u/dualportaldestinies

I am not the OOP. This letter is originally from the Ask A Manager blog- at Alison's request, her advice is not included in this post, but links to the original letters have been included for you to go and look yourselves!

2 updates

Original - 8th January 2025

First Update - 17th December 2025 (11 months after OP)

Second Update- 24th June 2026 (1.5 years after OP, 6 months from last update)

For those unfamiliar: PIP= Performance Improvement Plan

Original Post (Posted on 8th Jan 2025): I think my disastrous ex-employee is co-opting queer identity

I work in a country with strong job protection, have a boss who is reluctant to do performance improvement, and I just transitioned out of managing a team. One of my reports was a recent-ish hire I’ll call Pam, who is mid-career but entry-level. Pam volunteers for an optional LBGTQ+ employee resource group. She originally joined the group at my suggestion, as a straight ally. (Pam described herself as straight woman with a husband and said she was worried about being seen as homophobic because she is originally from a non-LBGTQ-friendly country.) Pam is now the group lead for our region, which is unusual for an entry-level employee. I accidentally found out that Pam is describing herself as gay/bi/queer, out only to folks associated with the resource group.

I am skeptical. I think Pam is straight and exploiting the group … and I’m unsure what my responsibility (if any) is here, as an employee and as a human being. I also think I could be wrong, and I know Pam is a landmine. Knowing the landmine part, though, I feel uneasy for folks in the group, none of whom I know particularly well.

Here’s why I think Pam isn’t being truthful. In her short time with our company, she has consistently demonstrated misplaced ambition, attention-seeking, and moral challenges. Pam believes that just spending time around higher-ups will get her promoted, even after being repeatedly told to deliver on her work commitments first. The LBGTQ+ group provides her face time with directors. Pam also craves attention to a disruptive degree: she has DM’d and called busy senior managers 20+ times a day about trivial or non work-related matters and created drama by inventing crises, then casting herself as the heroine. Coming out to coworkers she barely knows and swearing them to secrecy … could be true, but sounds a lot like another “Pam Show” episode. Lastly, Pam has not shown good ethics in the rest of her work. She refuses to do tasks or sabotages them because they are “not important” enough, actively hides her lack of understanding and progress, and disregards instructions. She repeatedly makes careless mistakes, blames others, and breathlessly chases execs like they’re pop stars while disdaining to speak to anyone below senior IC level (i.e., almost everyone who she needs to interact with and learn from). She gets in a spooky rage when spoken to about these problems, brags about how attractive she thinks she is, and tells outright lies that have affected my relationship with my manager.

All in all, Pam is not skilled or productive or pleasant to be around and if it weren’t for the labor law protection, I would have fired her outright. So I feel conflicted about her representing an employee group of any kind, even without suspicion of pretense. Pam is a big reason I asked to return to independent contributor status. I think she’s kind of off her rocker and poses a risk, and was not comfortable managing her when I’m not empowered to mete out consequences. By risk, I don’t mean physically dangerous, but her behavior has been so outside workplace norms that I wouldn’t trust sensitive data or anyone’s reputations and careers around her.

I have no one at work I can discuss this with. Do I continue to keep my concerns to myself?

Alison's advice can be found at the above link. To summarise, she says there are a number of issues at play here, however the letter writer is better off not speculating about Pam's LGBTQIA+ status (or lack thereof).

Update 1 (Posted on 17th Dec 2025): updates: disastrous ex-employee is co-opting queer identity, and more (Letter 1 at the link)

Where do I begin.

I followed the advice and said nothing, generally kept my distance.

Pam sowed chaos “leading” the LBGTQ+ group. She created what an ex-member described as a sexualized atmosphere, including a pinup photo of her in an event announcement. A lot of members left. A young employee, Mary, very publicly accused Pam of blowing up her life. Pam promised to leave her husband and move in with Mary, but turned on Mary once Mary had done all Pam asked, including taking on debt to rent a home for them. Mary lost her job for this because Pam complained about being outed. Pam seemed to enjoy the painful drama. (And yes, people at the company helped Mary. But there was a lot of damage.)

What else.

