Issuu

2023

Dear myGwork community,

We are thrilled to once again share our annual compilation of the most inspiring interviews featured across LGBTQ+ media platforms such as Attitude, DIVA, and myGwork in 2023. It has been an incredible privilege to connect with and interview LGBTQ+ professionals and allies from myGwork's diverse network, representing every facet of the LGBTQ+ spectrum in various industries. We are also delighted to showcase this year's front cover, designed by the immeasurably talented Dom&Ink, an illustrator who thrives on creating art that amplifies the beauty of queerness and identity. We were overjoyed to win Dom&Ink's contribution at an auction supporting the LGBTQ+ Community Centre at Taylor Wessing's London office. With a remarkable portfolio including RuPaul's Drag Race UK, Little Mix, Tinder, NOW TV, and more, their talent knows no bounds. It has been a pleasure collaborating with Dom&Ink, whose empowering and memorable designs continue to uplift our community. Our hope is that these stories inspire you as much as they have inspired us. We eagerly anticipate our continued collaboration and sharing even more with you in 2024. On behalf of the entire myGwork team, we extend our heartfelt gratitude for your participation and unwavering support towards our #WorkingWithPride mission.

Adrien & Pierre Gaubert Adrien & Pierre Gaubert, Co-founders, myGwork

Contents 004

Sheryl, Checkout.com

071

Luis Carlos Cortés Ruiz, WTW

131

Dr. John Blythe, Immersive Labs

006

Ali Reed, PHD UK

073

MJ Edwards, Gilead

133

Zoe Bowen-Jones, WPP

008

Snehal Shende, Parexel

075

Diarmuid Bennett, HCA Healthcare

138

Guy Thompson, Hearst

010

Brad Baumoel, JP Morgan & Chase Co.

077

Brendan Johnson, Awin Global

140

Isabella W-Hawkins, IG

012

Rena Barton, M&S

079

Nejc Jaka Sekula, Novartis

142

Marianne Groth, Hitachi Vantara

014

Yasmin Benoit

081

Nikki Phinyapincha, Trans Talents

144

017

Emma Riley, RX

084

Robert Williams, eBay

147

Rashmi Pandit, Morningstar

024

Tate Smith

086

Edgar Martinez X Jen Polzin, JTI

149

LexisNexis

027

Olivia McEvoy, Booking.com

088

Kira Van Niekerk, Thomas

154

Rylee Spooner, Clifford Chance

029

Raga Dsilva

090

Reesa Graham, Blackstone

156

Gabriel Briceño, Rapport

033

Nay Chi Win Htet, Great Scotland Yard

092

Egle Juzenaite, Pearson

158

Esther Gomez, Marsh McLennan

035

Tj Richards, Santander

095

Luca Simonazzi, lululemon

160

Laura Morrison, Pfizer

037

Belton Flournoy, Protiviti

098

Tracey Bewick, Lloyds Banking Group

162

Thomas Leigh-Eldredge

040

Federico Casagrande, Warner Bros. Discovery

101

Nikolaos Koutrakis, Colt Technology Services

164

Emma Smith, Creative Assembly

042

Jacinta McNicholas, State Street

103

Mark Dresser, Gilead

166

Sophie Bull X Kel de Witt, Capgemini

044

Jorge Cabestany, GSK

105

Chris McQuoid, Lloyds Banking Group

168

Georgie Higgs, Oracle

047

Amanda Scott, Compass UK&I

107

Tim Tan, FitchGroup

170

Tyler O'Toole, Sustainable Fitch

109

Alex Rose-Parfitt, Raytheon UK

173

John L Williams, DIAGEO

049

Roberto Hoornweg, Standard Chartered

Michael Hakeem, Charles River

051

Norah Memran, Oracle

112

Kate Daniels, NTT Data

175

Eric Callmann, Fitch Group

053

Martyn Scott-Thomas

115

Rakshet Sachdev, Reckitt

177

Bliss Anderson, RS Components

057

Ashley Halstead, Enterprise

117

Victoria Jackson, Clyde & Co

179

Celia Navarro, Criteo

059

Andrew Brown, Organon

119

Jason Richards, Swiss Re

181

Kelsey Stobbs, Walgreens

061

Felipe Cardenas, IGLTA

122

Diamond Collier, Black Trans Women Inc

183

Paul Wheeler, Kellogg Company

064

Shelley Kent, S&P Global

125

Marion Bentata, State Street

185

Namrata Dutta, S&P Global

066

Jane Grammer, Dorchestor Collection

127

Stephen Cuppello, Thomas

069

Laetitia Tierny, VF Corporation

129

Jay Nam, BlackStone

Sheryl She/Her IT infrastructure engineer

IT engineer Sheryl on coming out at work: ‘support improves productivity for everyone’ Sheryl starts the conversation by enthusiastically sharing that she is a complete geek and goofball. As a child, anime and cosplay were a place of solace and a safe space to explore her gender identity. However, gender exploration was not encouraged or even seen as an option while growing up in Mauritius. While Sheryl feels immense privilege having grown up on the beautiful tropical island, she explains that Mauritius remains a very conservative place. “You have to hide every aspect yourself if you’re not conforming to what society is expecting.” The lack of visibility and acceptance of LGBTQ+ identities often made for a lonely childhood. “I was really scared growing up. There were lots of transphobic and homophobic jokes which pushed me into my own bubble,” Sheryl shares. With no internet access until the late 1990s, researching or finding others like her was near impossible. “I didn’t think I was normal.” It was only in her late teens when she discovered the term transgender and realised she was not abnormal at all. “I didn’t have any role models, but in the end, I became my own role model.” University life in Melbourne, Australia, was difficult for Sheryl. Battling dysphoria and depression left her suicidal and pushed her to the edge until she finally sought professional help and began transitioning. This marked a turning point in her life. “I felt reborn, and I can say I’ve been shining from then on,” she states. It was at this time that Sheryl also found her chosen family of friends who accepted her wholly as she was. “The day I came out, it was my birthday. I stood up and said, ‘I’m coming out as transgender.’ My friend shouted, ‘It’s about time’ from the back of the room.” For Sheryl, this acceptance allowed her to fully step into herself. This acceptance allowed her to fully step into herself. However, after transitioning in Australia, Sheryl knew that returning to Mauritius could not mean returning to the closet. “People here make jokes about trans people, and there are a lot of stereotypes. This is why I want to break those stereotypes. I’ve was lucky to transition in Australia. So, coming back to Mauritius I had already transitioned, and I don’t really care what people think, because I’m myself.”

Back to beginning

While coming out at home was not easy, Sheryl is grateful that her mother has become one of her biggest supporters. However, continuing her transition in Mauritius brought hurdles. Anti-LGBTQ+ laws remain due to the conservative government and a small but vocal opposition to change. Officially changing her name took a gruelling year and a half. Facing adversity for simply being herself, pockets of acceptance became lifelines for Sheryl. Her mother accompanied her to doctor’s visits and became her strongest ally. She also found this acceptance in her workplace at Checkout.com, which authentically supports employees regardless of identity. At Checkout.com, “you always have support and people that care. You have visible allies, you can feel like people will show up, community is important, and people are visible in their allyship,” she explains. When Sheryl came out at a company event, “everyone was so understanding and happy,” she says, adding: “This support improves productivity for everyone.” For Sheryl, allyship often simply comes down to respecting the person in front of you. She hopes that through allyship, empathy and sharing stories, change can slowly happen across Mauritius, perhaps one conversation at a time. Though her journey has been difficult, knowing herself and speaking her truth has allowed Sheryl to become the role model she wished for but never saw. “Being open to myself has helped me to remain sane because I went through a lot. The moment I opened up and was completely honest with myself, a floodgate of emotions also opened up, but you just have to follow yourself because you can achieve much more by being yourself.” Her hope is that if transgender people in Mauritius can access better education, mental health support and medication, it will make a monumental difference. “There are many different transgender people in Mauritius, and I want people to open up and see the human part of our community.”

By Zoë Schulz

Ali Reed She/Her PHD UK CEO

Ali Reed on coming out as bisexual and advocating for LGBTQIA inclusion at PHD UK Ali began her career as a graduate media planner in the early 2000s. Despite entering the industry during the dot com bubble burst, she’s worked her way up to become the CEO of PHD UK, a global media agency and part of the Omnicom Media Group. Ali leads the team as they create campaigns that lead to remarkable growth – utilising data and technology. As the CEO, every day is different for Ali. Her role involves a diverse range of activities, varying from cracking new business briefs to meeting with clients for annual planning work. She also actively participates in industry events, such as organising thought leadership expos and supporting LGBTQIA initiatives within the company. Ali’s father was an expat, so her childhood took her around the world – from Brunei, America, Holland to the UK – instilling in her a love for travel. She also ended up marrying a diplomat whose job now takes her family around the world, so they are able to give this same experience to her kids, and it’s taught them French, Italian and now Maltese. This exposure to different places helped shape how she sees the world, along with surviving breast cancer at a young age. “I had breast cancer young, which shaped my view of the world. For many people in that situation, I think it makes you step back and lean out of the rat race. For me, it did the opposite – I want to experience everything that my career can offer me in technicolour, and it probably contributes to my relentless thirst for success personally and professionally. I’ve also learned not to apologise for this anymore.” Ali noticed an equal attraction to girls and boys during her teenage years and slowly realised she was bisexual. Despite accepting this, she still notes that heteronormative standards still influenced her subconsciously, conditioning her to believe relationships with men to be more acceptable. She also didn’t feel the need to label herself at this point or have a formal “coming out” experience. Instead, her family and friends understood and accepted her, creating a safe space for her to be herself. Despite being openly bisexual with friends and family for most of her life, it was only two years ago that Ali came out in the workplace. During a panel on ‘covering in the workplace,’ she had been asked to talk about covering as a mother, but she ended up coming out as bi instead. This act of visibility resonated strongly with so many who were relieved to see someone in a senior leadership position discussing their identity openly.

Back to beginning

“It made me feel humbled to know so many people still felt scared to be unapologetically and openly themselves in the workplace for fear of negative attention or judgement,” Ali shares. “And it made me realise I had a role to play in changing that.” While Ali feels comfortable being out in the workplace, she acknowledges that being a married mother of three can sometimes confuse people. “Although I’m comfortable, I think it can make others feel a little uncomfortable; the bisexual individual is sometimes harder to categorise in people’s minds,” she explains. She often faces bierasure, which is the tendency for society to overlook or invalidate bisexual identities. Despite the challenges, she strives to speak openly about her experiences to contribute to positive change and create a future where individuals can embrace their identities without fear of judgment. “As time goes on and education and awareness improve, I feel more comfortable speaking about my experience and the more I do it, the more I hope people like me can see themselves in the future holding a leadership role without having to withhold a part of their identity. That’s why I do it.” Advocating for LGBTQIA inclusion holds great importance to Ali, not only within the LGBTQIA community but also for every employee at PHD. She believes it’s crucial for everyone to feel included and valued in the workplace. PHD fosters an inclusive environment through policies that are inclusive such as supporting transitioning in the workplace for transgender individuals and training initiatives that promote everyday inclusion and allyship. Celebratory events are also an essential part of fostering inclusion and strengthening allyship, allowing the team to express their joy and solidarity. As CEO, Ali is dedicated to ensuring all PHDers feel included and belong at the company – not just LGBTQIA folks. She explains that it’s incumbent on her, the leadership team and all PHDers who work across their offices and within the wider OMG family to create an environment where everyone thrives as their true self. She isn’t naïve in thinking this is an easy task – but is always determined to push the organisation to be more empathetic and encourage active allyship. “As a bi woman, I am at the intersection of two minorities which haven’t always been championed within the advertising and media industries,” Ali notes. “But there are others that have had even less of a voice, and it’s my job to raise everyone up as much as I can. My generation has been pretty complicit in a culture that hires people who look and act like themselves – and that’s really poor business acumen. The British population to whom we are advertising our brands is incredibly diverse across all sectors of society – so we need to do a better job of attracting that kind of person to work with and making them feel happy and included when they get here, whatever their background.” Ali’s journey in the advertising industry and her commitment to LGBTQIA inclusion at PHD UK demonstrate her passion, resilience, and dedication. Through her experiences and leadership, she aims to create a workplace culture that embraces diversity and empowers individuals to be their true selves. In a world where the bi community are still misunderstood and erased, we need more people to stand up as visible role models and, in turn, inspire others to do the same, a domino effect creating leaders who value empathy. Looking ahead, Ali hopes that with better education and representation, the bisexual community won’t ever feel the need to pass as straight to get ahead. “Celebrate our difference in a positive way which feels unafraid. Because celebration is a force for good in the world, and I personally believe advertising can be too – marrying the two will make things better and make better things!” By Zoë Schulz

Snehal Shende She/Her Associate Manager

Associate Manager at Parexel, Snehal Shende, talks about standing for the rights of others and how to incorporate this into corporate management Snehal grew up in Nagpur City, surrounded by loving family and friends. With a close-knit community, empathy and kindness to those who may be different was instilled in her at an early age, particularly during holiday visits to her aunt’s township. As a child, Snehal was curious about the people she came across there, some of whom seemed to conceal their identities and stay hidden inside their homes. She later found out that these people identified as transgender and considers her interest and desire to understand that community her first memory of being an LGBTQ+ ally. This support for the community from such a young age was further demonstrated when Snehal would hear her childhood friends making cruel and unkind comments about transgender identities and, despite the possibility of being subject to mockery herself, would call out their behaviour. “I just thought it was so wrong for someone not to be included in our society just for being who they are,” she explains. “So, I made sure I at least conveyed this to my friends.” As well as developing a keen interest in nature, culture and singing, Snehal maintained her allyship towards the transgender community throughout her teenage years, all the way up to graduation. Showing a desire to learn and be the best version of herself, she enrolled in personality development classes which aimed to inspire personal growth. During these classes, she was asked to speak on a topic of her choice, and she chose to make a stand for the transgender community. Though this surprised everyone on the course, her speech was met with applause. Even before joining any official LGBTQ+ networks or inclusive groups, it’s clear that Snehal’s passion for LGBTQ+ rights and her inclination to be a strong ally to the community has always been a part of her. “What I understand about allyship is you need to be very honest in your thoughts and intentions. Put sincerity into your efforts.” After graduating, Snehal began her career as a research coordinator at the Central India Cancer Research Institute before taking work at Tata Consultancy Services. She now works as the Associate Manager at the global clinical research organisation, Parexel. In her decade-long placement at the company, Snehal has overseen advancements in clinical data analysis, ensuring that Parexel maintains its status as one of the top-selling biopharmaceuticals and biotechnology companies. But it’s Parexel’s dedication to an inclusive culture and work environment that Snehal is particularly proud of.

Back to beginning

“We have the Parexel PRIDE committee,” Snehal says, “Which strives to enhance the visibility of LGBTQ+ employees and assist Parexel with hiring, retention, and professional development of LGBTQ+ employees.” Parexel PRIDE is an opportunity to learn from and improve conditions for LGBTQ+ people in the workplace. In her office, based just outside of Hyderabad, the committee constantly strives for positive change. From ensuring gender-neutral language and making sure the team knows how to talk to LGBTQ+ people in a respectful manner to physical changes, such as the implementation of gender-neutral bathrooms, Hyderabad is currently taking steps ahead of the rest of the offices based in India. As Assistant Manager, Snehal’s role in this progress has been integral, placing company awareness and kindness at the top of her priorities and knowing the impact of her role as an LGBTQ+ ally. “Allyship is one of the important aspects of this LGBTQ+ journey,” she observes. “Allyship plays an additional role of support system wherein you make the system not just aware of this topic but also make the system understand the right behaviours and way to look at this. This eventually leads to a more inclusive and positive workplace.” Snehal also joined myGwork earlier this year for a panel during WorkPride, talking about the importance of intersectionality in inclusivity and the specific experience of the LGBTQ+ community in South Asian communities. Also discussed was the importance of culture and religion and being open about mental health struggles. In the panel, Snehal referenced accountability and responsibility for cisgender heterosexual people to help make the LGBTQ+ community feel safer in the workplace and across all aspects of society. Throughout her career and efforts to promote diversity, Snehal has witnessed a notable change in attitudes towards LGBTQ+ identities in recent years – particularly regarding the protection of human rights. “There is more visibility and buzz around LGBTQ+ safety and rights,” she says. “The conscious efforts by Parexel for LGBTQ+ skill development and education through a corporate social responsibilities umbrella is also one of the important areas of progress and development.” Snehal shares a positive outlook overall for the future of inclusivity and diversity in the workplace and anticipates effective change continuing to take place for the community. Her main wish for the future of LGBTQ+ rights is that young queer people are celebrated and accepted from birth, just as cisgender, heterosexual people are. Her parting words are directed to her fellow allies and anyone who wants to see progress made for LGBTQ+ rights: “Just remember we are all humans. And it is our social and moral responsibility to support any human cause.”

