As a People Experience Business Partner and People Leader, Rhett Humphreys (he/him) doesn’t necessarily think of himself as a role model for LGBTQI+ team members, but acknowledges that people probably do look up to him.

“I don't necessarily see myself as a role model for other LGBTQI+ team members, because I think everyone has their own unique journey and experiences. I respect and support the diversity of the TPG Telecom team, and I hope to continue to learn from each other. I don't want to impose my views or expectations on anyone else, or make them feel like they have to follow a certain path,” said Rhett.

“I think we can all be role models in different ways, by being authentic, compassionate, and courageous. In saying that, I recognise that by being a visible leader in the organisation when it comes to LGBTQI+ employees, I have a specific journey that I can share, and hopefully inspire people with.”

Lucy Turner (she/her), Head of Consumer Digital has a similar perspective.

“I’ve never really thought of myself as a role model in that specific sense. For me, my role models are just people who I see a little bit of myself in and people I respect. So, if there’s anything about me that resonates with other people at TPG, then I guess it would be pretty cool if I was seen by someone as a role model. For a kid from the country, for a woman in leadership, for a Taylor Swift fan, or for a LGBTQI+ person,” said Lucy.

Deloitte Global compiled insights from 5,474 LGBT+ people in 13 countries in 2023 and published their findings in the LGBT+ Inclusion @ Work report. The report found that 26% of respondents were concerned that being out at work would affect their career opportunities and 39% believe they would be treated differently.

The Executive Summary states, “Comfort in being out at work increases with seniority. This is most pronounced when it comes to sexual orientation—just over half (51%) of those in senior roles are comfortable being out at work, compared to just over a third (37%) of junior employees.”

The report also found a direct correlation to LGBTQI+ people being out at work and having LGBTQI+ role models in the company.

“When it comes to role models, comfort being out about sexual orientation to anyone at work rises to over half of those who have access to LGBT+ role models, from just under one-third where there are none.”

As the Connect Network Sponsor and Group Executive Consumer, Kieren Cooney believes it’s essential that companies like TPG Telecom have visible LGBTQI+ role models.

“It’s important that we strive toward the inside of our business looking like the outside of our business. That our team are drawn from the breadth of Australian communities,” said Kieren.

“This is important for a lot of reasons. For one, it’s better for business – we make better decisions when we have different perspectives feeding into those decisions. And different perspectives can be formed from different lived experiences. But it’s also important for our team members. It’s important that a member of LGBTQI+ communities can look around and feel welcome and safe to be themselves at work – and that’s where visibility is so important.”

Rhett has a similar sentiment.

“I think it’s important for all organisations to be able to serve the needs of their customers and stakeholders, and knowing that TPG Telecom’s market and customer base has a diverse make-up means that we should have an organisation that reflects that. By bringing different perspectives and experiences to the table, at all levels of the organisation, especially at decision making levels, it is important to have leaders that are diverse,” said Rhett.

Lucy has never felt more comfortable being her true self than at TPG Telecom.

“I’ve never felt more comfortable being myself at work than when I joined TPG Telecom. In previous organisations I’ve been a bit wary talking about my personal life. I actually became an expert at dodging questions or giving deliberately vague answers,” said Lucy. 

“There was just something about TPG Telecom where I didn’t hesitate. I can’t put my finger on the exact reason why, but it’s just something I felt. So I guess it’s a great place to work as I don’t have an unnecessary weight on my shoulders and can just be me.” 

Rhett marching with Vodafone for Mardi Gras

In an executive leadership position, Kieren is conscious of the impact his role has on the organization.

“TPG Telecom is a place where people really want to do the right thing. We want to not only work together, but work alongside each other – getting to know each other not just as teammates but as people. And it's important that as a leader that I am fostering a culture where people can celebrate their different backgrounds. A place where a member of the LGBTQI+ community (or any other community) can feel that their identity is respected, and they are not limited by it in any way,” said Kieren.

Rhett has always felt respected being in a leadership position.

“TPG is committed to creating a culture of respect and belonging for everyone, and being in the LGBTQI+ community in a leadership position I have always felt that I’ve been respected and been able to bring my authentic self to work. By having visible networks (like Connect) that promote and support our LGBTQI+ employees as well as other D&I employee led networks, it shows the commitment that TPG has for bringing different experiences to light,” said Rhett. 

Rhett believes that it’s important for team members to find a supportive and inclusive workplace that values your skills and identity. 

“You deserve to be respected and appreciated for who you are and what you can contribute. Another possible piece of advice is to seek out mentors and coach’s who can guide you and inspire you in your professional journey. You can learn from their experiences and challenges, and benefit from their network and advice,” said Rhett. 

“Finally, be proud of yourself and your achievements, and don't let anyone make you feel less than. You have worked hard to get where you are, and you have a lot to offer to the world. You are not alone, and you have a community that supports you and celebrates you.”

Kieren echoed these sentiments in providing advice.

“Be curious to learn as much as you can from as many people as you can; be fearless in pursuing your ideas and ambitions; and be true to yourself, never compromising your values and your principles,” said Kieren.

Lucy also offered her perspective for LGBTQI+ team members embarking on their careers.

“The more open you are from day 1, the better. It sounds easy. It’s not. It took me years to be comfortable being 100% authentically me in a work setting,” said Lucy.

“You’ll probably have to ‘come out’ every day or at least once a week at work. But you’ll get used to it and maybe even begin to have fun with it. I find it funny now how often I have to correct someone when they refer to ‘my husband’ or ‘my boyfriend’. Begin to have fun with it and bask in the awkwardness of the moment when you correct their assumption.”