( CNN ) -- Over the course of my career at BP , from trainee to chief executive , I led two separate lives . The first one involved being the public face of one of the world 's largest companies . The second was my private life as a gay man . When I lied in a witness statement to protect my privacy , those two worlds collided , and I lost the career which had structured my entire professional life . I wish I had been braver to come out earlier during my tenure as CEO of BP . I regret it to this day . I wrote The Glass Closet and set up GlassCloset.org to encourage others to avoid my mistakes , and to bring their whole selves to work . That can only happen if leaders , and CEOs in particular , create a corporate environment in which people feel comfortable coming out . Here are six things they can do to smash the glass closet . 1 . Follow the leader . Set a clear direction from the top . Businesses must proactively make LGBT inclusion part of the agenda of leaders , rather than delegating it to the human resources department or to a company network . Leaders should be assessed against their ability to create a sustainably inclusive working environment . As I progressed through the ranks at BP , it would have been odd for a chief executive to devote resources to LGBT inclusion . Today , it is increasingly noticeable when they do not . 2 . Be authentic . Ensure positive messages are accompanied by meaningful solutions . LGBT conferences , corporate networks and Pride sponsorship are important , but they are not enough , and seldom have a long-term impact in a company . It is the job of a CEO to initiate unremitting , uncompromising and sustainable action , with targets , measurement and sanctions . That is the test of a true leader . 3 . Remember the hidden cost of hidden lives . Make an effective business case . LGBT inclusion is first and foremost a human imperative . But it is also good for businesses , which suffer when employees are preoccupied by something other than their work . Peter Sands , the CEO of Standard Chartered , told me that he worries about the hidden costs of hidden lives . He is right to worry . People are happier , more productive , and make more money for their company when they can be themselves . 4 . Straight allies matter . Harness the support of the straight majority . Most people are straight , and only they can create a safe space for people to come out . By creating an environment of acceptance , understanding and inclusion , the straight majority can ensure that coming out is not accompanied by the disastrous consequences which closeted employees fear . That should begin by stamping out damaging 'micro-inequalities ' , such as the assumption that every man is married to a woman , or the practice of not asking gay people about their partners in case it makes them feel uncomfortable . Small changes in behavior can an enormous signal to someone grappling with a hidden life . 5 . Celebrate role models . Company policies and behavioral change can create the right space for people to come out , but role models prove that it is possible and worthwhile . That is why The Glass Closet is full of stories , and it is why I set up GlassCloset.org , where gay and straight people can share their stories of sexuality in the workplace . If closeted employees can identify with someone who has been through the closet door and succeeded , then they are more likely to let go of the fears that hold them back . At BP , I did not have an openly gay role model , nor did I have the advantage of looking to another chief executive for precedent . Without a gay role model , I failed to be one for others . 6 . Go global . Look beyond your hometown . 77 countries still outlaw homosexual acts between consenting adults . Companies that are committed to LGBT diversity do not bend their policies , even in the most challenging environments . IBM , for instance , does not allow its non-discrimination policies to be adjusted in any of the 170 countries in which it operates . That sends a clear message to governments , who understand the importance of major international companies for their economies . Companies can not change the law , and LGBT employees in these countries must be mindful of the dangers they could face . But by creating a safe space for people to be open about their sexuality , wherever they are in the world , companies can help those countries to take a step in the right direction . Read more : Love wins in gay couple 's 40-year immigration fight . The opinions expressed in this commentary are solely those of John Browne .
Former CEO of BP looks at the ways companies can support their gay employees . Making sure people feel comfortable coming out is good for business , he says . John Browne resigned as CEO after a British newspaper group outed him as a gay man .