By Dylan Mann-Hazell 9

Brad Baumoel He/Him Global Head of LGBT+ Affairs

‘Diversity, equity and inclusion is part of how we do business’ shares JPMorgan Chase’s Brad Baumoel Brad describes his younger self as a wallflower. At work, he quietly sat in the corner, not opening his mouth if he didn’t have to. It wasn’t that he didn’t have any good ideas – he had so many – he was just consumed with hiding who he was. “I was the opposite of myself,” Brad reflects on this version of himself. “I was always in my head processing everything I wanted to say so I wouldn’t out myself. It was exhausting.” It was 30 years ago when Brad first joined JPMorgan Chase – the early 90s – and it wasn’t that he didn’t think they supported the LGBTQ+ community, but more so that the community wasn’t visible to him. So, he found himself living two completely separate lives until it reached a breaking point, and he felt he had no choice but to start being honest about who he was. Brad met his now-husband two years beforehand and spent that time unable to mention him to his colleagues. After almost 10 years in the professional world, Brad came out and was met with kindness and warmth. The only regret he had was not doing it sooner. “When I finally broke down those walls and brought my true authentic self to work, I began to thrive and advance in ways I never imagined possible. I wish I had known sooner that so many things that made me special outside of the office could also be powerful tools here at work.” To say coming out was a turning point for Brad’s career would be an understatement – it was a tectonic shift. No longer the wallflower in the corner, he began showing up without filtering himself, and his career bloomed. Raised in a single-parent household in Massachusetts, Brad is vocal in crediting his mom for the person and leader he has become. “She taught me to lead with empathy,” he reflects. As a testament to this, he took the empathy he received when he came out and has spent the rest of his career reflecting it back at everyone around him. Brad became involved with the company’s LGBTQ+ initiatives – it was 1997, and their business resource group (BRG) had been around for about a year but lacked structure. Brad threw himself into organizing the network so it could be both focused and impactful, bringing his leadership skills to the table.

Back to beginning

“I grew up in the BRG,” Brad explains, looking back on how important this time was to him. “I was determined to pay it forward for other LGBTQ+ employees who would come up the ranks behind me.” As Brad’s career in financial services grew, so did his passion job. He’s now spent 30 years at JPMorgan Chase – a feat he never quite expected – where he’s held key roles in Global Finance, Asset & Wealth Management and Consumer & Community Banking. While there have been many highs and successes, none have compared to being asked to establish and lead the Office of LGBTQ+ Affairs. “In a way, I was interviewing for this job my whole career,” Brad says. JPMorgan Chase’s Office of LGBTQ+ Affairs is the first of its kind business, with a full-time, global dedicated team. Brad had been pushing forward LGBTQ+ equality ever since he came out in the 90s, and he knew those moments giving back to his community was what ultimately made him happiest in his career, but he never expected to be able to do this with the full support and resources of an organization like JPMorgan Chase. “I often wake up in the morning and think I’m dreaming. I go to work super excited and leading with my heart.” The Office is one of seven teams created to advance equity and inclusion for underrepresented and marginalised communities. These teams are not a function within Human Resources, but standalone businesses setup to create better outcomes for all employees, customers, clients and communities. For Brad’s team, this means delivering best-in-class policies and benefits that are LGBTQ+ inclusive. Customers – such as small to medium-sized business owners – can access coaching and mentoring to accelerate both their personal growth and the growth of their businesses. On top of this, the team is also deeply investing in partnerships with nonprofits to address the needs of all LGBTQ+ people, particularly those most vulnerable, such as the transgender and nonbinary community. “Diversity, equity and inclusion is part of how we do business. It’s embedded into how we think and how we approach everything we do here,” he adds. Brad and his team are dedicated to growing and equipping allies across the organization. Allies are vital in pushing forward LGBTQ+ inclusion and hold great power, so a lot of time has been spent creating resources and tools to empower allies. This includes a digitised program called Global Ally Journeys, which allows employees to chart their own path to active allyship through guidance on actions such as using inclusive language, completing awareness trainings, volunteering for a nonprofit and publicly supporting and advocating for their LGBTQ+ friends and family. “The LGBTQ+ community is facing strong headwinds. We need allies more than ever. We need people to lean in and vocalize support. And we need to create even more opportunities in the workplace for our community to advance and thrive.” The young wallflower that Brad used to be probably couldn’t have ever pictured the life he lives now – visible, proud, and outspoken. The world has changed since he first came out, and it still continues to change. When people feel they can show up as themselves, it opens the door for them to succeed in ways they otherwise may not have imagined, and we all benefit from a world where everyone can live authentically and feel safe doing so. “My LGBTQ+ network taught me how to lead in ways that my day job probably never would have. I’m a better leader today because I lead with my heart. I lead authentically. I bring my full self to work every day. I am anything but quiet. I always share my opinion. I bring everybody else around me with me. This has been a byproduct of feeling safe and welcome in this company.” By Zoë Schulz

Rena Barton She/Her Academy Customer Assistant

Meet the woman bringing LGBTQ inclusivity and joy to Marks & Spencer as an Academy Customer Assistant When Rena first joined Marks & Spencer’s store operations in August 2021, she approached with fear that her identity as a trans individual might hinder her chances of securing a job. This apprehension was only further fueled by the consistent anti-trans narrative often seen in the British media. However, Rena took the leap and decided to disclose her gender identity to the company. To her surprise, Marks & Spencer responded with the utmost support and understanding. When Rena informed them that she wasn’t comfortable wearing the allocated men’s uniform, they promptly assured her that it was perfectly acceptable. In fact, their response demonstrated clear affirmation by asking about her preferred name and pronouns. This level of acceptance and consideration reassured her that her identity would be respected and celebrated within the company. “A lot of trans people will mask their identity due to a lot of the negative content online,” explained Rena. “I was worried that if I did announce it, I wouldn’t be hired. Looking back now, it seems incredible to think that I was so paranoid, but at the time, it was coming from a real place.” Rena’s journey accepting her trans identity began long before her employment at Marks & Spencer. Growing up in Maidstone, Rena always felt like a bit of an outsider. Attending a comprehensive school where diversity was scarce, she experienced the familiar struggles of LGBTQ+ individuals who felt excluded. However, it wasn’t until around the age of 11 that Rena started recognizing her own gender identity. Drawing inspiration from female pop singers, she considered them as role models but soon realised a deeper, internal layer to that admiration. As one of three triplets, it took a long time for her to disclose her identity to her brothers. However, they both responded very gently and kindly, only needing some time to adjust. When Rena eventually decided to confide in her parents, she wrote a detailed three-page letter explaining her gender identity and left it for her parents to read while she went on a walk. As she walked outside, Rena felt an overwhelming sense of liberation, finally free to live openly and authentically, whatever the response. Stepping away allowed her parents to consider how they wanted to react, as opposed to any knee-jerk reaction they may regret. “I got the idea from when I was a kid, if I ever got in trouble or something, I’d just write a letter for them,” Rena recounted. “We’re quite fiery as a family, so I knew that if I had brought up so much stuff, we wouldn’t have been able to communicate in that same way, they wouldn’t be able to process it as well.”

Back to beginning

Rena’s role as an Academy Customer Assistant allows her to meet people face to face, extending a warm welcome and demonstrating what Marks & Spencer represents as a company. Through her involvement in the LGBTQ+ network, she actively promotes inclusion and diversity within the company, taking the initiative to create posters and boards, and highlighting important dates like Mental Health Awareness Day, all with the aim of promoting awareness and understanding. One of the most significant experiences in Rena’s career so far was participating in Pride events with Marks & Spencer. This year, the company hired a full-fledged float for London Pride to showcase their commitment to the LGBTQ+ community, even attending four other Pride marches across the UK. She eagerly joined her colleagues and other members of the LGBTQ+ network on the float, basking in the love and support received from both colleagues and the general public. Invited by a fellow LGBTQ+ employee, it didn’t take long for Rena to join the LGBTQ+ network at Marks & Spencer. This connection opened doors for her to engage in various events and activities organised by the network. She recalled her involvement in a Fireside Chat for Trans Day of Remembrance, which was wellreceived by colleagues. The network serves as a pillar of support for LGBTQ+ members within the company, while also educating allies who are eager to learn more about the community. It acts as a resource by directing individuals to relevant policies and providing guidance in specific situations and even provides further opportunities to progress in the business. “Our main goal is acting as a network and a place to have that support for LGBTQ+ members at Marks & Spencer, but then also as an opportunity to gain knowledge and learn for allies that want to know more, too,” says Rena. Looking ahead, Rena expressed excitement about making events more interactive and inclusive. She envisions hosting workshops that can help educate individuals who may be resistant to understanding the LGBTQ+ community. Rena acknowledged that there are people who feel unheard and confused in current conversations, but she hopes to bridge the gap by dispelling misinformation and providing accurate knowledge. Aware of the challenges brought on by the British press, she expressed the need for companies like Marks & Spencer to consistently support and stand behind the LGBTQ+ community. Rena’s story serves as a testament to the impact of true inclusivity within the workplace and the immense value of companies such as Marks & Spencer. Through actively promoting diversity and empowering employees, individuals and institutions can come together to celebrate and uplift the marginalised communities, and particularly urgently, the transgender community.

By Dylan Mann-Hazell

Yasmin Benoit She/Her Model, Activist, Writer

Meet and greet: Yasmin Benoit, model and award-winning asexual activist Can you share a little about yourself? Why did you want to be a writer, model, activist and speaker? I started my career as a model because I wanted to increase diversity in that area and provide representation for Black women with alternative styles. The first topic I wrote about was my experiences as an alternative Black woman in the industry, but I noticed a lack of asexual representation the more time I spent on social media. That was when I decided to use my platform to raise awareness about asexuality and also aromanticism. Things snowballed from there, and I've had the opportunity to speak at incredible institutions, write for amazing publications, appear in documentaries and magazines like Vogue and Cosmopolitan, and speak at a range of different corporations, events and conferences – even at TEDx. What are your topics of interest as a writer? Do you have a particular niche? I largely write about asexuality and aromanticism, interweaving discussions about Blackness, feminism and injustice from my own perspective. So I go into compulsory sexuality, the concept of romance and amatonormativity, racism, public image and hypersexualisation in context to my experiences - and other aces' experiences. I cover it because not a lot of people are. It's true to my own experience, and it's a deep area with so much to discuss. On what type of social problems do you write/speak about? Why do you think these problems exist? My work concerns asexuality and aromanticism, as I've already mentioned. I aim to raise awareness around those orientations and issues facing those communities. These issues largely come from the way we're taught to conceptualise 'normal' sexuality and romantic relationships, which lead to a hierarchal structure, a lack of awareness and also the stigmatisation of asexual and aromantic people. How important is LGBTQ+ inclusion in the workplace for you personally? I don't have a fixed workplace, so it doesn't make an impact on my work experiences personally. But I know that it makes a big difference for many others who spend a large amount of their time in the workplace, particularly members of my community. So it impacts me in that sense, and I do whatever I can to make workplaces inclusive environments, especially for asexual people who are less likely than other orientations to be out in the workplace.

Back to beginning

What's the biggest highlight of your career to date and why? Launching the UK's first asexual rights initiative was my biggest career highlight. I've teamed up with Stonewall to produce a report on asexual discrimination in the UK, which will be used to inform legislation, policy-makers, organisations, businesses and charities on how to better support asexual people. What was the last book you read? Any interesting takeaways, and would you recommend it to fellow leaders? The last book I read was Catch-22 by Joseph Heller. I have a preference for more classic literature and historical fiction. Everything I read is either set almost a hundred years ago or was written around a hundred years ago! This one was quite a challenging read because I don't usually read books that are so non-linear, but I'm glad I stuck it out because it was worth it in the end. I wouldn't just recommend it because it's a still-relevant classic, but also because Heller really found a way to communicate absurdity and a dark subject matter in a character-centred, humorous and almost surreal way. It's a great example of how you can get creative when communicating a serious narrative and use humour to emphasise the ridiculousness of certain aspects, which can actually make them easier to empathise with.

What was your last holiday destination, and where do you plan to visit next? My last holiday destination was Rasnov in Romania for a Christening, with a few stops to Brasov to go skiing and to speak at a university, and Bucharest for some sightseeing. It was my first trip since the pandemic started and my second time there. It's one of my favourite places to visit. I love the atmosphere in Romania. The hospitable people and the food is incredible. I have recently, returned from Serbia, as I was invited to speak at International Human Rights Conference in Belgrade. What do you do to relax at the end of a hard-working day? The most relaxing thing for me is some escapism. If I want the more thoughtful type of escapism, I'll probably read another historical book and become someone in a completely different era, living a completely different life. If I want the brainless, entertaining type of escapism, I'm probably playing Sims 4... and I've racked up a lot of hours playing that game!

By Pepi Sappal 16

Emma Riley She/Her Programme, Governance & Operations Manager

I was kicked out of the Navy for being gay. I took them to the European Court Of Human Rights. “Get up, get dressed, get downstairs – you’re under arrest!” I was born in 1972 to wonderful parents who took my brother and me sailing almost every weekend. School life, however, was another matter. At primary school, I remember a boy stabbing me in the shoulder with a pencil, and as a red-headed tomboy, it didn’t get much better. I had to move secondary schools due to bullying and though the new one was better, it continued. As I started my A levels, I started questioning my sexuality. I’d had a couple of boyfriends but had crushes on girls and Anneka Rice! I wanted a career where I could belong, be useful, and not face bullying. When I was about 13, there was a career fair at my school and the Army had a stand. While the idea of serving my country struck a chord with me, the Army wasn’t right. Instead, I chose the Women’s Royal Naval Service. The first day you are briefed, you get your kit and settle into your shared room. They give you time to read through the contract before signing and it was then that I discovered that homosexuality was explicitly banned. I read that a few times, then decided that I didn’t know what I was and it was so strong in me to serve my country and find that camaraderie that I would sign and bury any thought of being anything other than in the Navy. My first draft was to HMS Cornwall. It had been converted to have women aboard and we were the first to sail on her, deployed for months out in the Caribbean, America and Canada – an incredible trip! I’d like to be able to tell you that I had found belonging, but it wasn’t quite like that. I didn’t get accepted in the way that I had hoped. For example, they put together a ship-wide radio station. During one show, they played a pretend request for me – Tammy Wynette’s “Stand By Your Man,” the first line is “Sometimes it’s hard to be a woman.” It had become stronger in me that I wasn’t straight and I had to test myself somehow to be sure. The ban meant I hadn’t anyone to talk it through with so instead I took myself off to London and had an evening “out” – I kissed a girl and I liked it! My father had become unwell, and the worry and strain of hiding my secret meant I was in a fragile mental state. One evening I went for a few drinks with my roommate, someone I felt was my friend. I confessed that I thought I was gay. 17

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My world fell apart. Far from being supportive, my roommate had reported me to the Military Police. Two officers interrogated me. Later, they took me back to search my room for evidence. They went through everything – every drawer and bag looking for evidence. They confiscated a Suede CD, the one with two androgynous people kissing on the front, and a Julian Clary video since everyone who watches him must be gay! They took letters I had written to a non-Navy pen pal, which I had mentioned I thought I was gay. They were looking for names – it was a real witch-hunt.

