This top Accenture exec came out as gay to coworkers at an office party 32 years ago. He says it was one of the best career decisions he's ever made.

• Sander van 't Noordende is group chief executive of Accenture's Products operating group.
• Shortly after joining the company as an analyst, van 't Noordende had to decide whether or not to come out as a gay man to his coworkers. This was the '80s, a time when discussing your sexual orientation in public (let alone the office) was taboo.
• The executive brought his partner to a work party - and says it was the best decision he could've made.
• Now a vocal supporter of LGBTI rights in the workplace, van 't Noordende says that trans visibility is still an issue companies need to handle - and that everything begins with the presence of role models willing to support equality initiatives.
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I was invited to an office party about a month after I joined Accenture in 1987.

I had to decide then: Do I bring my partner and come out as the new, young, gay analyst to the whole office? Or do I wait and build my career first?

My partner and I decided: Let's just get this behind us. We would learn immediately how people would react, and I knew then that if it had been negative, my career at Accenture would be short. As it turned out, many of the people I met at that night's party have become close friends.

Through my Accenture career, I have moved from simply being out to being what I call "out there," taking an active role in promoting and supporting LGBTI issues as part of my belief in equality. I now have a responsibility as the head of Accenture's largest and most diverse industry group to promote and support all types of equality - and as a gay man, this includes issues and platforms for people who identify as LGBTI.

Why equality in the workplace is good for business

There are both moral and business reasons for us to strive for equality and inclusion. Everyone should be free to be themselves at work, and not be required or feel forced to leave any aspect of themselves at the door. In addition, research shows that greater levels of innovation can be found in organizations where everyone can advance and thrive. In fact, the impact may be greater than we first believed.

Accenture's Getting to Equal 2019 report has shown that global gross domestic product (GDP) could increase by up to $8 trillion over 10 years if the willingness and ability of employees to innovate in all countries is raised by 10%. The research shows that this willingness and ability to innovate, or to have an "innovation mindset," is six times higher in the most-equal workplace cultures versus the least-equal ones.

So, how can this work in practice? We need role models, and this doesn't mean just leaders or execs. Whenever anyone joins a company they can play a role from day one. If they choose to support an equality initiative such as an LGBTI network, or become a straight ally, they are playing a key role. Your youngest analyst can step up to support change, immediately becoming a role model.

But challenges still exist in business, despite us making significant advances for LGBTI equality and acceptance. We need to take steps to enable more LGBTI women to thrive and be visible in the workplace. We know overall LGBTI inclusion appears to be improving, but a recent Accenture report uncovers a series of issues.

Read more: 10 maps show how different LGBTQ rights are around the world

Trans visibility is still an issue companies need to handle

One key finding is that unconscious bias hinders LGBTI women more than other groups, creating a glass ceiling that is twice as thick. We clearly need more female LGBTI role models who are given better support as they start in business careers and pave the way for them to thrive.

To that end, it would be great to see more visible trans people share their voices as role models. Statistically, more than 1 in 4 trans workers have lost a job due to bias - and they are also more likely to be harassed, sexually or physically, at work. This has to change.

More generally, we need organizations to move from what I would call intent to behavior. Many companies have created inclusive policies and procedures, updated their benefits to reflect the needs of the LGBTI community, and created support networks. Some have also signed up to implement the UN LGBTI Standards, a guideline for actions companies can take to protect the rights of LGBTI individuals.

So, what does this look like in practice? Well, at Accenture, we have 110,000 allies across 55 countries, representing more than 30% of our workforce. We also support Pride networks in 45 countries. For staff compensation, we provide same sex benefits in all countries where it is legally permissible, and also provide trans benefits in five countries and growing. Read more: The 23 most powerful LGBTQ+ people in tech

You can't just change policies - you have to change behavior

But for any business making these advances, the next step is to change behaviors. Companies need to move from talking the talk to walking the walk. The right behaviors have to become second nature. We all should try to continuously learn, and at the same time, not be too sensitive.

I can't tell you how many times people ask how my wife is, or if I have children. I don't get upset, I simply answer I have a husband and no kids. Hopefully, those interactions are learning moments and remind people not to make assumptions.

All of us should reflect on how we behave. We don't get it right every time but if we can all change our behaviours, we will be taking the next vital steps towards inclusion, equality and acceptance.

Sander van 't Noordende is group chief executive of Accenture's Products operating group, which serves clients in the air, freight and travel services; automotive; consumer goods and services; industrial equipment; infrastructure and transportation services; life sciences; and retail industries. He is also a member of Accenture's Global Management Committee, and serves on the board at Avanade as well as Out & Equal. Out and proud since 1987, Sander is a member of the Accenture Diversity Council and serves as the company's Global Pride Executive Sponsor.