In keeping with some of the latest training tips 56 videos on inclusivity and uniqueness guest author Greg Moriarty has written today’s post from the other side. Is the audience and the client being inclusive as well.
I’m gay. I’m a trainer. Am I a gay trainer? I’m left-handed and I live in Sydney’s Eastern Suburbs. Am I a left-handed, inner city trainer? I don’t necessarily think any of those labels help me in terms of my profession. But they are all elements I bring into the training room, in varying degrees. Each one forms part of my identity.
As advanced facilitators, we are often reminded – by ourselves, our colleagues and our industry – of the professional responsibility we have to create a positive learning environment. This is typically established using a range of tools and inclusive practices and done in such a way that acknowledges and respects the enormous range of individual differences that potentially exist among learners, thereby creating an environment where learning is the main goal. Differences dissolve and the learning need becomes the unifier in the room.
But while this is freely encouraged in relation to learners, I wonder if the same can be said of the respect afforded to trainers themselves, in particular gay trainers. Surely the feelings of the trainer need to be taken into account when we ask them to provide advanced facilitation? They must be allowed to feel comfortable in order to excel as a facilitator. There is too much to be done in the session not to be feeling at ease throughout.
I’m not suggesting the training session begins with the opener: “Welcome to the course. Morning tea is at 11. I’m gay.” But should I take steps to hide my identity? Definitely not. It is an intrinsic part of my identity, not just my sexual identity. Assuming the person has come out to themselves and maybe to their employer, in practical terms, coming out in the training room may involve a direct declaration or may constitute nothing more than indirectly revealing your partner’s gender. But such decisions are a part of daily working life for a trainer who identifies as homosexual.
As part of the required skills for the Unit of Competency, we are expected to be able to establish trust and build rapport with learners. This presumably includes being honest and not lying. So it is important that innocent questions asked of gays and lesbians, such as “Does your husband/wife mind you working nights?” “Do you have children?” or “Are you married?”, receive comfortable, honest responses.
If a trainer who is gay or lesbian is to build a sound relationship and establish rapport with their learners, it is important they have the space and freedom to be themselves. This seems to be a logical starting point for allowing others to do the same – facilitation in its broadest sense; being a role model: “I’m comfortable; you should be, too”. Perhaps the important thing is not to come out to every learner who passes through the door, but to feel that if you choose to do so, it will be alright.
Where can that support come from? Under the NTIS range statement for TAADEL503B, as providers of advanced facilitation, it is our responsibility to create effective learning experiences using inclusive practices; acknowledge and address potential barriers to learning; and use communication and interpersonal skills to motivate. In addition, interpersonal skills must include: demonstrating sensitivity to diversity, disability, culture, gender and ethnic backgrounds. So formally the VET industry expressly acknowledges difference in a myriad of forms, supporting gender issues. The Unit of Competency clearly provides theoretical support for trainers who decide to come out.
I am less convinced when it comes to private companies and the reality is that gay and lesbian trainers need to think carefully before ‘being themselves’ and coming out to learners. Outside of Mardi Gras weekend, gay issues do not appear to be a regular feature of the private sector. I believe coming out in the workplace is still a difficult issue because of stereotypical ideas about homosexuality and two very powerful, prevalent myths. The first myth is that coming out at work means talking about sex; the second is that the workplace is a sexless setting – that gender and sex have no relevance in that realm.
The latter myth suggests that there are different worlds – our world of work and our ‘private’ world. The traditional split between the world of business and the private world has had one lasting effect – maintaining the status quo and slowing down change; for example, restricting opportunities for women and minority groups, including indigenous people and people with disabilities. For many gays and lesbians, the idea of a work life and a private life conveniently means hiding certain ‘lifestyle’ facts.
As a result of this false distinction, making my private life ‘public’ may be interpreted by some organisations as provocative, troublesome or damaging. For many trainers, their relationship with learners is controlled or impacted by the organisation that has hired them. A company may prefer employees to be economical with the truth if one or more of the following are at stake: the client relationship, the company’s reputation, referrals, repeat business and positive feedback – assuming such clients are unprepared or ill-equipped to handle the truth.
Coming out in the training room is a deeply personal issue for individual trainers. It may involve trainers determining what is best for the company and what is best for themselves; and balancing the two. Possible negative consequences of coming out in the training room include OH&S issues of mental and physical wellbeing; financial costs, for example, less commission; and job insecurity. These will need to be weighed against the positive benefits of being yourself with your learners; modelling openness and support; and providing clear signs of taking steps to establish a trusting relationship.
If my perspective of the business world is indeed an accurate interpretation of current dominant workplace opinion; for the sake of a quality trainer-learner relationship, I firmly believe honesty, and acceptance, is the best policy.
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