HMS Cornwall being visited by (left to right) Emma’s Uncle, Aunt, Mum and Dad

I had to tell my parents not only that I was likely to be thrown out, but that I was gay; a forced coming out. I am thankful my parents were completely supportive – I had a home to return to. Weeks went by as the investigation ground slowly on. Eventually, I was brought to Captain’s Table and told my services were no longer required. I had to sign a paper to say I wouldn’t challenge the decision. I wrote that the only reason I wasn’t challenging it was because my father was so ill. I spent weeks at home with no clue what to do and decided I had to find work. I started with basic temp work. Eventually, I found permanent work, settled down, and found a girlfriend. I needed to go back and challenge the decisions made, but where to start? First was to take the Ministry of Defence (MOD) to court. It became clear that one of the journalists in attendance at the first public hearing had called the story in, as a camera was in my face the moment we left, the only time I’ve felt like a harassed celebrity. My barrister was excellent at protecting me from the press and the Daily Telegraph didn’t get the photo they wanted, though they ran a short piece anyway.

The case failed and there was only one option – take the case to the European Court of Human Rights (ECHR) and prove that dismissal on the grounds of sexuality was a human rights infringement. I agreed but decided that I would be anonymous to protect my family, the case went ahead as ‘R. vs. the United Kingdom’.

Emma Riley, 1991

Four test cases were put forward by Rank Outsiders, who had been campaigning against the ban and the damage it had done. My case supported those, lending weight to the call for a change in the law. In September 1999, the ECHR ruled that the ban on gay people serving in the military infringed on the right to a private life. The Government and MOD put money into teams to prove that serving personnel didn’t want gay and lesbian service personnel amongst them, but in January 2000, the Labour Government was forced to lift the ban. It took a further two years to complete my case. The Royal Navy, unsurprisingly, had lost or deliberately deleted the tapes and transcripts of my interrogation. They argued and squirmed over every point but in 2002, everything was complete; I was vindicated, and the law changed. I packed the letters away and didn’t speak of it.

HMS Neptune - taken by an RN Photographer during the investigation 19

I found being part of a women’s chorus healing. I became more comfortable and took on leadership roles in the chorus, not hiding that I was gay. People accepted me for my strengths. At the end of 2014, Vocal Dimension Chorus represented the UK in an international competition. But behind the scenes, events precipitated a breakdown for me and my relationship, but these were also the tentative beginnings of really starting to become myself. At the beginning of 2015, I started counselling and, later, I divorced and began a relationship with the person I credit with waking me from a self-imposed stupor. Fran made me feel safe and supported in a way no one had before. She gave me the confidence and the strength to start to heal. Also in 2015, Professor Paul Johnson, a law professor at Leeds University, contacted me. He was collating oral histories for a book about sex, gender and sexual orientation cases that had been taken to the ECHR. He had come across my case, but it was anonymous. He had seen my real name in solicitor correspondence and desperately wanted to include my case in his book, but I’d chosen anonymity. That was the first time I had gone back to those memories. He recorded me telling the story, treating me with great compassion. The recording was transcribed and included in the book Going To Strasbourg. Many things started to happen. My Chorus was asked to take part in a tri-service, multi-faith and LGBTQIA music project called Path To Peace. After over two decades, I suddenly came face to face with a man who had joined the RAF in 2002 and had enjoyed a career as an openly gay person, something I found difficult to wrap my head around.

HMRS Cornwall playing Hockey

Fran and I volunteered at Brighton Pride and found the Royal Navy had a recruitment stand. We met Chief Wren who blithely said that she and her female partner were living in married quarters. A marine overheard me speaking to her, followed as we left and stopped me – he thanked me for taking the UK to court to change the law as it had allowed him to serve. I sobbed to hear that. In 2018, 25 years after I had been thrown out of the Royal Navy for being gay, I marched in London Pride with my company, RX (part of RELX). After the march, we gathered at our Parent’s HQ on the Strand and I gave an impromptu speech marking how incredible it was to me to have LBGTQIA identities celebrated.

I started finding out about other LBGTQIA veterans. As one of the first Royal British Legion LBGTQIA and Allies branch members, I was part of a small number of people invited to attend an evening at the Houses of Parliament to hear the Veterans MP, Johnny Mercer, mark the 20th anniversary of the lifting of the ban by apologising on behalf of the Ministry of Defence. While I was on BBC Breakfast to speak about the lifting of the ban, I met Craig Jones, the CEO of Fighting with Pride (FWP). This was a new military charity specifically focused on LGBTQIA veterans. They curated and published the book Fighting With Pride, and have been instrumental in driving public awareness and governmental change. Speaking in the green room before the interview, we discovered that we had served on the same ship together! The Royal Navy Compass LGBT Network asked me to speak at their Navy Pride conference. It was the first time in 27 years I had set foot on a Royal Navy base. Then, in March 2022, I was contacted by a documentary producer. She had seen some of the interviews I had given in the past and wanted my participation. This turned out to be Kelly Holmes: Being Me. Her story could so easily have ended the same way mine had. She was lucky not to be ‘caught’. The damage the ban did to her was huge, she spent all that time living in fear that if it became known she was gay, the Army would prosecute her. The LBGT Veterans Independent Review asked for testimonials to understand how we were treated, the impact of the ban at the time and later in our lives, and how being dismissed affected us, our careers and our families, among other issues. Fighting with Pride, Dame Kelly, the RBL LGBTQ+ and Allies branch and others vigorously promoted the review to reach as many affected veterans as possible. In my evidence, I wrote, “I am a damaged person”. The Government needed us to pick at those wounds to gain an understanding of the terrible damage done and begin reparations. At events run by FWP and when I met veterans later, it was clear that my story, hard as it was for me to tell, was one of the milder experiences. Everything from imprisonment and beating to electric shock therapy and sexual abuse and rape – all things we experienced as we were discarded. For many, these calls were the first time they had spoken about what had happened. Many have struggled with mental health, housing and financial issues. It was harrowing to listen to but it made me more determined to support where I could. It also made me incredibly thankful I work for RX and the RELX Group. They have been welcoming and supportive. I have never felt excluded or judged because of my sexuality, quite the opposite, and never more so than this year when the LBGTQ+ Veterans Independent Review was published and its first actions taken. The final report was submitted to the Government at the end of May 2023, but we had to wait two months for it to be published. Finally, I got a text to say that FWP expected it to be announced on the last day of Parliament before the Summer Recess and could I make it to London. My manager and RX were incredible in allowing me to be part of that day. We met at the cabinet office with Lord Etherton, the Rt Hon Dr Andrew Murrison and the Rt Hon Johnny Mercer. Report in hand, we listened to these three people offer words of personal apology and acknowledgement, and finally, it began to feel like maybe the right thing was going to happen. PM Rishi Sunak readied himself for Prime Minister’s Question Time. There he made a statement: “The ban on LGBT people serving in our military until the year 2000 was an appalling failure of the British State, decades behind the law of this land. As today’s report makes clear, in that period, many endured the most horrific sexual abuse and violence, homophobic bullying and harassment, all while bravely serving this country. Today, on behalf of the British State, I apologise.”

Sir Kier Starmer echoed this, saying Labour was “proud to lift the ban against LGBT+ people serving in our armed forces and today we strongly welcome this apology from the Prime Minister”. I didn’t throw tomatoes, shout or cry. I sat stony-faced as the apologies were read. The PM was unemotional and the opposition leader tried to place Labour as the hero lifting the ban which was laughable when all parties vociferously fought to keep it in place and it was only because we took our cases to the European Court that forced the change. We watched the Rt Hon Ben Wallace, Secretary of State for Defence, read his statement, and the rest of the veterans sat in the opposite gallery. This is when the emotion hit. The report’s 49 recommendations were accepted in principle and he committed the Government to action all of them, though acknowledged some may “be delivered by different means.” Crucially, his statement included an apology from his perspective as an Army officer enforcing the ban. He acknowledged that the ban was written into military law the year after the Sexual Offences Act 1967 decriminalised same-sex sexual acts in private between consenting adults. He described his journey from voting against gay marriage to meeting and getting to know people from the LGBTQIA community, becoming friends with the Rt Hon Crispin Blunt, who came out in 2010. An Army veteran, Crispin spoke emotionally as part of this debate.

BBC Breakfast Interview after PM apology 2023

The PM’s apology was an immense step forward for all LBGTQ+ veterans, particularly since this Government’s record for apologies is dire, to say the least! For some, this was their primary need: acknowledging that we were wronged by the state. We could not have accepted any less as the first reparation. For me, it felt like a PR spin exercise, shoehorned in before the Summer Recess to get good press and avoid the harder questions of how and when. Ben Wallace’s speech, given from the position of being a veteran and his change of stance on gay people, held far more emotional and meaningful content.

Reflecting on these events, speaking to other veterans about their lives, and the conversations I have had with people after I have spoken at an event makes me so thankful for my RX workplace. In the 23 years since I joined the RELX group, I have never felt I had to hide who I was or who I loved. I was allowed time and flexibility to take part in this historic moment and arrived back at my desk to a flood of emails from people across the company saying how proud they were of me, including our global CEO. I am resilient, determined, and a little stubborn, but my strength comes from my wife, family, friends, work colleagues and company. With their support, I will do everything to hold the Government accountable. The day after the PM’s apology, one of my fellow veterans hit the nail on the head when they said, “To quote Churchill – ‘Now this is not the end. It is not even the beginning of the end. But it is, perhaps, the end of the beginning.’”

By Emma Riley

Tate Smith He/Him Activist, Consultant & Speaker

Meet & Greet: Tate Smith, Founder of Tate Smith Consulting Hi Tate, can you tell us about your current role/business? I founded Tate Smith Consulting earlier this year to equip brands and businesses with policies and specialist advice on trans inclusion. I've worked on everything from transitioning at work guidance to implementing gender-neutral bathrooms to reviewing CPD programmes and updating pronoun and gender identity fields in HR systems. My goal is to ensure that every workplace is a safe environment to not only come out in but to thrive in. Can you tell us about your career journey to date? I started my career in business support roles before eventually cutting my teeth as a legal secretary at Clifford Chance. Whilst at the firm, I redrafted their trans policy and successfully advocated for top surgery to be covered by their private medical insurance provider which helped me discover my passion for activism and public speaking. I took this forward to other law firms and started delivering my well-known lunch and learns and launched a new career as a consultant and speaker. I'm so grateful that I am now able to combine my legal, advocacy, project management and secretarial skills into a bespoke role which gives me so much purpose. Are you involved in any initiatives to mark Trans Awareness Week? I will be delivering a number of speaking engagements in front of large corporations and attending Trans in the City, and We Create Space's Trans Voices event - I'm particularly excited to hear the Trans Choir for the first time! In addition, I'll be sharing content in collaboration with Celebrate Trans Joy and JAAQ at Work to discuss trans awareness and allyship. Can you tell us about your personal transition journey? I came out as trans in late 2015, a few months prior to my 17th birthday and had to go back into the closet due to lack of family support. Once I left home, I started living full-time as a male and began medically transitioning in 2019 and then had top surgery the following year. It was the best decision I ever made, and I'm so proud of my younger self for prioritising my wellbeing. The odds were really stacked against me, but once I took control of my own life, things instantly got better for me.

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What were some of the challenges that you faced along the way? The lack of support from my family has been particularly difficult, but I am so grateful to have created a life and chosen family here in London. There have been plenty of negative experiences coming out in the workplace, including inappropriate questions, unsupportive line managers and being outed by colleagues, but I have turned these into positive experiences and opportunities to share my lived experience and educate others. What challenges are people in the trans community still facing, especially at work? Unfortunately, trans people are still hiding their identity at work because they're in fear of discrimination. Many will be excluded by colleagues for being trans or gender diverse. I know many trans people who refuse to come out because they believe their workplace isn't doing enough, or some go back into the closet once they've finished transitioning because they don't have the capacity to keep coming out.

What advice can you offer someone considering transitioning? Transition when you are ready, confident and comfortable and make sure you have a support network around you. You have a right to enter this phase of your life as your full and authentic self, so prioritise your wellbeing and do everything you can to ensure you live a happy and fulfilling life. Remember, it gets better! How important is LGBTQ+, particularly trans inclusion in the workplace to you? Incredibly important. With the number of employees going back into the closet and attacks on LGBTQ+ in the press and real life, I believe workplaces should be making a strong effort to promote LGBTQ+ inclusion and check in on their employees at this time. 25

In your opinion, how important are trans allies at work? I would not be so out and confident if it wasn't for trans allies at work. They spoke up for me when I was too scared to challenge colleagues, gave me platforms to speak about issues impacting me in the workplace and encouraged my confidence when I did not believe in myself. Allies have the power to transform a daunting experience at the office into a positive one.

What more can organisations do to improve trans awareness and inclusion at work? Workplaces need to create inclusive environments for trans+ people to come out by creating robust and informative policies, providing financial assistance for transition and ensuring technical systems allow for gender diverse individuals to express themselves. Are there any podcasts that you are listening to or books that you are reading right now and would recommend to other LGBTQ+ professionals? I'm currently alternating between Pageboy by Elliot Page and Trans Britain: Our Journey from the Shadows by Christine Burns, which I both highly recommend as they're really inspiring and informative. What's your all-time favorite movie/show and how many times have you watched it? My all-time favorite movie is an Italian film named Cinema Paradiso. I've lost count of how many times I've watched it. The story and soundtrack are so beautiful! What's your most favorite holiday destination to date? Rome! That was my first solo holiday and trip as a man. I remember sitting opposite the Colosseum, eating a pizza and drinking a Peroni, thinking, "this is the start of my new life." What do you do to unwind at the end of the day? Eat good food, listen to ASMR and journal my thoughts for the day! By Pepi Sappal 26

Olivia McEvoy She/Her Global Head of Diversity, Equity & Inclusion

“When everyone, regardless of their identity, is able to contribute and achieve their full potential – that’s when we know we’ve created a truly inclusive workplace” Growing up in rural Ireland during a time when LGBTQIA rights were not even on the agenda, Olivia witnessed many challenges faced by her community. Despite growing up in a culture that portrayed queer life in a less-thanpositive light, her experiences did not discourage her but rather moulded her into a passionate advocate for change, including during the successful marriage equality referendum in 2015. “Those formative years shape your world,” Olivia reflects. “I was really struck by a couple of insights at the recent Out & Equal global summit, including how we live our lives at the intersection of who we are and how and where we grew up. There is no doubt that the abject shame that was and is imposed on so many LGBTQIA people growing up can be a limiting factor in confidence, self-esteem and wellbeing.” That being said, Olivia also feels incredibly privileged: born to a loving family, living in a country with accessible educational opportunities and now with protective legislation to live in dignity as a lesbian woman in a loving partnership for 23 years, privileges many of our global LGBTQIA community cannot count on. She also sees being a part of the LGBTQIA community as a gift, with the “community” element a particular highlight. Her involvement in LGBTQIA activism, particularly in Ireland, was pivotal in her journey towards becoming a Diversity, Equity and Inclusion (DEI) practitioner. She served as the Chair of the National LGBT Federation, playing a significant role in the campaign for LGBTQIA equality and helping to secure civil marriage rights in Ireland through a popular vote. “My ultimate motivation is the possibility of helping to create meaningful and impactful change in society,” Olivia explains. “And I really do believe DEI in organisations, corporate or otherwise, is a vital element of ensuring progressive societal change. So, I would say DEI is in my blood and bones.” Before Olivia’s role at Booking.com, she kickstarted and led a DEI consultancy practice at a Big 4 company and also ran her own consultancy practice, focusing on inclusive participatory practice and citizen engagement for young people. Upon joining the team at Booking.com as the Global Head of Diversity, Equity and Inclusion, Olivia’s goal is to consciously create a diverse, equitable, and inclusive environment where everyone can reach their full potential and contribute to Booking.com’s mission to make it easier for everyone to experience the world.