Pam is on a PIP now and practices malicious compliance when she is at work. That doesn’t happen much because she is often just AWOL. Junie (unlucky new manager) has visibly aged. We had drinks and she asked, “Did Pam do X and Y when you were managing her” and it’s the same batshit things, including the spooky rage. Our labor laws and risk-averse HR mean it will be a year or more until Pam can be fired.

Also, Pam decided she wasn’t queer after the head office pulled support from DEI programs, following the Trump executive orders. She has turned on the ERG members. She doesn’t seem to care when people are angry at her. It’s unsettling. She just smiles and looks kind of happy whether she’s getting cheers or curses (not literally).

I don’t know what we’ve learned from this. How do you not hire a sociopath?

Final Update (Posted on 24th June 2026): update: I think my disastrous ex-employee is co-opting queer identity

I am an American working abroad at an American company who wrote you in January 2025 about an incompetent ex-report (“Pam”) seemingly appropriating LBGTQ+ identity, then sent an October update where I shared that Pam (aged 30s) had damaged the group and mistreated a teenage member, Mary, who was financially, professionally and emotionally harmed by a secret extramarital relationship with Pam. I’m deeply grateful to you and the commentariat.

After a horrible year, all the news is good. Pam is gone, some justice got done and I am coming back to life.

Commenters identified Pam as a predator, including a nailed-it one who said, “I suspect part of what OP was picking up on was that Pam was embedding herself in a very vulnerable group.” I decided I was okay dying on this hill and did two things. First, I overstepped a bit as a peer and urged Pam’s manager Junie to really think about what keeping Pam was doing to her team (who had to cover Pam’s work and absorb her dramas). Second, I reached out to the director of our high school grads hiring program (which onboarded Mary 2+ years ago), to bring him up to speed and ask to help prevent recurrence.

Let me talk about the second action first because I love the outcome so much.

I live in a country without marriage equality. You expect some homophobia among folks over a certain age, like this director who’s been with our company for decades. So I went in with my own biases. He listened silently as I spoke. Then I realized he couldn’t talk because he was near tears. The first thing he said was, “We failed Mary. We forgot about the emotional needs of young people who’ve survived a tough childhood, how vulnerable their hearts are.” Then he said, “What can I do to make things better?”

After escalations and informal passing of the hat (legal fees), Mary’s firing was retroactively converted to voluntary resignation with extra paid leave tacked on. With her new solicitor’s encouragement, Mary also filed suit against Pam for romance fraud and WON. The court forced Pam and her husband to give back money and gifts, and warned criminal charges might follow if they didn’t scramble to make Mary whole. (I learned lack of marriage equality doesn’t mean inequality in legal judgments elsewhere.) My understanding is, Mary’s debt situation resolved. Her former mentor and others from our company are an active part of her life and I heard she’s doing well at a new company.

The high school grad hiring program is building a social component, partnering with local universities (including their LBGTQ+ groups) and youth chambers of commerce. I am volunteering manageable hours a month for these events and I feel happier than I have in a long time. The program director is encouraging me to get the necessary experience and skills to move to his team and work on the program full-time. He values my past as a social worker, even if it’s from another country. If all goes well, I should be able to transition by end of this year.

Now, for the first action. My words sort of got through to Junie, who extended Pam’s PIP. Pam apparently cried and screamed at Junie. She’d assumed Junie would pass her. Pam stopped even pretending to work (but wouldn’t go on any kind of leave), claiming she has Covid (false), her kids are seriously ill (false and WTF), her husband is seriously ill (false), she is auditioning for a role in a big show (false), she’s in danger because her social media posts have gone viral (yeah, I don’t know either) and she is being sued (true). Junie and HR finally got fed up and offered Pam a favorable severance package to quit at the end of the next pay cycle. Pam ignored the offer until she suddenly … quit effective immediately. She actually reduced her severance by doing this, which is unlike her. LinkedIn says she works elsewhere now. I am making myself put Pam out of my mind. To hell with her and why she did anything she did, I think the only gender she’s attracted to is “Pam.” I hope her new manager pays more attention during the probationary period than ours did.

Thank you all for your support and feedback. To the commenter who said she’d been Mary once — I especially appreciated your perspective.

I am not the OOP. Please do not harass the OOP.

Please remember the No Brigading Rule and to be civil in the comments