Christian Edvardsen radiates confidence and hope. He loves his job as product development and implementation coordinator for USATODAY.com in Arlington, VA. Meanwhile, Christian and his partner, Ben, are planning their commitment ceremony in June. Edvardsen’s co-workers are part of the festivities.

“My boss is coming. In fact, five people from work will be there,” says Edvardsen. “I actually got my job through Ben. He introduced me to my boss, so she knew I was gay before I even started.”

He wasn’t always so willing to be “out” at work. Even living in liberal San Francisco after college three years ago, Edvardsen kept his sexual orientation secret from his co-workers at Price Waterhouse Coopers.

“I don’t think it would have mattered, I just didn’t think it was necessary for them to know. Plus I wasn’t dating anybody special at the time. Then I met Ben and changed jobs. Suddenly I didn’t feel like watching what I said or changing pronouns anymore. My new boss knew, but I had a whole group of new co-workers to face.”

Fortunately, they were accepting. “I think the fact that I work at a dot-com has helped me. Dot-com folks are traditionally younger, ‘hipper,’ and educated. They have met gay people before.”

Different Environments, Attitudes
“Brian,” a third-year law student in Tennessee, is more cautious. “No one at school knows I’m gay but the other gay students. I’m out to my close friends and family, but my school is pretty conservative. You can choose who you socialize with, but at school and work you can’t control who you associate with. That can be very uncomfortable.”

As his job hunt begins, he considers how he’ll present himself if he moves to a more tolerant area.

“I’m looking for public interest jobs, many in Washington, DC. It’s conservative there too, but it’s a bigger city. I think the more exposed and educated people are, the more tolerant they are. But for now I’ll still keep my sexual orientation to myself. I don’t want that extra obstacle.”

Brian is playing the odds safely.

“It is perfectly legal in 38 states to fire someone for being gay,” says Daryl Herrschaft of the Human Rights Campaign, the largest gay, lesbian, bisexual, and transgendered (GLBT) political organization in the U.S. “There is no federal law to protect gays’ jobs, only state and local legislation.”

This translates into possible problems for gay men and women who choose to reveal their sexual orientation to co-workers.

“Losing your job is the biggest concern when you come out at work, and you have no recourse in most states,” says Herrschaft. “Violence in the workplace is also a worry. These things aren’t common, but they do happen. More often, it’s the subtle discrimination that is the biggest problem: not being a true part of the team, getting lesser assignments or bad workstations, being passed over for promotions.”

The Human Rights Campaign is working with companies to change this.

“We work with the government and employers for good and fair workplace practices. Corporate America has been a huge leader in gaining equal treatment for gays.”

Companies without policies including gays and lesbians might want to consider the benefits.

“Diversity improves productivity and allows more creativity,” says Herrschaft. “Gay people can work with managers to create more business opportunities. Employees may form resource groups to inform and initiate new employees, while keeping employers up on GLBT workplace legislation. There is better teamwork all around.”

Not to mention the PR.

“A couple of years ago at a pride parade, a group of gay employees of Bell Atlantic marched while wearing Bell Atlantic t-shirts. People in the crowd began waving their Bell Atlantic cell phones in the air. You can’t buy that kind of publicity.”

Working Toward Change
Boston accountant “Sara” is hoping her company will add a fairness policy in the future. She is active in her local gay community, but at work, her private life stays private. “I wouldn’t lie about it if someone asked me, but I generally don’t reveal that side of myself. I get along well with everyone, but I don’t think people would feel comfortable around me if they knew.”

While the HRC helps closeted gay workers to come out “if they are ready” they understand the difficulty involved. The HRC offers resources for both employers and gay workers/jobseekers on fair workplace practices. “We maintain databases of companies with fair policies and domestic partner benefits. It makes for competition and gives companies a nudge in the right direction. It also shows gays where to look for jobs.”

Herrschaft emphasizes that being “out” at work does not change a person’s performance.

“We’re not talking about sexual behavior here. Being out does not mean you can suddenly wear revealing clothes or say sexually-charged things any more than if you were straight. Being out is no longer hiding your true sexual orientation. It’s no different than people who are left-handed or being of a different religion. It doesn’t make your work performance any different than that of the next person.”

Herrschaft suggests making a personal effort to be fair.

“There are a lot of stereotypes that gays are more flamboyant. But when you meet and know a gay person, you’ll be amazed at all the things you have in common.”