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The importance of psychological and physical safety is also an important factor for Olivia. She strongly believes in the importance of equity and inclusion of underrepresented identities, coupled with showcasing the benefits of DEI for all employees, are key elements of a successful strategy. On top of this, she adds that active engagement and ownership from colleagues at all levels are crucial to driving DEI. “When everyone, regardless of identity characteristics, is able to contribute and achieve their full potential – that’s when we know we’ve created a truly inclusive workplace.” Olivia also highlights the role of the company’s Employee Resource Groups (ERG), providing support for historically underrepresented communities, and promoting education and awareness across the organisation. The company’s Wellbeing Programme is rooted in intersectionality, recognising the impact of discrimination and bias on overall wellbeing and mental health. Booking.com’s other DEI-related initiatives encompass a range of topics, including talent management, talent marketing, compensation and benefits, inclusive hiring, mentorship and sponsorship, inclusive leadership training and more. One of Booking.com’s most significant external initiatives is the Travel Proud programme. In collaboration with inclusivity expert HospitableMe, this programme allows property partners to become “Proud Certified,” which means LGBTQIA travellers can rest assured that they are booking an inclusive stay. Beyond the culture at Booking.com, Olivia sees the need for the wider hospitality industry to eliminate discriminatory behaviour. This includes addressing microaggressions, misunderstandings and uncomfortable situations that LGBTQIA guests may encounter. She advocates for a greater understanding of LGBTQIA needs and removes barriers to ensure a comfortable and enjoyable stay for all travellers. Leaders also play a crucial role in breaking down these barriers, and we need allies across the business, she adds. “Words and good intentions are the easy part; we are judged on our actions,” Olivia says. “The values and behaviours that leaders hold themselves to are what shape the culture and environment of any organisation. From there, it’s up to leaders to make DEI a strategic priority for their organisation and hold themselves and others accountable for embedding DEI into the business. This means working closely with the DEI team and collaborating on delivering a DEI strategy.” Reflecting on the changing attitudes towards DEI throughout her career, Olivia notes that DEI is an evolving space, requiring a learner mindset, openness to new learnings, and adaptability to cultural developments. She feels that the future of workplace equality should focus on safeguarding equity and maintaining a sustained commitment to DEI. With a firm commitment to and resourcing of DEI and programmes like Travel Proud in place, Booking.com continues to actively work towards nurturing a more inclusive and accepting platform for LGBTQIA guests and staff. By constantly addressing challenges, fostering understanding and championing DEI principles, Booking.com is a place where everyone can feel welcome and represented. By Dylan Mann-Hazell

Raga Dsilva She/Her Director & Editor at The Views Room & Outspoken Voices

Meet & greet: Raga D’silva, director & editor at The Views Room & Outspoken Voices Can you tell us a bit about yourself and your current work in the LGBTQ+ space in both the UK and India? I am a middle-aged, highly successful gay Indian woman of color, mother of twins, legally married to my same-sex partner of sixteen years, and decided to finally shed my fear at 50, and ‘came out’ publicly through my book Untold Lies in 2019. I am an entrepreneur, public speaker, writer and host of several shows – both online and live in person. More importantly, I am an LGBTQ+ advocate and activist. I was born and raised in India in a very traditional catholic family. I lived in New Zealand for several years before moving to London. After working in advertising agencies in India and New Zealand for two decades, I set up my own consulting agency to support international businesses with their market entry into India. Later in 2008, I also set up India’s first speakers bureau. I have now dedicated my life to advocating for our rights in the LGBT+ community and am currently fighting for same-sex /gender marriage equality rights in India as a legal intervenor. Along with my partner, we have created and produced several positive LGBTQ+ content on various platforms – including ‘coming out stories from India’, and Today with Totally Out Now, which currently discusses marriage equality hearings at the Supreme Court in India. My personal coming-out journey has been featured across various media channels internationally, including BBC India in 2022 in several Indian regional languages. My story has also been featured on BBC One morning show recently and several other media outlets. I publish opinion pieces in several publications on LGBTQ+ related issues. I am currently working on setting up the UK’s first women (and non-binary) only speakers bureau, OUTspoken Voices. My YouTube Channel works on amplifying voices in the LGBTQ+ community, and once the bureau is launched, it will include OUTspoken Voices as a vertical to include voices from London and around the world. I am also the current Chair of the Board and Trustees for the London LGBTQ+ Community Centre and a very active member of the Gay Indian Network (GIN). I am also on the DEI Board of Aristocrat Technologies India and Sony Pictures India, as well as a Trustee on the Board of one of India’s largest charities – Child Rights & You (CRY UK). I recently joined as a Trustee on the Board of Enfield Saheli, which empowers women who have been victims of domestic violence.

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You came out publicly through your book, Untold Lies, in 2019, at the age of 50. Can you share your coming out story and the challenges you have had to overcome, especially as an LGBTQ+ Catholic, South Asian woman? Growing up in India, I had crushes on girls and one particular female teacher, but I hid it, thinking that was wrong and unusual, as most of my friends had crushes on boys. I went to a convent school in India, which has both Catholics and non-Catholics and was very strict. In the 1980s, there was absolutely no understanding of the LGBTQ+ community in India. In fact, the words lesbian and gay did not even exist. We knew of ‘homos’, and they were boys/men who were effeminate and treated with ridicule. The Bollywood films, which were our key entertainment, also used gay caricatures and mocked them. This meant that deep inside, I became homophobic towards myself and fearful, so I never disclosed this part of me to anyone and ran away from it. So, basically, there was no room for me to ‘come out’ even to myself. So, I lived a heteronormative life in a heteronormative society, predominantly wrapped with social conditioning and what we say, ‘log kya kahengay’ in Hindi, translated to ‘what will people say’. Firstly, the word ‘sexual orientation’ did not exist in my growing up days, or even until 20 years ago. All I knew was that I was deeply attracted to women, but I did not know it was normal to feel that way. I had an intense emotional relationship with a woman in my early twenties in India. But neither of us knew that we could have any future together. That was not even discussed, and therefore eventually, when I married a man, that romance just faded. It wasn’t until I was “outed” by my mother after I was married and had children, did I even seriously considered exploring this part of me. Even after that, it took me years to deal with my own internal homophobia, clear my own confusion and then eventually accept my sexual orientation. My current partner and I have been together 16 years, but even during the initial period with her, I was unsure about wanting to lead this life, and so without questioning anything, I would say things like, ‘It’s not about being gay. I am in love with a woman at this moment, and that’s all that matters”. I believe this gave me the comfort of not being committed to my sexual orientation. Can you share some of the challenges you faced being an LGBTQ+ South Asian mother and the painful backlash you faced from your family/community? As you can see from my first TEDx talk, 50&OUT, I lived and worked in Wellington, New Zealand from 2001 for a decade. I was ‘outed’ there and started dating women there. Apart from the severe vitriol and abuse I faced from my own Indian community there, I also made extremely poor personal choices. My first proper relationship with a woman was an extremely traumatic and abusive one. I got involved with an alcoholic who would use any opportunity to put me down and beat me up physically, and I would be threatened with being ‘outed’ at my workplace and to my extended family in India. To those who do not understand this, please know when you are going through a journey of confusion about your own sexual orientation, you are the most vulnerable. I felt scared and vulnerable all the time and had to work hard to protect my children from my own dysfunctions and also from a highly abusive, overtly dysfunctional woman. It took me years to get out of that relationship, and when it ended, I think it was the biggest victory of my life You mentioned before that the father of your children is actually one of your biggest allies and remains one of your best friends. Can you tell us more about this and what this means to you? It took us years to work on our own relationship as ‘ex-s’. He wasn’t, of course, happy that we had separated and then that I had started dating women. He saw me going through a very dysfunctional phase, getting involved with an alcoholic, abusive woman. We were both aware that our responsibility was towards our children and I had them full time after going through a few months living separately. Over time, when I got involved with my current partner (now 16 years together), he noticed that we were good together, our children were settled and happy, and he made an effort to be a part of our lives. We all made an effort. My partner made a huge amount of effort to include him in our lives. He encourages me to follow my authentic life – and is always the first person to stand by me through all my ups and downs. He celebrates me as a woman, a mother, as a gay woman and as his best friend. I celebrate our love and respect for each other. We are like our twins, soul mates who had to go through this together to come out stronger. Our relationship is much deeper and beyond that of what we had when we were married.

You have dedicated much of your life as an advocate for the LGBTQ+ community and, more recently, fighting for same-sex rights in India. Can you tell us more about this? For example, what are some of the main challenges that the LGBTQ+ community faces in India? Section 377 of the Indian Penal Code, criminalizing homosexuality, was overturned in India only in September 2019. Those in hiding came out slowly and started voicing their pain, abuse, and humiliation and started fighting for rights. Corporate India, also started slowly creating discussions and policies to include our rights and to sensitize the organisation on the community. Allies came out in support. Groups were set up by parents supporting their children who had ‘come out’. Yet, most of India still remains homophobic and transphobic. However, slowly, the momentum is building, and now we have over 20 petitioners who have filed for marriage rights in India, and the Supreme Court of India is currently hearing these arguments from both sides – from the side of the petitioners and those opposing same-sex/gender marriage equality. We have huge challenges ahead, and in India, marriage is regarded as a very important part of the social fabric. The opposition has come out openly and put out a statement saying that same-sex marriages will destroy this social fabric, it will create havoc in society and that it is against our Indian culture. It also stated that marriage was a union between a biological man and a biological woman. Through this, you can imagine the complexities and challenges that this brings to argue our points with the courts. I have been on several national television channels as part of panels discussing and debating our side and have had to face several humiliating moments when the opposition calls us ‘filth’ and ‘abnormal’. There is a constant fight to create space in a ‘normal’ heteronormative society in a very traditional patriarchal structure and to be accepted for who we are. Your work is featured on many platforms, and your story is being made into a feature film. Can you share more details about this? The great part of this is that a story I wrote during lockdown, loosely based on my life, is being made into a film. The difficult part of it is that the filmmaker is struggling to find financiers as it is seen as an LGBT film, and no mainstream cinema will buy the rights. We are still fighting that battle, and maybe I will produce it myself – and take the plunge as I have done with many other aspects of my life. After all, we have all lived and influenced by Gandhiji’s words: ‘Be the change you want to see in the world.’ You’ve had a long and exciting international career working in international marketing in the entertainment space. Can you share your career history with us, and how you have ended up creating/producing various shows in the LGBTQ+ space in both India and the UK? As a media, events, and entertainment industry specialist for over thirty years, I have worked in many countries, including India, the Middle East, and Southeast Asia, as well as New Zealand and the UK and utilise my skills, networks, resources and knowledge for my advocacy work in the LGBTQ+ community. I worked in India in advertising for 10 years in some of India’s largest agencies. I was only 28 years old when I was made the Branch Head and VP of a large agency. I moved to New Zealand in 2001 and had to restart my life, which was not easy. However, I made my way back up very quickly – but worked across fundraising, sponsorship, marketing and finally back in to advertising. The homophobia that I faced finally made me set up my own business – I set up a consulting company which, in its first year, was shortlisted as the best new business. I was elected as the Deputy Chair of the New Zealand Business Council in 2004, which was the first ever position held by a woman. I also set up a speakers bureau in 2007 in New Zealand, which later moved to India and we grew. As shared earlier, since my public coming out in late 2019, I have now dedicated my life to the LGBTQ+ community, and I do everything possible to use my resources, knowledge, and expertise to amplify our voices, do advocacy work and fight for our rights.

You have also become a vocal speaker in this space and currently setting up the UK’s first women (and nonbinary) only speakers bureau. Can you share more about this? Look at the statistics – we women have to fight for our space. I have run bureaus for enough years to see the price disparity even in this space. I have observed and encountered multiple experiences when women were pushed away from a particular project to make space for a man or for a younger heterosexual person. I want to change all that. I will create space for LGBTQ+ women and non-binary speakers – focusing on talent and not just age or looks. I also want to make older speakers visible and create opportunities to share expertise, knowledge, and skills acquired over years of work. I am a strong speaker myself – and it is not just my story that I speak about. Often people forget that I am more than my sexual orientation. I am a highly successful entrepreneur, having worked and operated my businesses in several countries. I have expertise in brand building that has helped me build ‘speaker’ brands. My speakers are highly successful and have worked from all over the world. I am most proud of building such ‘personal brands’. I speak about biases, entrepreneurship, diversity and intersectionality. I talk about doing business in India, which is one of my highly sought-after talks. Finally, you have won many accolades for your work in this space and have currently been nominated for the National Diversity Awards. Can you tell us more about this and how the community can vote for you? Along the way, I have won numerous awards for my work as an entrepreneur and for my work in the LGBTQ+ community, including ‘Woman of Courage’ at the UK Houses of Parliament. I was shortlisted last year, in 2022, for the Woman of the Year award by Asian Achievers awards. I am a two times TEDx speaker (50&OUT), screenplay writer, Host and Editor of ‘Today with Totally Out now’, Producer and Host of ‘Coming Out Stories from India’. I am often invited to speak and host shows. I was pleasantly surprised and somewhat shocked to have been nominated in three categories by a few people for the National Diversity Awards. I used to shy away from awards – even the ones in my professional capacity. But, I have realised that awards and accolades are important – not from a personal achievement point of view, but from the influence they can have on our voice. It provides people like me a platform to make ourselves visible. South Asian women from LGBTQ+ spaces, particularly of my age, are not very commonly visible. This award will give me the platform to continue with my fight for us women, for us South Asian women, and for my non-binary and trans siblings who really struggle. Often I find myself getting exhausted, but then I pick myself up and tell myself, “I needed someone to fight for me. No one did. I want others to have someone to fight for them, and I am here. By Pepi Sappal 32

Nay Chi Win Htet She/Her Front Of House Receptionist at Great Scotland Yard Hotel

A Day in the Life of Great Scotland Yard Hotel's Nay Chi Win Htet Hi Nay Chi, can you tell us a bit about your role and how you got here? I started working since I was 17 and gained several experiences throughout my career with multiple jobs. I have over 5 years of customer service and sales experience, both face-to-face and talking on the phone. Recently, I was looking for an opportunity to polish and enhance my skills professionally, and I landed this opportunity of working as a Front of House Receptionist at Great Scotland Yard Hotel. Working in this hotel so far taught me how we provide 5* service to guests and solve problems in a professional manner. My role as a Front Office Receptionist is to welcome guests, proceed check-ins from their arrival throughout to checking-out departure guests. This is by contributing to guests' permanent satisfaction, providing high quality services such as being their go-to concierge in the area and assisting with their needs throughout the stay. What does a typical day look like for you? My typical day starts with waking up early and making sure that I arrive on time for my shift. After receiving my handover of the day from the duty manager, I go to my assigned front desk and sign into the computer. I open my task-list of the day depending on which shift I am working and plan things ahead, depending on what I need to prioritize first. Throughout the day, I made sure that I followed my task-list, liaising between guests, staff members and various departments. If there are any issues, I escalate them to my duty managers to sort out. At the end of my shift, I prepare for my next handover and let the duty manager know if there are any issues. I will then go back home, eat, and reflect on my performance and think how I can do better for my next shift. What part of your role do you enjoy the most? One of the most important things for me is to enjoy a good work-life balance. By doing so, I find that I retain the energy and passion I need to perform to a high standard at work. This role gave me the freedom and control that I needed to work on a flexible schedule. Also, being able to talk to the guest in a respectful manner and making sure we are doing what we can to fulfil their needs is what I enjoy the most. My managers trust me to complete my tasks on time and to the requisite standard, and I don't let them down. Helping my colleagues is also another thing I enjoy doing.

