is open to both undergraduates and graduates across all programs. IQ regularly hosts activities and events such as LGBTQ+ movie nights, DIY sessions, guest talks, and parties. These events create a strong sense of community and ensure that members do not feel isolated.

Additionally, the LGBTQ+ and Allies Business Club specifically serves business students, aiming to bridge the gap between LGBTQ+ students and career opportunities. This year, we successfully organised various events, including HR talks, career events, company visits, and networking sessions, providing students with invaluable connections and insights.

For staff support, Imperial 600 is the LGBTQ+ organisation for Imperial’s staff, and the EDI (Equality, Diversity, and Inclusion) department at the business school is dedicated to fostering a supportive environment for students. They organise events for significant LGBTQ+ calendar dates, such as Trans+ Week, LGBTQ+ History Month, and Pride Month.

Personally, I have received tremendous support from our club mentor, Luke Morton. He has been instrumental in helping us build and promote various events and has provided valuable suggestions and feedback for future improvements.

Can you describe any challenges you faced as an LGBTQ+ student during your time in business school?

The most challenging experience for me was coming out to my mother during a program excursion. It was a time when I felt both physically and mentally vulnerable. As an international student, I couldn’t face my mother in person to share such significant news, and the coming out process happened unexpectedly and passively.

“It’s crucial to recognise that diversity is not an obstacle but an advantage. While I may be optimistic, I hope that one day we will no longer need policies to enforce respect for our authenticity, as it will become the norm.”

During this period, my friends at Imperial provided immense support. They listened to me, offered advice, and helped me navigate through this difficult time. The friendships and connections I made at Imperial have been my greatest assets, providing me with the strength and encouragement I needed.

Has your experience as an LGBTQ+ individual influenced your career choices and path after to/from business school?

To be honest, my LGBTQ+ identity has not directly influenced my career choices. I developed a strong passion for the consulting industry before attending business school, and it remains my primary career goal. However, my LGBTQ+ background has heightened my appreciation for a company’s culture, particularly in terms of Diversity, Equity, and Inclusion (DEI).

I believe this is a common sentiment among LGBTQ+ individuals who aspire to work in supportive environments where they can be their authentic selves.

What challenges have you faced in the business world related to your LGBTQ+ identity, and how have you overcome them? What advice would you give to current LGBTQ+ business students about navigating business school and preparing for their careers?

The most significant challenge I’ve faced is navigating corporate cultures that are not always inclusive or understanding of LGBTQ+ issues, especially when cultural differences are pronounced. In a previous role, I felt uncomfortable discussing my identity, which made it difficult to form genuine connections with colleagues.

Another challenge was encountering subtle discrimination, such as offhand comments or assumptions about my capabilities based on my identity. While not overtly hostile, these instances created an atmosphere of unease and led to self-censorship.

These experiences have driven me to seek out companies that prioritise Equity, Diversity, and Inclusion (EDI). For early career professionals, it’s crucial to research a company’s culture, build networking connections, and ensure there are explicit policies protecting against discrimination. Additionally, finding supportive communities, both inside and outside the workplace, is essential for maintaining authenticity and thriving professionally.

Do you feel that businesses are becoming more inclusive and supportive of LGBTQ+ employees? Why or why not?

Yes, I’ve witnessed significant improvements over the past five years. There has been a growing recognition of the importance of Diversity, Equity, and Inclusion (DEI) in the workplace, with companies implementing explicit policies to protect LGBTQ+ rights and fostering supportive communities. Additionally, there has been an increasing visibility of LGBTQ+ individuals in leadership roles, which fight against subtle discrimination and lead to an inclusive corporate environment.

However, the pace of change still varies across industries and regions, and some areas still have a long way to go. Continuous efforts and commitments are necessary to contribute to a better future. From a corporate perspective, it’s crucial to recognise that diversity is not an obstacle but an advantage. While I may be optimistic, I hope that one day we will no longer need policies to enforce respect for our authenticity, as it will become the norm.

How can business schools improve their support and inclusion of LGBTQ+ students?

As the President of the LGBTQ+ club this year, I’ve seen firsthand the powerful impact of supportive initiatives. A common concern among students is the lack of a strong community and a comprehensive understanding of LGBTQ+ issues.

The most effective action business schools can take is to create a safe environment that fosters both community and education. For instance, hosting an LGBTQ+ event during the first week of orientation can help students find peers and establish a supportive network from the outset. Additionally, integrating LGBTQ+ topics into the curriculum through workshops can enhance awareness and understanding among all students.

Visible support from faculty, staff, and allies is also crucial. It reassures students that they have steadfast support within the academic community. At Imperial, for example, we excel in providing visible support and have implemented an annual LGBTQ+ mentorship program in our club. This initiative connects LGBTQ+ professionals with students, helping them navigate their early careers and leverage their unique perspectives in the workplace.

Furthermore, allyship is critical to advancing these efforts. Education plays a pivotal role here; a deep and proper understanding of diversity can encourage inclusivity and help eliminate subtle discrimination.

What can companies do to better support LGBTQ+ employees and create an inclusive workplace culture?

To better support LGBTQ+ employees and create an inclusive workplace culture, companies should start with foundational policies that explicitly protect sexual orientation and gender identity. This ensures both legal and cultural protection for LGBTQ+ employees.

A key area for improvement is the promotion of Employee Resource Groups (ERGs). While many companies have these groups, it’s important to encourage allies to join as well. Often, allies may hesitate to participate, thinking these groups are only for LGBTQ+ individuals. However, fostering an inclusive and supportive environment means welcoming everyone to join and support the community, thereby building a more general welcoming and friendly culture that engages all employees.

Additionally, several seemingly minor actions can have a significant impact. Promoting the use of inclusive language in all business communications and documentation is essential. For example, replacing “guys” with “everyone” and including pronouns in email signatures can foster a more inclusive atmosphere. Ensuring inclusive benefits for employees is also critical. This includes offering healthcare coverage for same-sex partners and transition-related care and etc.

These efforts, while varied, collectively contribute to creating a fundamentally supportive and inclusive environment for the LGBTQ+ community within the workplace.

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