Navigating Rainbow Parenthood At Work: An Exploration Of The Work Experiences And Changing Identities Of Rainbow Parents – A Qualitative Study

<p dir="ltr"><b>Abstract New Zealand’s society has and continues to evolve, leading to more inclusive definitions of the concept of family. Over the past two decades, in particular, the population has changed, reshaping the structure and composition of families. As a result, different family structures have emerged, including rainbow families (families where both parents identify as lesbian, gay, bisexual, transgender, queer, intersex, or asexual, alongside other sexual and gender identities (LGBTQIA+), moving family structures beyond the traditional two-parent mother-father model. This change has partially been driven by the increasing number of people who identify as belonging to the rainbow community. According to Statistics NZ (Stats NZ) (2022), 4.4% of the population identifies as part of the rainbow community, with higher proportions among younger age groups (18-34) compared to those aged 35 and above. Additionally, the passing into law of same-sex marriage in 2013 and evolving social attitudes have further increased social acceptance towards rainbow parents. According to Gender Equal NZ (2019), there was an 18% increase in acceptance of gay men becoming parents and a 19% rise in acceptance of lesbian and bisexual women becoming parents between 2017 and 2019.</b></p><p dir="ltr">Becoming a parent is a major challenge for employees, and employers play a crucial role in supporting the journey to parenthood. As family structures diversify, organisations must develop policies that accommodate the evolving needs of all families. Research in this area tends to focus on the experiences of heterosexual parents, often overlooking the unique challenges faced by rainbow parents in the workplace. What research does exist typically explores the impact of inclusivity and gender norms on work experiences. Indeed, the lack of research on rainbow parents is partially due to assumptions that rainbow employees are less likely to become parents, shaped by presumptions about their physiological capacity for parenting and perceived commitment to their careers. In light of this research gap, and drawing on social identity theory, this research explores <i>the experiences of rainbow parents as they navigate their parental journey within their workplaces</i>.</p><p dir="ltr">The research was conducted with twenty rainbow parents from Auckland and Wellington. The findings reveal that rainbow parents face pressure to disclose or declare both their sexual and parental identity. For many, becoming a parent resulted in higher visibility and broadly positive employment outcomes. Some even reported becoming advocates for inclusive practices in their workplaces, while others reported a stronger shared bonding experience with fellow parents at work. These findings challenge the existing ‘one size fits all’ approach of HR policies and emphasise the need for inclusive and accessible workplace policies that better reflect the diversity of employees and modern society. Despite the growth of the rainbow community in New Zealand, limited research has explored the experience of rainbow parents, leaving a gap in understanding the influence of an individual’s rainbow parental identity at work.</p>