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Which top three skills are vital for this role and why? The first and most important skill is communication. As a Front Of House Receptionist, we are always interacting with people, whether by phone, email or face-to-face. Since we are often the middle person in points of conversation and pass messages to various departments, effective and clear communication both written and verbal is a vital skill as it makes for a more productive workday reducing errors and confusion. The second most important skill is multitasking. As this role is a fast-paced work environment, we are often handling tasks at once. For example, while working on replying to emails, we also need to greet the guest approaching reception for queries and making sure that the guest requests have been assigned to relevant departments correctly. Therefore, remaining calm under pressure while getting the job done well is critical as we need to prioritize the most important ones and dedicate the appropriate amount of time to each one. The third vital skill is Customer Service. Normally, the guest's first point of contact will be us, the receptionist. The way we interact with the guests reflects the company standards. Therefore, we need to make sure that we are pleasant, and accommodating to the guest's needs by creating customer satisfaction for their whole stay and providing a generous smile. What’s the most challenging aspect of your role? The most challenging aspect of my role will be handling guest issues. If something is wrong with the guest’s room, or if the guest has questions about the room, the first point of contact is the front desk associate. Generally, the front desk associate has the responsibility of coordinating guests’ comments and complaints to the correct personnel in other departments to address issues and manage service recovery. Guest issues may include a TV or lamp that is not working, a need for more towels or a different type of pillow, etc. How do you help others feel like they belong in your team/promote inclusion? I help others feel like they belong in the team by making sure that everyone is included and communicated well across the teams. One of the things I like in the front office is that we have team briefing by the assigned duty manager prior to the beginning of their shift. This makes it feel like everyone is included and aware of the situation throughout the day. Moreover, my Front of front-of-house manager is always open for discussions to address any problems that we have and asks for our opinions on how we can enhance the structure as a team. Since the team is new, I make sure that the new members are feeling comfortable by helping out with any issues they have and training them. Which podcast/YouTube series would you recommend to someone interested in pursuing a career in this area to help develop their skills/prepare them for the role? I would recommend ‘The Proven Principles Hospitality Podcast’ because it explains how the hospitality industry works in detail by breaking down the tools, tips, and tricks of how the world’s best-run hotels use every day. Every week, there will be hospitality experts sharing their insights, best practices and skills needed as an individual and for the hotel. This podcast is useful and helps you to develop the skills needed to prepare for the role and improve further. Where do you see yourself in 10 years? Throughout the years, I’ve had the opportunity to work with amazing people and learned so much. Being able to support the growth and success of not just a company but every individual on my team is incredibly rewarding. Since Hyatt also values its workforce and has a reputation for an exceptional culture, I believe the role will help me move closer to my goal, allowing me to shift from being a Team Member to managing an entire department within the next 10 years. I also see myself running my own business and having a family. By Pepi Sappal

Tj Richards She/They Future of Work + Place Programme Lead

TJ Richards on mental health in the workplace: “A little bit of empathy goes a long way” Growing up in the Deep South of the United States and joining the military at a young age, TJ Richards is no stranger to the repressive struggle many LGBTQ+ people know all too well – feeling out of place. Knowing what it’s like to be silenced, to feel like there’s no one to talk to and no one to help you. It is through this experience that she now dedicates much of her career to improving and enhancing workplace inclusivity, acknowledging the steady advancements made but always striving for more. Coming out is a difficult chapter of life for many people, but it’s especially daunting when your career and livelihood depend on staying closeted. In 2005, while in her position in the US military, TJ was outed, threatened with imprisonment and eventually kicked out due to her sexuality. She was diagnosed with CPTSD (Complex Post Traumatic Stress Disorder) following her deployments, a condition triggered as a result of prolonged adrenaline and stress hormones in the brain, which resulted in anxiety and panic attacks This quickly became a constant presence in her life, affecting things from grocery shopping to navigating public transport Leaving the military, TJ went from an environment where her life was in danger at any moment to suddenly having to acclimatise to everyday living with no professional help or assistance. This had an incredibly detrimental effect on her mental well-being and how she was able to navigate life. The impact of her Chronic Migraine Disorder is exceedingly harmful, too, causing TJ often debilitating headaches for over twenty days a month and making simple actions such as sitting up or opening her eyes incredibly difficult. Naturally, these conditions provided complications that could have been life-altering in terms of work life. Many organisations simply do not provide the support required for TJ to work safely and comfortably. However, Santander immediately stepped up and supported her through the difficulties that come with her CPTSD and Chronic Migraine Disorder. With an instantly supportive and understanding team behind her, a difficult journey has been made just that little bit easier. Simple measures, such as the option to take less crowded transport when travel is needed and access to private health insurance, have been invaluable. TJ was even moved to tears after her first appointment with a specialist she could access through Santander’s insurance because it was the first time a real solution was offered for her Chronic Migraine Disorder, starting on highly specialised medication that has vastly improved her life. With the help of Santander, she has been able to reflect upon the trauma of her past and make a promise to herself that she will not let it impact her confidence.

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“The mental health crisis within the military population is very real. Coming into the civilian world and having to adapt to joining Santander, I made a vow to myself that I would never, ever again, hold myself back. Whether that’s putting myself in the closet or not speaking up for myself. And actually, this has become a huge benefit to my career.” It is a further testament to TJ’s resilience that in spite of the injustice she faced in the military, and with her CPTSD and Chronic Migraine Disorder, she is now the co-chair of Santander’s award-winning LGBTQ+ network, Embrace. This network aims to increase visibility and promote inclusion within Santander and has been co-led by TJ for five years. Santander was the first company TJ worked for with an LGBTQ+ network, and being able to march with them at Pride was incredibly symbolic. “The Embrace network was marching in London Pride 2017, and as the co-chair, I felt like I needed to be there – even though I’d never attended a Pride event before,” says TJ. “There was a moment when we were marching through Trafalgar Square and all those touristy bits that you see on postcards. And at the same time, I was holding my wife’s hand, being cheered on by what felt like millions of people. It was very emotional to consider how far I’d come from hiding in a closet.” Marching at Pride was only the first step in TJ’s journey with the LGBTQ+ network. Founded in 2014, the Embrace network was originally very London-centric. With TJ’s involvement, Santander extended the network to other locations around the UK, including Milton Keynes, where she became the local representative for the network before moving on to become co-chair. The network has now reached international recognition, with its blueprint used to create and grow Embrace networks across the Santander global footprint. Through the network, TJ has also helped introduce inclusive changes to the system, organising LGBTQ+ social events and pushing for pronouns on name badges. This was particularly important to her as she wants to ensure that every customer feels at ease and knows they are in a safe, welcoming environment where any LGBTQ+related banking matter (e.g., changing your gender marker; updating a deed poll name), is handled with discretion and consideration. There is a certain excitement TJ gets from making a positive impact and improving conditions for the community, being able to witness the effect of these slight changes from a wider perspective. “Santander is really positive in terms of how we work across all strands of diversity because we do grasp and appreciate that people are intersectional. It’s been really refreshing, that openness to saying we could do better, and everybody saying ‘I agree, let’s work on it’.” Though TJ admits that the banking industry can often be regarded as behind the times, she has seen first-hand the steps that Santander has taken towards achieving workplace diversity and inclusivity, and the priorities of the bank in a modern society. “The banks are serving the population of Britain, so we have a very diverse customer base. And we draw all of our employees from the population of Britain, so we actually have a really diverse colleague base as well.” TJ recognises that the support Santander offered her, as well as the inclusive nature of the company, is not always the typical level of help provided in many workplaces and hopes that this will change, and more businesses will provide similar assistance for their staff. LGBTQ+ equality needs to be ingrained into an organisation’s business model, to support both employees and customers, and TJ wants this to start with an openness and ensuring that disability and mental health awareness are included in these conversations. That people are taken for what they are – whole people, and not just “one thing”. “It’s about not assuming anything about anyone and having open conversations with people, with genuine interest. It’s about asking ‘How are you? How can I make things easier for you? Are you struggling with this? Is there something I can do to help?’ A little bit of empathy goes a long way.” By Zoë Schulz

Belton Flournoy He/Him Managing Director

Meet & Greet: Belton Flournoy, Director at Protiviti Can you tell us a bit about your career journey to date? In high school and college, I knew I wanted to do something with people and originally considered PR or Marketing (which I also majored in). When I started working at Protiviti, I knew I had found a job I loved, being able to both work with people, as well as continually learn about new technology and trends. I started working in IT Assurance, which taught me the foundations of technology concepts and soon progressed to helping organizations implement next-gen technologies to help solve some of their most complex problems. Now, I lead the UK Digital Identity practice, covering many areas, including Privileged Access Management, Authentication and Access Governance. What's the most challenging aspect of managing people right now? What I enjoy about a career in consulting is the fact that your role is constantly evolving. You get to work with new clients daily, and you are always working to stay ahead of the newest technology trends. What I found most surprising at the Director level was finding a way to get people to develop that sense of ownership and achievement as part of their delivery. It’s not only about achieving a higher level of output; it’s about finding a way for people to be excited to be a part of a team while having a sense of ownership of their contributions towards the team's goals and objectives. What attributes do you look for in new recruits and why? I look for people who display a strong desire to learn. To be successful in technology, it’s not only about ‘what you already know’, but it is also about your ‘approach to continual learning.’ I have found the people who speak of their ability to solve a new problem as a great way to understand their learning process. Those who speak about recent articles or books they read or how they solved a problem they were coding through an online forum are all good signs. How important is LGBTQ+ inclusion in the workplace for you personally? I am a Director in a cybersecurity practice working with some of the world's largest institutions to solve their most complex problems, yet I find I would not be where I am today without the support I have received from my company.

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I recall going to work with that voice in my mind saying, ‘you are not good enough because of...’, scared to let people know the real me, fearing it would prevent me from ever getting to where I am today. Ironically, I would not be where I am today if I did not find the power to become my true self at work and come out of the closet. When you feel comfortable being yourself, your productivity skyrockets, and you no longer spend time hiding those aspects that took up so much of your time before. I now want to work hard to help others achieve this same goal—not only is it the right thing to do for people, it’s the right thing to do for our bottom line. What's your favorite inclusion campaign to date, and why? My favorite campaign was the ‘authentically me’ campaign that is currently running through my firm. It works by featuring senior leaders across the firm who share very personal stories about themselves overcoming adversity. We have had someone speak openly about their disability, another senior leader who had to take time off for stress and another who was feeling overwhelmed working and raising children. The beautiful thing about these stories is that they humanise us. They make us realise that everyone faces challenges sometimes, even our current leaders, and we are the type of firm that supports you no matter what you might be going through—if you don’t speak up, you can’t reach out for help from your colleagues or a programme your employer might offer. How do you encourage staff to have a worklife balance, especially with the increase in remote/hybrid working? As a consulting firm, it’s sometimes hard to know exactly how long it will take to solve a problem, especially when we are helping to solve an extremely complex issue. Our leaders and managers work to ensure our people know they are valued and respected, and if they do ever feel overwhelmed, we offer a variety of programs and benefits to help, including flexible working, part-time working, sabbaticals and other mental health services. I also tell people to ask themselves, ‘Will you get fired over this’... If the answer is no, then you should focus on ways to proactively manage what you can with the time you have and communicate potential delays before they occur. What's the biggest highlight of your career to date and why? I have two, one professional and one through my volunteer efforts. The biggest highlight of my professional career thus came when I was invited to program manager a global regulatory remediation program for a large investment bank. The project was challenging, had me working with the bank’s most senior executives and had us helping them to solve problems that no bank had ever attempted to solve. To be in those board meetings and hearing these bright minds in dialogue was a truly rewarding experience. It was also this meeting that made me realize the power of being your true self can have on your output. After this project, I decided to no longer hide who I was. I worked to create the LGBT+ network in Protiviti UK and soon started to work with Pride in London to launch Pride in the City, a mayor-backed initiative dedicated to amplifying the voices of LGBT+ people across London, impacting thousands during the 3 years I worked on it. I now sit on the advisory board for the London School of Economics Inclusion Initiative, as well as supporting the launch of the Technology Community for Racial Equality (TC4RE). What was the last book you read (fiction/non-fiction)? Any interesting takeaways, and would you recommend it to fellow leaders? If you are looking for a good book to read, I would recommend Think Big by Dr. Grace Lordan. It is a fantastic book about understanding priorities in life and how to address them. The other book I am currently reading is 4000 Weeks by Oliver Burkeman. It is a productivity book that helps one to realize that by being more effective with your time, you only end up filling with more things to do rather than finding that sense of achievement. Instead, the book asks you to (1) understand the reality of how short life actually is (4000 weeks), and (2) to realize every decision is a trade-off. The most impactful takeaway I learned is understanding how to live life alongside your ‘constant to-do list’ rather than working against it. Very powerful indeed. When you feel comfortable being yourself, your productivity skyrockets, and you no longer spend time hiding those aspects that took up so much of your time before. I now want to work hard to help others achieve this same goal—not only is it the right thing to do for people, it’s the right thing to do for our bottom line.

What's your favorite inclusion campaign to date and why? My favorite campaign was the ‘authentically me’ campaign that is currently running through my firm. It works by featuring senior leaders across the firm who share very personal stories about themselves overcoming adversity. We have had someone speak openly about their disability, another senior leader who had to take time off for stress and another who was feeling overwhelmed working and raising children. The beautiful thing about these stories is that they humanise us. They make us realise that everyone faces challenges sometimes, even our current leaders, and we are the type of firm that supports you no matter what you might be going through—if you don’t speak up, you can’t reach out for help from your colleagues or a programme your employer might offer. What do you do to unwind at the end of a hard day? Belton: I like to start and end my day with a short walk through a park I live by. In the mornings, I walk without my phone. It feels good to be disconnected from it. And in the afternoons, I go for a walk, many times listening to a podcast or an audio book. By Pepi Sappal

Federico Casagrande He/Him Franchise Management & Marketing Senior Manager

Federico Casagrande on why joining Warner Bros. Discovery’s diversity and inclusion ERG was rewarding and inspiring Coming out was not a simple process for Federico. As many LGBTQ people have experienced, he went through many stages of denial, hiding his true identity from his friends and family. It wasn’t until he travelled to India that he started coming to terms with his authentic self through the help of therapy sessions and medication to aid his mental health. Eventually, he was able to come out to his loved ones and was pleasantly surprised to receive such a positive reaction. Growing up in a conservative family who had never known any LGBTQ people, Federico felt full of gratitude for receiving love and support from both his friends and family. Now, he lives a confident and empowering life, dedicating his time to improving diversity and inclusion standards for others in his community. Federico’s work life has taken him on a journey where he has been able to overcome prejudice and stigma, bringing him to a place where he can vocally challenge workplace discrimination and be a part of creating a kinder world. Before he set his sights on improving representation and inclusion, Federico’s initial desire as a young student in Argentina was to explore the world. Having since completed work experience in India, the US, Ireland, Poland, Spain, New Zealand and many more countries before finally residing in Chile, it’s safe to say that he achieved this dream. Travelling to such a broad range of locations, he was able to succeed in many impressive roles, including within Walt Disney and Coca-Cola. Since 2018, he has been a part of the Warner Bros. Discovery team, starting as Regional Marketing Manager and working his way up to Franchise Management for Latin America. On top of this, he was also incredibly proud to be given the opportunity to join the Warner Bros. Discovery diversity and inclusion employee resource group (ERG), which has been a rewarding and inspiring adventure. “Joining the Pride network is part of the steps I took to learn more about LGBTQ culture, be in touch with others and get to know their experiences and share mine with them.” Beyond LGBTQ-focused inclusion, Warner Bros. Discovery also features several ERGs dedicated to encouraging diversity and inclusion in race, gender, disabilities and more. Initiatives are shared, and discussions are held regarding how their company can improve standards of inclusivity.

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In these groups, any updates or achievements are celebrated, with everyone involved fostering the same ultimate goal of creating an open workspace for employees. Though Federico is proud to play a role in these progressive groups, emphasising the value of learning, connecting, and sharing opportunities, he also envisions a future where such groups aren’t necessary. “I want to see a future where diversity and inclusion are so natural that they are not an issue that has to be taken care of,” Federico says. “I want a world with opportunities for all, regardless of differences, where diversity is valued and celebrated. I don’t want to see anyone going through the same horrible process I went through to come out.” With thousands of voices just like Federico standing up for inclusion and promoting diversity every day, this ideal future is entirely possible – but not without fighting for it first. Workplace discrimination against LGBTQ employees is still rampant across the globe, impacting millions of employees’ ability to work with the confidence and self-assurance they deserve. Federico knows this first-hand, having had too many moments in his life when he was made to feel judged, even in subtle, almost imperceptible ways. “Some of the most difficult things were the looks that people gave me at meetings or when I was presenting. I have always been super outgoing, but after having all those judgmental looks, I developed a fear of public speaking. Nowadays, I am still working to overcome that phobia.” Beyond this, he has also had moments where he felt he was considered less senior due to stereotypes about his identity. He explains that encouraging equal respect and calling out any negative stereotyping or behaviour is imperative for allyship in the workplace and wider society. Although Federico recognises the long journey ahead in achieving true equality, he is empowered by the knowledge that he is now a part of creating that change. “I believe we have a long way to go, particularly in South American countries where there are many things that still could be improved, and I want to be part of that process.” Despite these initial setbacks in confidence, Warner Bros. Discovery’s work in maintaining inclusion and fair treatment has allowed Federico to feel comfortable coming to work and being his authentic self. He now dedicates his focus to making sure other people don’t experience the same disadvantages as him, working to create an open space for employees to show up wholly as themselves. “Perhaps my experience can help those people who are debating whether to come out. I do not doubt that those who feel accepted, and comfortable being who they really are, can give the best of themselves and therefore achieve their maximum performance. “All people must be treated with respect and have the same rights and opportunities. If you believe that you are not being treated as you expect, speak up, express, take action that together we can work and contribute our grain of sand to building environments where each person feels included in a genuine way.”

