Queer in IT: Visible. Safe. Natural.

It starts with a fleeting moment. Monday morning, the first meeting. A colleague casually mentions her weekend with her husband. The mood is relaxed, everyone is laughing. As a queer person, you often ask yourself in moments like these: Can I do that too? Can I mention that I went to the cinema with my boyfriend? That my wife and I are planning to have a baby? It's a seemingly small question – but it determines whether a workplace is a place where people can be themselves.

Inclusion doesn't start with rainbow flags or awareness campaigns. It starts at your desk. In everyday conversations. In the way we treat each other, listen to each other – and create spaces where no one has to pretend to be someone they're not.

Because careers don't need a disguise

The IT industry is considered rational, performance-oriented and focused on progress. It attracts many talented people, including many from the queer community and neurodivergent individuals – such as those with ADHD, autism or high sensitivity. Studies such as those by the Harvard Business Review and the German digital association Bitkom show that tech environments in particular are above average in terms of gender identity and neurological diversity.

A report by Stack Overflow from 2022 shows that eight percent of the developers surveyed identify as LGBTQIA+, which is above the average for other industries. At the same time, many report that they do not feel fully visible. And according to a 2020 survey by the National Autistic Society UK, people on the autism spectrum are particularly likely to work in IT – and at the same time are particularly likely to be underemployed or not sufficiently involved.

Yet diverse perspectives have been proven to add value: resilience, creative solutions, and a change of perspective. These are skills that are crucial in digital product development. And yet, especially in companies committed to innovation, one thing is often missing: the courage to embrace diversity. Too often, diversity remains an image issue. A page on the career portal. A colourful logo during Pride Month. But there is more to it than that: visibility. Security. Acceptance.

A workplace is more than a place of productivity. It is a living space. Those who bend over backwards every day to avoid causing offence cannot think freely in the long run – let alone act freely. And that has an impact on teams: psychological safety is not a soft topic. It is the foundation of performance. In 2015, Google identified psychological safety as the most important success factor for high-performing teams as part of its ‘Project Aristotle’.

Diverse teams deliver demonstrably better results. They recognise blind spots in the system, question established patterns and think outside the box – in the best sense of the word. Studies by McKinsey show that companies with high diversity in their management teams are up to 36 per cent more likely to be above-average in terms of profitability. A study by Deloitte proves that inclusive cultures significantly increase innovation, commitment and employee retention.

Diversity is not a bug. It is a feature.

What does it take to achieve this? Not large budgets, but a genuine attitude. Listening. Making things visible. Creating spaces where even the quiet voices are heard.

A respectful tone in meetings. Gender-neutral language in job advertisements. The knowledge that transitioning is not a person's ‘private matter,’ but a moment when team culture becomes visible. Or, more specifically: a clear message from management that queer hostility, ableism or microaggressions have no place in the workplace.

It is these seemingly small signals that make a big difference. They show that you are not just tolerated here. You are welcome.

My experiences at adesso

I myself have been working at adesso for several years – a company that does not judge me by my sexuality, but by what I contribute: my attitude, my performance, my ideas. This is not a given – and yet it should be exactly that.

What particularly moves me is that at adesso, I not only have the freedom to be myself, but I also have the space to raise queer issues, initiate discussions and actively support the community. Whether in internal initiatives, at events or in collaboration with colleagues who share similar values, I feel that I am not only welcome here, but also effective.

And that's exactly what I want for all queer people in IT – and beyond.

Conclusion

Queer in IT – that shouldn't be an issue anymore. And yet it is. That's why it's important to talk about it. Not just during Pride Month. But whenever a new team is formed. Whenever a project starts. Whenever a decision is made.

Because visibility is not a given. But it can become one.