The below transcript is from a May 2012 interview with Andy Woodfield, Partner with PwC UK. Interviewees for the series Out on Top: Executive Pride were asked for their personal opinions and not those reflective of their current or past employer. The views expressed are not necessarily those of any employer or this website.

Quick Question Links:
Personal History – Out at Work – Work Relationships – Productivity Impact – Work Not Place to Be Out – Inclusion Dividend – Executive Pride – Advice to Non-LGBT Inclusive Companies

Dagoba Group: Give us a brief overview of your work history and your current role.

I joined PwC in 1998 spending time in account management and relationship management before moving into our government line of business. It was at this time, I realized my work was really focused on people in transition. Two years ago, I took over our international development consulting business in the UK which is primarily about the effective government involvement in developing countries. The bulk of my time is focused on this particular function with the remaining helping to develop leaders within our organization around creating an inclusive culture.

Dagoba Group: At what point in your career did you become public in work about your sexual orientation and why?

I came out to close work colleagues and friends at the same time in my early 20’s. At the time, I was living with a woman for several years so it was a big personal change. In my career there has always been a level of intimacy with colleagues. I believe you show up as human beings at work, you connect with people as human beings and your personal life comes out eventually.

Dagoba Group: Prior to you being out at work how would you describe your conversations with other colleagues and supervisors? How would you describe your relationships?

Before I came out, I was with a woman so all of my conversations were about that personal relationship. The transition period was difficult to manage. When you work really closely with people, you can feel a bit guilty if you don’t openly share yourself. Before I joined PwC, I moved around employers about every two years. Straight individuals often don’t fully understand how a gay person “comes out” on a regular basis every time they are put in a new group of people.

Dagoba Group: After you became public about your sexual orientation at work, how would you describe your conversations with other colleagues and supervisors? How would you describe the nature of your relationships?

There are times when I had to actively hide it for those not in my intimate group. Having inclusive polices at work allowed me to feel free to be myself. My interactions were fuller since I could bring my full self to the table.

Dagoba Group: Was there a difference in levels of your productivity pre and post coming out at work?

In a lot of ways I felt quite powerful being able to be myself. Although I don’t recall a big difference, I am sure this translated into my productivity.

Dagoba Group: Given your mentoring experience, what have you seen to be the effect of individuals who pretend to be straight at work to protect or promote their career?

I think anybody that does not allow themself to be their true self at work, it affects their productivity. They will not have the same emotional connections with colleagues or clients. It is not possible because they will be holding something back.

Dagoba Group: What does it mean to the company for individuals to be comfortable being themselves at work?

It means they perform better. I have seen individuals who hide their sexual orientation and how it affects their connection and happiness at work. When they come out their performance dramatically increases on so many levels at work. They spend less time and energy guarding their conversations to hide. They just don’t show up at all.

Dagoba Group: How do you respond when somebody says, “Work is not the place to be out.”?

It is important for people to be themselves at work whether they are straight or gay. They perform better. Everyone is happier. Why wouldn’t anybody want that?

Dagoba Group: We have been speaking about the internal impact. Let’s switch gears for a moment and focus on the external audience. In your opinion, does a company that expands its inclusive policy to include sexual orientation have a positive, negative or neutral effect on their client base?

Positive or neutral I would say. I have never been aware of a negative impact. Some of our bids require information about our inclusive policies.

There were clients where I had a transactional relationship, so we did not share our personal lives. Clients where I have a more intimate working relationship, it is part of my conversation like it is with them as they speak about their families. It has created a stronger bond. If you are in an industry where you use people rather than machines, relationships are key to continued business.

Dagoba Group: As a lead for the PwC GLEE group, could you speak a little about the membership?

Our network was a campaigning organization stuck a little in the past. It was effective at establishing policies within the organization, but not at building a network. We rebranded our network about inclusion helping people connect with their difference. Our group membership has since grown. We have regular workshops which we invite clients.

Dagoba Group: How important is it for a company’s inclusive environment to have executives like yourself who are out?

It is important for gay executives to be out to act as role models. It helps individuals struggling to know it is perfectly okay to be themselves. They can see it will not impact their career potential at PwC.

Dagoba Group: For those companies that do not currently have an inclusive policy that includes sexual orientation, what is your advice?

It is an opportunity to do something radically different. They should focus on the simple respect of difference. It should include all orientations.