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Jacinta (Jess) McNicholas She/Her MD Inclusion Diversity and Equity

Meet and greet: Jess McNicholas, Managing Director of Inclusion, Diversity & Equity, State Street Can you tell us a bit about your career journey to date? I have worked in various roles in finance, marketing, business support services and corporate citizenship in the financial services sector for more than 25 years. I have spent the last 10 years of those in the diversity, inclusion and equity space. What's the most challenging aspect of managing people right now? The remote hybrid work environment can be a challenging work model to adapt to as it can take longer to develop relationships, which otherwise naturally develop when you are in the same office space together. What attributes do you look for in new recruits and why? Someone who can bring different perspectives and opinions is enthusiastic, not afraid of challenges, and treats everyone fairly and respectfully. How important is LGBTQ+ inclusion in the workplace for you personally? My best friend of 30 years is gay, and I have witnessed the bias and homophobic behaviour he has endured over that time, both in the workplace and in society. Consequently, I know and value environments where LGBTQ+ inclusion is embedded into a company’s culture. What's your favorite inclusion campaign to date, and why? Two campaigns stand out for me. First, the roll out of our Global Ally program, which galvanized our commitment to LGBTQ+ inclusion and educated the entire workforce on the importance of allyship. More recently, our 10 actions against racism and inequity campaign. These campaigns include tripling our Black and Latinx leadership, engaging all our employees in learning and conversations around racism and inequity, increasing our spend with diverse suppliers and reviewing our board diversity.

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They also aid in leading an effort in the asset management industry to increase Black and Latinx representation, supporting organizations addressing racism through funding from the State Street Foundation, establishing a company-wide day of reflection to continue spreading awareness and understanding of racism and its impact on our society, leveraging our asset stewardship business to learn from other’s best practices to establish ourselves as a reputed organisation and combating racism. How do you encourage staff to have a work-life balance, especially with the increase in remote/hybrid working? Managers are encouraged to maintain regular and open contact with their team members to check on their wellbeing and ensure they are offered support and guidance if needed. Last year, we rolled out an additional ‘disconnect day’ leave to all staff, encouraging them to take some time out and disconnect. Our Be Well team rolled out a series of wellness events, including mindfulness sessions, guided mediation courses, mental health fundamentals training, and one-on-one and group sessions with our in-house wellness coaches. What's the biggest highlight of your career to date and why? I am lucky to have had a few highlights, particularly during my time working in the diversity and inclusion sector. This year, I was delighted to be listed on INvolve’s LGBT+ 100 Executive Allies list. This was a real honor as I was nominated for this recognition by colleagues, which made it even more special. What was the last book you read? Any interesting takeaways, and would you recommend it to fellow leaders? Atomic Habits by James Clear. I found it an interesting and thought-provoking book about how making tiny changes to your habits can have a transformational effect on your life. Although I am still waiting to make my changes, I would recommend it to anyone curious about making a change to improve their quality of life. What was your last holiday destination, and where do you plan to visit next? My last overseas visit was to Ireland to see my family, whom I had not seen for almost 20 months due to COVID19. My next holiday destination is Ireland again for Christmas! What do you do to unwind at the end of a hard day? At the end of weekdays, I mostly sleep. However, on weekends I enjoy nice food and good wine with my family and friends. By Pepi Sappal

Jorge Cabestany He/Him VP Finance R&D

GSK VP discusses lack of visible LGBTQ+ leaders and importance of workplace authenticity When Jorge turned 15, he stepped outside of this suburban bubble for the first time. Attending high school in a large institution, his life started to change. He began to learn about different people and opinions for the first time. Jorge’s world was opened even wider when his father started studying for a master’s in baking in the US. “Yes, that is a real thing,” Jorge laughs. This led him to spend a semester with all his family in Kansas. It was this time in Kansas that led Jorge to seek out a similar experience at university. There, he was able to spend almost six months in Nebraska. He also started taking on extra-curricular projects, including coordinating radio programmes with audiences in the thousands. This gave him a taste of what he could achieve if he put his mind to it. He also unexpectedly realised how much he enjoyed these projects. “Those experiences really helped shape who I am today. I understood people, including me being a Mexican teenager in the US, could behave, look and express differently, which helped me embrace diversity from very early in my life.” Through these experiences, Jorge’s worldview grew and expanded. However, even if there was, in many ways, visible diversity, Jorge still felt he had to fit into a heteronormative mould to fully realise himself. Especially as stereotypes – particularly American ones such as ‘the jock and the cheerleader’ – were ever-present. “I believe this pushed me a bit deeper into the closet, even if in a subconscious way. It made my vision of LGBTQ+ diversity, at best, short-sighted. It took me a while to see this community existed, and it felt very difficult to be part of it at the beginning. If I could talk to my 15-year-old self, I would encourage him to follow what his heart was telling him, that there are wonderful, different ways of living, and to be quick to embrace this as fast as he can.” Entering the professional world, Jorge’s career led him to live in Chile and Venezuela. He worked with leading brands before coming back to Mexico, where his journey with GSK began. This was a turning point in his career, both changing roles and changing perspectives. “I didn’t feel comfortable at the beginning of my career to come out in the workplace at all. So, all that time, I was not out. It was very difficult because I couldn’t be myself.” Having never been open about his identity in the workplace, Jorge realised he could never fulfil his potential if he wasn’t showing up fully as himself. 44

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Just a couple of years after joining GSK, he was presented with the opportunity to relocate to Italy. There, he became the CFO of the group. The visible commitment across the company to LGBTQ+ inclusion, along with starting fresh in a new country, helped Jorge finally decide to show up as a gay man and a leader from day one. “GSK has always been very intentional about equality for everybody and encouraging employees to be themselves. Emma, our CEO, and the rest of the executive team are very visible with their commitment to inclusion and diversity,” Jorge says, explaining why he felt he was able to come out for the first time in the workplace. Speaking to Jorge now, you can no longer see this hidden version of him. Now, he is steadfast in his commitment to be visible as who he is. “If I cannot be the real me in the workplace, that means I need to spend time and energy to create a parallel version of myself. And this version will not be as confident or impactful at driving results. As my responsibilities grew, I realised that I just didn’t have the time to be managing this different version of myself. For me to be able to do what I want to do and enjoy it at the same time, it’s very important for me to be me, and the only way that I can do that is by being out in the workplace.”

There’s another part to why Jorge is now so adamant about bringing who he is to his professional life. When he started his career – and growing up in Kansas and Nebraska – there was a glaring lack of LGBTQ+ leader representation. Looking back, he can see how encouraging it would have been to see an openly LGBTQ+ senior leader that has been successful without compromising on who they are. “It’s very important for me to help others to feel comfortable with their own selves and to pursue their aspirations, being fully authentic to who they are. It is normally younger people who approach me, but I want everybody to know that you do not need to sacrifice who you are and change yourself to pursue your aspirations.” This led Jorge to become involved in Spectrum, GSK’s LGBTQ+ employee resource group. There, he created a leadership programme tailored to the LGBTQ+ community. Jorge is aware that there are still so few visible LGBTQ+ senior leaders across the sector, as well as how vital they are in creating an inclusive workplace. With this in mind, the programme aims to expand the next generation of LGBTQ+ leaders. “We all tend to divide our view of ourselves into the ‘professional me’ and the ‘personal me,’ but we tend to forget that we are only one person. So, in this programme, I wanted to bring these two together, showcasing how our experience as LGBTQ+ people can add to our leadership skills.” This programme exemplifies that LGBTQ+ people make successful leaders, not despite their identity but because of it. Jorge explains that the majority of LGBTQ+ people must navigate coming out. He sees it as one of the most difficult and courageous things a person can do. So, he wants to see people tap into this power and apply it to all aspects of their lives. “We tend to believe that we are a minority, and therefore we do not compete in the same league,” he says. “We do. It’s just a matter of embracing our diversity and concentrating on being successful and achieving our goals.” It is not just the next generation of LGBTQ+ leaders Jorge wants to inspire. He hopes to see more current senior leaders standing up too. LGBTQ+ senior leaders can inspire and pave the way for others. Also, visible allies to the LGBTQ+ community are just as vital, as they hold the power to bring attention to the challenges LGBTQ+ people in the workplace face. “I would like to see much more activism from senior leaders on LGBTQ+ rights. I am only one person, but the more people that speak up, the more this world can improve and change.” The inclusive environment cultivated at GSK provided Jorge with the haven he needed to focus on his career and objectives. This has made him not only drive business results but has had an avalanching effect on the strength of employees across GSK. Using this platform, he feels confident he’s helping coach the next generation of leaders to also be their best selves. Now living in the UK and with a network of contacts from across the world who all know he is gay, Jorge no longer needs to come out. “GSK gave me a place where I felt safe enough to just be me everywhere, and that was a significant change. With all the successes and highlights from my career, being able to be myself would be at the top of the list.” “The last thing I want to remind people is that the power of being yourself resides in you. By allowing society, the workplace, your friends, or your family to dictate what you can or cannot do is giving them more importance than you are giving yourself – and you are the most important person in the world to you.” By Zoë Schulz

Amanda Scott She/Her Director Talent, Learning and D&I

Meet and Greet: Amanda Scott, Compass UK&I’s Head of Talent, Learning and D&I Hi Amanda! Can you tell us a little bit about your role and your organisation? Sure – I’m the Head of Talent, Learning and D&I for Compass UK&I, which provides nutritious food, hospitality, facilities management, security, cleaning, and procurement services. Our 45,000 employees work behind the scenes at sports and leisure events, military bases, and in the heart of schools, universities, hospitals, care homes, corporate offices and boardrooms at around 6,000+ locations across the UK and Ireland. My role covers the training and development of all colleagues and includes looking after our apprenticeship and graduate programmes. I also lead our Diversity and Inclusion agenda, helping to create an environment where everyone can be themselves at work and achieve their potential. How did you get into your current career? I studied Economics and Industrial relations at university and then joined the NHS in an HR role after graduating. I then worked in HR and talent roles in financial services and oil and gas before joining Compass in 2018. What is the importance of intersectionality and inclusion in the hospitality sector? The hospitality sector is all about people and providing a great experience to clients and customers. Given the diversity of customers, it’s important that our colleagues reflect this and understand that everyone is unique and equal and receives the best experience we can provide. Are there any particular challenges you think face the sector in relation to LGBTQ+ inclusion? Having worked in other industries, I find hospitality a welcoming place for people from all backgrounds, including LGBTQ+. There’s always more to be done, and we work with our employee network to ensure we listen to their feedback. It still saddens me that even today, there are people who hold prejudiced views against the LGBTQ+ community or other elements of diversity. Therefore, for our colleagues working in customer-facing environments and among our employees, it’s important that we take a stand where this occurs, make clear it’s unacceptable, and ensure our people are supported.

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What can organisations in the hospitality sector do to encourage more inclusion for staff and clients/guests? I think education and awareness are important, and it’s important to hear from those with lived experience on what we could do to continue to support. I also believe that a zero-tolerance approach to any incidents of discrimination is important to protect our employees and customers. Can you share any specific/recent diversity and inclusion initiatives that you are particularly proud of and why? We have made great progress in our diversity journey over the past few years, particularly in engaging with our colleagues through our amazing Employee Networks. We have focussed on education, awareness and a real celebration of diversity. We had very positive scores in our most recent all-employee survey, demonstrating that this message is landing, with over 80% of colleagues saying they could be themselves at work. By Pepi Sappal

Roberto Hoornweg Global head of financial markets

Standard Chartered Bank exec on encouraging diverse perspectives “Diversity of thought is critical. It’s important to add all minority groups, and the LGBTQ+ perspective adds another lived experience that brings value to both the business and whatever decisions one is making.” Roberto Hoornweg, global head of financial markets at Standard Chartered Bank and the global sponsor of SC Pride, spoke to myGwork about the role of a vocal ally in the progression of LGBTQ+ rights in the workplace. From a very young age, Roberto became familiar with the idea of different cultures, identities and life experiences. Growing up in Rome with his Dutch father and Italian mother, who both worked for the United Nations, he found that he was living a dual life. One set in Rome, with friends and neighbors rooted firmly in a traditional Italian culture and lifestyle, and the other more global, with greater exposure to worldwide experiences through an international education and his parents’ social circles. Not only did this normalise diverse cultures for Roberto at a particularly formative age, but it was also the beginning of a lifelong passion. “It was a little bit of an atypical upbringing, but I think I was very fortunate and very privileged to travel a lot because of my parents’ jobs,” he explained. “And that passion has stayed with me – I’ve been to 108 countries now, and it’s something I will keep doing for the rest of my life. I still get very, very excited if I’m in a new place or a new city, and I try to explore as much as I can.” The exposure to diverse life experiences didn’t stop at nationality, though. He recounted his first memory of LGBTQ+ identities when he met his father’s younger brother, who identified as gay. Despite the social politics of the time, Roberto’s parents were completely and unequivocally accepting of his uncle’s same-sex partnership, immediately normalizing the concept of LGBTQ+ relationships for their son. Roberto’s half-brother’s mindset also made a huge impact on how he viewed diverse identities throughout his life. “My father’s younger brother was a gay man who lived with another man in Holland, and we’d go and stay there. It was the most normal thing in the world. When I asked about it, my father and my mother just explained, “they love each other; they’re a couple,” and that was that. “When I was born, I had a half-brother that I very much love and admire, and his experience was totally ‘anything goes’ because of how we grew up. He said, ‘The world is very serious, and none of these issues bears judgment’. One can argue the politics of the late 60s, and early 70s Holland all day long, the liberalization of a variety of things, but that’s the perspective I grew up with. It was just the way it was.”

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During his career in finance, Roberto has always been fortunate to work under managers who fostered a culture of open collaboration and innovation. To this day, he values the open-door policy that his mentors embraced, where ideas were welcomed regardless of their source. This approach not only empowered the ambitious but also encouraged diversity of thought and creativity before these concepts became more broadly embraced across the industry. One of Roberto’s first major active attempts to improve diversity and inclusion came about when he recognised the importance of promoting gender equality within the workplace. He acknowledged that, while he does not agree with quotas, he appreciates the wider impact targets can have in creating a mindset shift. By setting targets for promotions and increasing the representation of women in senior positions, the recruitment process becomes more inclusive. Roberto has witnessed firsthand the positive effect that a team with more women in managerial roles can have on a company’s success. Soon after this, Roberto shifted the focus to providing inclusive strategies for all identities, including the LGBTQ+ community. He believes that these perspectives bring a wealth of lived experiences that enhance decisionmaking processes and overall business operations. By encouraging the inclusion of diverse perspectives, companies can tap into a broader range of insights and ensure a more comprehensive understanding of their customers’ needs. “Diversity of thought is critical; it’s important to include all minority groups, and the LGBTQ+ perspective adds another viewpoint or lived experience that brings value to the business and whatever decisions one is making.” Recognising the risks of creating an echo chamber within the network, Standard Chartered approached Roberto to become the global sponsor of SC Pride, in order to provide an external perspective from someone outside the community who has a passion for inclusion. Since then, Roberto has worked closely with members of the LGBTQ+ community and allies on supporting progressive programmes and legislation within the company. For example, the bank recently announced enhanced parental leave benefits to offer a global minimum of 20 weeks’ leave for new parents – irrespective of gender, relationship status or how a child comes to permanently join a family. Finding it challenging to define ‘inclusion’, Roberto believes it is easier to think of a culture that is the ‘opposite of exclusion’. Creating an inclusive environment means actively ensuring equity for all. It means embracing diversity of thought, maintaining a culture of respect, and actively seeking out perspectives from a range of backgrounds. Inclusion, for Roberto, is about creating an environment where everyone can thrive and contribute to their fullest potential. Roberto’s experiences, beliefs, and innovative strategies have positioned him as a leader dedicated to breaking down barriers and fostering an inclusive environment. Through being open to diverse perspectives, he aims to cultivate an industry that not only reflects the world we live in but also promotes innovation and excellence. Roberto’s continued efforts show that actively striving for inclusivity can create a financial landscape that thrives on the strength of all its participants, not just a select few. By Dylan Mann-Hazell

Norah Memran She/Her Senior Operations Manager

Women On Top: Norah Memran on the future of LGBTQIA equality in France Having lived in Paris for most of her life, Norah quickly adapted to the busy, rather chaotic lifestyle that comes with growing up in the capital. This alone may have helped prepare her for the stress of undertaking three master’s degrees – yes, three – during her early adulthood. However, she also admitted that she may have been making use of her parents’ generous offer to aid her financially as long as she was still in education – making the most of the fun student life while she could. Soon after she entered her first job as an accountant, working in various similar roles until joining the team at Oracle. Some 17 years later, Norah is a confident part of the company, pushing for improvements in diversity and inclusion at the firm. Multinational computer technology corporation Oracle has incorporated methods for all employees to express their identity and individuality. Norah spoke with pride about the ‘Safe Place’ meetings that take place at the company, where a different panel is held every month. From supporting Black Lives Matter to discussing what it’s like to identify as a woman in the tech industry to encouraging LGBTQIA openness and much more, these panels exist to pave the way for employees from all backgrounds to bring up any topic they wish to talk about. Not only does this allow for growth in the company, it also provides an opportunity for people to understand different perspectives. In some cases, it has even allowed staff to come to terms with new things about themselves, revealed Norah. It also sparked a standout moment in Norah’s career so far. “The first one that we did was ‘What It Is to Be an LGBTQIA Person Working in a Company’, and I presented in front of 600 people,” said Norah. “And that was awesome. Just to see people’s questions, people realizing a lot of different things.” These meetings also allow perfect opportunities for employees to bring up any issues they’re experiencing at work. Whether it’s how they’re being treated or a suggestion of how attitudes can change, Norah observed that the culture at Oracle is full of understanding. “Every time you bring a topic on the table, and you explain that this is not normal, they’re available to listen and work with you to get better,” she revealed. “It’s awesome because you can see a lot of ways to improve a lot of different aspects.” This open atmosphere at Oracle was instantly beneficial to Norah’s mental well-being and confidence upon joining the company. Her first boss openly identified as a lesbian, meaning there was no question of discretion when it came to discussing her identity. “She let me open up. And that was amazing because my wife and my kids could come to the office, and we could talk about it, and we could invite them over for dinner at my house.” 51

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Beyond joining in with the progressive culture at Oracle, Norah dedicates much of her time to supporting Foundation Le Refuge, an association created to help house homeless LGBTQIA youth in France. Whether they’ve been kicked out of their homes for how they identify or found it difficult to keep a stable career whilst being openly LGBTQIA, the foundation seeks to provide temporary shelter and the means to support victims of LGBTQIA-phobia. It is for her commendable efforts in supporting this cause that Norah was recently named one of the Top 25 influencers in France, becoming a recipient of the LGBTQIA Leader Award from Isabelle Rome, Diversity Minister and Delegate to the Prime Minister. Following on from this incredible achievement, Norah continues the fight for social equality and justice for LGBTQIA youth in France, unwavering in the help she provides for Foundation Le Refuge eleven years after joining. Norah’s involvement in this admirable cause stems from reflecting upon the instant acceptance her family showed her when she came out and in turn, wanting to help those who weren’t so lucky. Witnessing the controversial reaction to the legalization of same-sex marriage in France also sparked inspiration in her to take action against those who sought to bring harm to the community. She spoke about the injustice of those detractors: “Seeing those people striking and walking in the street because they didn’t want to consider my family as a family… I was thinking, ‘How can they go and talk about my life without knowing my life?’.” Considering the future of LGBTQIA equality in France, particularly in the workplace, Norah shared her belief that true progression lies in creating a space where people feel included. In particular, creating a healthy environment that doesn’t cause people to hide their identities out of fear of judgment or discrimination. Not only would this benefit millions of LGBTQIA people across the country, but Norah explains how a concerted effort to achieve workplace inclusivity would also be advantageous for business success. If the amount of energy spent worrying about being closeted can be eradicated, then work efficiency by focusing on the task at hand will naturally improve. “If you think about how hard it is for someone to go to the office and make sure that they don’t say something about their life, or that people don’t find something on their Facebook page, or that they don’t say the wrong pronouns when talking about the person they’re living with,” she explained. “That’s so much energy they have to spend in fear of not being discovered. By offering ideas, you can open minds on topics that haven’t been considered. Making sure that people are willing to spend more time doing good work, and feeling like part of something, is where we can get a better, more successful business.” By Dylan Mann-Hazell

Martyn Scott-Thomas He/Him Coach I Counsellor I Consultant I Careers Expert I D&I Educator

Meet & Greet: Martyn Scott-Thomas, Accredited Coach and Counsellor, Careers Expert, Talent Leader and D&I Educator Can you tell us a bit about your career journey to date? I moved to London when I was 17. I went to an amazing drama school and studied musical theatre for four years and then started working professionally. I had to work many other jobs to get by during that time. I sold theatre tickets and ice cream, I did bar work, and call centres, I worked backstage at The Lion King and then behind the scenes on big television shows like Britain's Got Talent and the crazy Jeremy Kyle Show. Freelancing was hard, so I became a bar and hotel manager. I started to crave stability and financial security. I got a temp job in the HR department at Sony PlayStation, and my corporate era began. I worked my way up the ladder, and I tried many things, working in payroll and learning and development before specialising in recruiting. I took risks and chances, which allowed me to work for many different organisations. The diverse experience enabled me to advance my career fast. I have been lucky to work for great brands. In my last role at Booking.com, I was the Global Head of Recruitment where I led big teams all over the world. You never know how things will unfold, and I have often felt like an imposter. I love working in the talent space and also leading and developing people. I have always advocated for change and have led meaningful diversity and inclusion initiatives, which continue to be important for me. Why did you choose to set up your coaching and counseling business? I knew I wanted to help people, and I knew wanted to give back and be more involved within the LGBTQ+ community. I had struggled with my mental health in the past and learnt a lot about anxiety and how to manage it without really knowing where this was all going, and I started studying at the Dutch Academy of Counseling and Coaching. I did this on top of my job and throughout the pandemic, which was tough going. During that time, I had to really hone in and prioritize the well-being of my team. I led big projects on well-being, belonging, diversity and inclusion. This gave me energy and it felt like it had more meaning and purpose than my job did, so I left my position and focussed on finishing my studies. I then took some time out to travel around Asia, where I learnt a lot and grew a lot, returning with with clarity. I had to package up everything I am, everything I can do and everything that I know and offer that out to help others. So here I am today, an Accredited Coach and Counsellor, Careers Expert, Talent Leader and D&I Educator. 53

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What services/areas does your new business focus on? I offer coaching, counseling and consulting services where I support personal life, mental health and well-being challenges. I have particular experience helping people with Identity issues, building self-esteem and managing anxiety. I also provide a wide range of support to anyone in professional settings relating to people management, personal and career development, leadership, HR and diversity and inclusion. I do dedicate my time to the LGBTQ+ community, but I will support anyone who needs it.

Why is having access to role models and good advice so important as you climb up the career ladder, and why is it especially significant for the LGBTQ+ community? A career can be very hard to navigate at various stages, and undoubtedly you’ll need to make some challenging decisions about your circumstances and what you want to do. As you get older and progress in your career, you may want to advance or pivot or change completely, and that can all feel scary and confusing. Many people feel stuck or trapped within their careers altogether and find it hard to know how to change and have the confidence to do so. I have seen it overwhelm people, and this can lead to unhappiness and unfulfillment and can impact mental health significantly. Getting good career advice matters and from credible and trusted sources. I suggest building and investing in a support network of people around you who you admire, look up to and trust. There are also various people working in support functions whose job it is to support employees and in confidence. Reach out to people, ask a question, organize a coffee or consider asking for mentorship. Try not to take it to heart, people are busy, but the likelihood is they will be able to offer some wisdom and, if not, find someone else who will. From an LGBTQ+ perspective or from any underrepresented group perspective, we know that there is not yet equality in the workplace, and that bias is happening all the time, sadly, which must be called out. Having role models and representation really matters here because it helps us all believe in ourselves and it gives us strength. We also want and need those people in our support networks, as managers, mentors and coaches, to get that support, advice, confidence and encouragement.

Why is diversity and inclusion so important right now and what can business leaders do to support this in the workplace? I think it will always be important – it has to be. In the current climate the inequality issue has never been more prevalent. More voices and representation need to find their way and workplaces have to take their responsibility and enable this. Customers, clients, job seekers and employees demand that organizations take a stand and proactively root out bias in the workplace. For leaders, first they need to have clear expectations given to them to prioritize this. Education is needed to help them understand why it is so important and what it means and looks like in practice. It is a complex, everevolving and sensitive topic, and I understand that it can feel overwhelming at times. In prioritizing D&I, leaders can consistently seek education and support for themselves and their teams, they can review and assess their internal and external practices, partner with employee resource groups or external organizations, and actualize inclusive working environments where everyone can thrive. How do you encourage people to prioritize their well-being to support work/life balance, especially with the increase in remote/hybrid working? Investing in your own well-being and health should be everybody's number one priority. Life stuff happens, we suffer and struggle and often feel overwhelmed when it gets tough. Organizations are starting to understand that well-being is a priority for their business and their employees. It is of benefit to them in order for their workforce to thrive and feel a sense of belonging. More and more employers are assessing their practices, offering more flexibility and improving their benefits. How to decide what to do as a business? Ask your people what they need. Burnout is a big problem today, and it makes me feel very sad. Serious work has to be done to prevent it happening, as well as supporting those who are struggling. I will say this: take your holidays, do not work if you are unwell, talk if you are struggling, ask for help and support, eat well, sleep and exercise. Your personal time is your own time, don’t let work encroach on this. This all may sound standard, but if everyone did a self-assessment, are they doing these things? If you are a leader, you are a role model. You must create an environment of inclusion where there is psychological safety so that your people can share with you. In terms of remote working, all the above and including significant time away from the screen. I work from home, and I am self-employed. Sometimes it is tough, and I get lonely and find it hard to motivate myself. Creating structure to my day and week is super important, taking breaks, going to the gym and having fresh air, and connecting with my support network all help me. I no longer feel guilty disconnecting and taking a break when I need to. To be my best self, actual self and most productive self, I need my personal time and breaks! What advice would you give to someone who feels they are struggling with their mental health? When someone is struggling it can often feel like a very lonely and isolating experience. It’s scary and can feel shameful and embarrassing too. My best advice is to seek help and share what you are experiencing. I struggled with anxiety in a major way a few years ago, and I suffered in silence because I didn’t understand what was happening to me. I remember logging in to Facebook one day, and it was World Mental Health Day and lots of people were posting stories about their own experiences and sharing lots of resources. At that moment, I realized that I wasn’t alone in my experience. That empowered me to share with close friends and get some help. Of course, visit your doctor, but if you don’t feel connected or safe with your doctor, change them. The first doctor I saw was so alien to who I was as a person I didn’t feel understood or cared for, and I left without the help I needed. So I changed, and it changed everything for me. There are also a lot of great organizations out there providing advice and support and dedicated to the LGBTQ+ community, it’s comforting to know they are there, doing great work and and helping so many people. No one has to struggle alone, and you can get better with help. 55

What podcast series are you listening to right now? Are there any DE&I-related/wellbeing podcast series you would recommend? I would recommend Diary of a CEO by Steven Bartlett and Getting Curious with Jonathan Van Ness. I have learnt a lot from both. Actually, the last podcast I listened to was Steven interviewing Jonathan on his podcast. It was interesting and helpful. In particular, some helpful and clarifying discussion about intersex people and what it means to be authentic. I highly recommend it. What was the last book you read? Any interesting take aways, and would you recommend it to fellow leaders? Why? Well, I mentioned earlier about being self-employed and working from home. It has been a journey for me to adapt. A friend recommended a book called The Secrets of Productive People by Mark Forster. It helped him a lot, and so I’m keen to see what I can take from it. The last book I read, for the 20th time, was The Power of Now by Eckhard Tolle. I pick it up for perspective, and I know where to go in the book to find what I need to ground me. I think this quote supports why it is helpful and why I recommend it to anyone. "Wherever you are, be there totally. If you find your ‘here and now’ intolerable and it makes you unhappy, you have three options: remove yourself from the situation, change it, or accept it totally." What was your last holiday destination, and where do you plan to visit next? I went to Vietnam. It was incredible! Next I will be in Torremolinos. I love spending the day at the LGBTQ+ Beach Club, Eden Beach. There's nothing more relaxing than a day on a sunbed, tunes, a good book, with an Espresso Martini or two. What do you do to relax at the end of a hard working day? Usually it’s being flat out on my sofa watching the TV. I’m a bit of a tele addict. I just finished the Real Housewives of Beverly Hills season 12 and am currently watching Succession. By Pepi Sappal 56

Ashley Halstead He/Him Sales Coordinator

Enterprise sales coordinator on being neurodivergent and LGBTQ+ in business Ashley Halstead’s life begins in a military family, moving from his place of birth in Bournemouth to RAF Benson in Oxfordshire, which he describes as a “macho environment”. Despite growing up knowing he was gay, this environment left him feeling unable to verbalise these feelings or to come out. “Throughout secondary school, I was in the closet,” he says. “Everyone knew, but I just didn’t want to say anything.” This changed when he reached sixth form, where he finally felt comfortable to open up, spurred on by the visibility of other students. “There were a lot of people who were out, and suddenly I realised I wasn’t necessarily going to face a negative experience: all because I could see people like me.” This coincided with Ashley joining an LGBTQ+ youth group at the age of 16, as he made the transition from school to sixth form. “Whilst there’s a lot of talk about youth groups being on the decline, I think LGBTQ+ youth groups are really on the up,” he says. “I had a 20-minute bus ride from the military base I lived on up to Reading, straight to an LGBTQ+ youth group. It was massively well-attended, with kids as young as 13 feeling comfortable engaging with other young LGBTQ+ people.” Members had a welcoming policy to introduce themselves to new members, and then could set about integrating themselves into the activities the club hosted. “Having people actually meet each other outside of Pride events enabled us all to connect with a local LGBTQ+ community.” Ashley embarked on a short retail career before deciding it wasn’t for him. Heading to university, he studied Business Management before beginning a career in the insurance department at Enterprise. Rapidly, he built a reputation for customer service excellence and creating and building successful working relationships. Within his first year, he had already been promoted twice and has subsequently been promoted further to sales coordinator, beyond the insurance sector of the business. This involves supporting the wider sales team to ensure that all relevant risk has been approved and ensuring that account set up can proceed. Further to this, Ashley works with Enterprise’s Pride network. “It’s a project-based system: rather than having one person holding a role that takes five hours a week every week. Instead I can say I’ve got some capacity in my work day to do something I’m really passionate on, let’s work with others in the network to get this going.” This, Ashley believes, contributes greatly to the success of the network in allowing its members to better balance between his day job and his extracurricular projects. Currently, he is working on infographics of LGBTQ+ flags, including the history and meaning of each flag. He recently co-hosted a Pride Day, enabling employees from across the company to talk about their stories, the support they’ve received and boost the visibility of LGBTQ+ employees.

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Visibility is a key part of Enterprise’s strategy to embed diversity and inclusion into the workplace, as well as working “smarter” to support LGBTQ+ staff. “If we have an event going on in the European Headquarters in Egham, we work with other offices nearby to share resources to support.” These events include information sessions, panels and Q&A opportunities. “It’s important for LGBTQ+ employees and allys to be visible, it makes a difference.” Enterprise also actively partakes in the Stonewall Workplace Equality Index and is currently in the Top 100, and has been awarded the Gold standard. The mission at Enterprise, however, is also about improving diversity and inclusion in the industry: being part of Driving Pride, one of the LGBTQ+ Automotive Networks, to ensure that Enterprise is playing an active role in supporting the sector. “The automotive sector often has a reputation for being full of one particular type of person, but when we look at who is leading our business, this couldn’t be further from reality, our leadership is incredibly diverse with a combination of different background, cultures and abilities.” The work is about asking how to make the sector more appealing to LGBTQ+ people and being visible to the community to show that you can be LGBTQ+ and do work in the industry. Diversity and inclusion strategies would be remiss, however, if they did not focus on intersectionality, which Ashley knows all too well. Having both high-frequency deafness and being neurodivergent, he says the support he’s received from Enterprise has been key to his success. “I sat with a senior manager, and we discussed what would work and what would not work, using his knowledge of the business and my knowledge of my disability.” Ashley can’t use phones, so instead, he works in sectors of the business that are more likely to use teleconferencing – which can be subtitled. “Enterprise prides itself on being an organisation prepared to listen to people about what works for them,” he explains. All of Ashley’s working arrangements reflect what is best for his wellbeing and productivity, and as a result his work thrives. “Reasonable adjustments don’t always have to cost money, often it’s just about listening to employees.” This is a marked improvement, Ashley says, to his previous experiences; where he often found he would get far in the interview stages for jobs, only to be ghosted when he began to discuss his disabilities. Instead, Ashley actively partakes in promoting understanding, going as far as to take part in a seminar on hidden disabilities called “In My Shoes”, where he spoke about his experiences. Ashley’s first manager within Enterprise, hadn’t heard of his disabilities before but was committed to learning how best to support him and within minutes, was researching what the disabilities were and how best to support people with said disabilities. This series of webinars has enabled Enterprise employees to share their stories – from being LGBTQ+ in the workplace, to hidden disabilities, to being part of a military family and constantly moving around, enabling people to better understand who their colleagues truly are and to embrace each other’s differences. His main hope? More listening, as companies continue to better understand their employees, and we all try to understand each other just as we are, allowing us to show up authentically in our entirety. “I’m hopeful for a lot more understanding about how businesses can make a real difference in people’s lives, like Enterprise has done in mine.” By myGwork

Andrew Brown He/Him Global Employee Resource Group Lead

Meet the man happily balancing his ‘day job’ and his ‘gay job’ as lead of the Organon Pride Network For Andrew Brown, life began in a small industrial town in the Northeast of England. Growing up through the 80s and 90s, against the backdrop of legislation such as Section 28, his exposure to the LGBTQ+ community was minimal. “There weren’t any visible LGBTQ+ people, no LGBTQ+ spaces,” he recalls. “When I realised I wasn’t heterosexual and was in the closet, I decided I was going to have to hide my sexuality until I felt safe enough to be myself.” Reflecting, Andrew feels it’s possible that had he been in a safer space earlier, he may have come out sooner rather than in his early 20s. “There was no social media, there wasn’t really an internet; the information you had was given to you by someone else – this is how we formed our own opinions and beliefs and without the diversity in people that we have now, there wasn’t often an opportunity to hear differing opinions. Until being LGBTQ+ was presented to me, I couldn’t know what it was I was feeling, especially when the expectation was that you would meet a woman, marry her, and start a family.” Whilst not religious himself, faith has impacted Andrew’s experiences. When he came out his family was supportive, although he notes his father struggled because of his Catholicism. “I’m not religious but it has played a part in my upbringing and my views. It’s reinforced to me the importance of consequences to your actions, but also that you’ve got to make your own way in life. But also that so long as you’re happy, and not causing harm to anyone, who’s to say you can’t do what you want? Nobody has that right.” Andrew joined MSD whilst at university, working with the company until it organised several of its divisions into separate companies – one being Organon, who Andrew joined as it was formed. In addition to being the Global Employee Resource Group Lead, he is also a Product Release Co-ordinator, ensuring that every product is manufactured to the highest standards, correctly packaged, and released on time. Over the course of Andrew’s career, the attitude towards LGBTQ+ people in business has evolved. Whereas at the start of his career, he didn’t feel comfortable being out – “people had the opinions and used the language, often homophobic, that was prevalent at the time” – as conversations around LGBTQ+ inclusion in the workplace evolved, Andrew wanted to be involved.

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“LGBTQ+ visibility in society and the workplace pushed the company to ensure their policies and procedures were treating everyone fairly,” says Andrew, comparing the evolution over recent years. “MSD decided we needed employee resource groups (ERGs) to facilitate that.” The network began taking steps to be visible: appearing at Pride, engaging in conversations to make it clear to LGBTQ+ employees that MSD – and later Organon – was a place where you could be yourself without fear of your sexual orientation or gender identity being an issue or barrier to your career progression. After attending Pride, an LGBTQ+ ERG was founded, and Andrew threw himself into it enthusiastically. It started as a small group at a manufacturing site and quickly became a UK-wide network, as Andrew and the team working to build the ERG realised that in fact, there were more LGBTQ+ staff at MSD than they had first realised. Equally insightful, though was the number of allies who willingly came forward to offer support. “We realised that there were so many people who may be part of the community because of their gender or sexuality, but also those who wanted to join as allies to the community.” Andrew went from being the site lead for the network to suddenly the UK lead, co-ordinating the campaigns and resources as well as examining how the company was sticking to its commitments to diversity and inclusion. When MSD created Organon, Andrew became a part of the new company – which now also needed to start its own LGBTQ+ ERG from scratch. “It’s a busy time creating a company, and I said I was going to be too busy in my day job to create the Pride network too.” But Andrew’s absence from the ERG Lead application process was noted: after applications closed, he was contacted by the team recruiting a Pride lead to ask why his name wasn’t on the candidate list – had there been an error? “I went to my boss and said look, it’s quite flattering that they’ve recognised what I’ve done in the past, but I am just too busy to do this going forward.” The response from his boss was as encouraging as it was instantaneous: “What do you need from us to be able to do this?” Andrew assessed what would need to be done, laid out his terms, and by the end of the afternoon his management team were behind him: he would interview to become the Global ERG Lead, and if successful, would be balancing his ‘day job’ with his ‘gay job’ with the support of his team at Organon. One interview later, and he had landed the role. Andrew began building the Pride network from scratch – leadership structure, network strategy, membership and leadership recruitment, branding and even the name! “I wanted the Organon Pride Network to have a truly global outlook and approach to issues and opportunities,” says Andrew when asked for advice on building these networks. “You can’t do everything yourself so you need a team around you. Find an executive sponsor who really is a supporter of what you want to achieve – people may not know who you are and so may not engage with you, but if they know and respect your executive sponsor, they’ll listen to them and that’s where your engagement with new members and leaders begins.” The focus now is to build a sense of belonging and an environment where everyone can turn up regardless of their identity. “When you feel psychologically safe and valued at our company, then you’ll be the best version of you and hopefully feel like you belong with us. And when you feel like you belong here, hopefully, you will want to stay with us and develop your career. But it’s not just about retaining the talent. It’s about attracting new talent and increasing the diversity within the company.” Andrew feels he can talk to anyone at any level of the company about his identity and be treated with respect when he does so. This journey has also taught Andrew to feel the value of showing up wholly as yourself, that this only adds to your success in the workplace. “I’ve learnt to be myself and about the power of that authenticity.” By myGwork

Felipe Cardenas He/Him Board Chairman at IGLTA

Meet and greet: Felipe Cardenas, co-founder of the Colombian LGBT Chamber of Commerce, and President of the Diversity Chamber Can you tell us a bit about your role, career journey to date and the organization you are working for? I am a Colombian entrepreneur with a background in Business Management and Trade. I have lived in Europe, the Caribbean and Mexico, and in the latter, I had the opportunity to join PwC, where I learned how to be a business consultant. After a couple of years, I quit my job and came back to Colombia to open my own consultancy firm. Through this company, I was invited by the US Embassy in Bogota to co-found the Colombian LGBT Chamber of Commerce, and since September 2012 I have been the Co-founder and President. This nonprofit provides economic empowerment opportunities to LGBTQ+ Colombians and migrants through membership, certification, training, events and other networking opportunities. Recently, we celebrated our 10th anniversary as LGBT Chamber of Commerce. Having expanded our reach, we re-launched the organization in October 2022 as the "Diversity Chamber". This has allowed us to have a stronger focus on Diversity, Equality and Inclusion (DE&I) with a broader spectrum of different minority groups and an intersectional approach. Sexual diversity and inclusion in the workplace will remain a strong priority for us. What's the biggest highlight of your career to date and why? The biggest career highlight for me is being recognized globally by the tourism industry for advancing LGBTQ+ Tourism in emerging destinations like Colombia, and for being elected as the first under-40-year-old Latino/Colombian, as Chair of the Board of Directors from IGLTA, the International LGBTQ+ Travel Association. This is highly relevant not only for my career but for the strong message it sends to the UNWTO ecosystem of governments, corporations, businesses and professionals that LGBTQ+ tourism is indeed a global priority and plays a key role in the economic recovery after the pandemic, especially for emerging economies that are advancing LGBTQ+ rights and more inclusive behaviour in their societies. How important is LGBTQ+ inclusion in the workplace in Colombia/Latin America and for you personally? LGBTQ+ inclusion has become an absolute priority for Colombia, especially with the new 2022 government in power. Colombia now has the Ministry of Equality for the first time in history, which is led by our Vice President, also our first Black-Afro Descendent woman in history to get one of the highest government roles.

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Colombia has enjoyed LGBTQ+ rights since 2016 and currently has the second most advanced legislation in Latin America for LGBTQ+ citizens after Uruguay. This is a strong signal that our country is finally evolving into a more fair and comprehensive society that accepts and embraces our differences as human beings. Personally, for me, this gives me not only hope but also the energy to continue working harder with more businesses to create discrimination-free workplaces across my country and the Latin America region. What's the most challenging aspect of managing people right now? For me, as President of the Diversity Chamber, the biggest challenge is talent retention, especially given the fact that most of our team members are constantly exposed to corporations, our national government and other businesses. A few of them have ended up being recruited by partners/members of our Association, and this is a great path in their individual, professional careers, but as a nonprofit, we can only offer so much in terms of job descriptions and salaries, and of course, corporations or other business can offer more attractive compensation and career plans. I guess it's a good problem to have, as the individuals who come to join our team will end up in great corporate/business roles in the short term. What attributes do you look for in new recruits and why? Lately we have learnt that leadership skills are more important than education/background. Sometimes we see resumes with very robust experience or coming from Ivy League Schools, but at the end of the day, not all those super-qualified professionals have what it takes to get the job done. We are true believers that everyone should have a fair opportunity in a selection process to prove their skills/abilities to perform. Breaking this mindset, which is full of unconscious bias about talent, has been a great learning experience for us at the Diversity Chamber. What's your favorite inclusion campaign to date and why? I would have to choose recruitment programs that we promote for remote work for LGBTQ+ migrants - focused on Venezuelan migrants in 2020 during the quarantine period and curfews experienced during the COVID-19 pandemic. This program, thanks to funds from the US Embassy in Colombia, was able to provide training to over 800 LGBTQ+ Venezuelans living in Colombia and elevate their working skills to be more eligible to access remote/virtual work opportunities in the challenging times of 2020. A few dozen of them could access great job opportunities, and a couple of hundreds of them became entrepreneurs thanks to this program. How do you encourage staff to have a worklife balance in the Latin countries, especially with the increase in remote/hybrid working? It is indeed a challenge, but since implementing a "2 days a week working from home" policy in 2021 and remaining true to our contracts, working policies require us to work 8 hours per day and just one Saturday morning (from 9am to 1pm), once a month. So regarding organizational culture, we are strict with deadlines but very flexible with the way we deliver projects, meaning how our team members pair up to ensure work completion on time, even though our organizational structure defines how we interact as team leaders and members, we have learnt that this flexibility actually drives and optimizes our performance, working in groups to deliver a project than rigid schedules. As long as the work is done with the quality expected, on time and on budget, we are good to go. This, we believe, is a great opportunity for us in Latin America to elevate our productivity rates and break the mindset that working from home and strictly in one department goes against efficiency. What podcast series are you listening to right now for your career development? Are there any DE&I-related podcast series you would recommend? I’m not a big podcast fan, as I am very visual, so I prefer videos instead. But if I were to mention one, I personally enjoy "The School of Greatness" from Lewis Homes a lot. Its content is not necessarily linked with DE&I, but I find it fascinating how he balances topics that are so close to personal development but totally applicable to our business activities, and especially our work in DE&I.

What was the last book you read (fiction/non-fiction)? Any interesting take-aways and would you recommend it to fellow leaders? For Latin America perspectives in DE&I, I recently read Coming Out by Diego Tomasino, an Argentinian Accountant based in Miami with great stories about how his work in Panama and now in the US is helping corporations to come out of the closet and embrace sexual diversity in the workplace. A very personal fiction book that I love from my favorite writer Agatha Christie is 4.50 from Paddington. As a Colombian, I will always recommend reading the Magical Realism masterpiece from the one and only Nobel Prize winner Gabriel Garcia’s One Hundred Years of Solitude. What do you do to relax at the end of a hard working day? I go to the gym, for nice dinners with my partner or friends, or enjoy a movie. But nothing beats a glass of Chardonnay for me. White wine is the perfect way to end a tough day.

By Pepi Sappal

Shelley Kent Commodity Insights Division

Shelley Kerr on the importance of inclusion in the workplace Growing up in South London in the 1980s with her mum and two sisters, Shelley lived in a time when homophobia, racism, and misogyny were rampant and normalized. While experiencing this every day from a young age, she also started to have an inkling she was gay herself. She initially believed it was just a phase she would outgrow, but when she still felt the same way by early adulthood, she decided to accept and fully embrace her identity. “I knew I was different from quite an early age,” she said. “I’d read one of my dad’s psychology books when I was about 12, and at the time, it posited that adolescents go through some kind of homosexual phase that they eventually grow out of. So, I went through my adolescence thinking, ‘this is just a phase, I’m going to grow out of it’, until I got to the age of 19 and understood it wasn’t a phase.” Working in the commodities industry since leaving university, Shelley has spent the past 20 years working in various roles, including leadership positions. Recently, she has shifted her career towards a more commercial direction, with a focus on product management and bringing products to market. While she enjoys the commercial aspect, she misses the connection with people that came with the previous role. She revealed her ambitions to gear her next role towards more leadership-based activities, remaining passionate about helping others excel in their jobs through mentoring and support. Years into her career, Shelley met at work the woman who would become her wife. Despite changing roles and moving to different companies, it seemed they were destined to be together as they ended up working alongside each other on three different occasions, purely down to coincidence. They now have two children, and both enjoy a loving and vibrant family life together. Much like her personal development and self-reflection, Shelley’s career has been characterised by constant growth and learning. She takes pride in her ability to adapt and evolve, which is why she has thrived in her role at S&P Global, which offers constant evolution and challenges. Moreover, beyond her personal accomplishments, she derives pride from helping develop other people’s careers and finding success in their lives.

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“I think of my career as more as a journey,” she explained. “What I’m most proud of myself for is that I’m constantly evolving, constantly learning, and I never stay in the same actual role for more than two and a half years before I’m ready to move on to something else. I think that’s why I’ve always enjoyed my job at S&P because it’s constantly evolving. Beyond myself, I’m proud of how I’ve helped other people in developing and succeeding in their own careers.” S&P Global is committed to inclusivity and creating a safe space for LGBTQIA employees. The company continuously evaluates and updates policies to ensure inclusivity and actively encourages employee participation in resource groups. Shelley is especially proud to be a part of S&P Global’s Pride People Resource Group, a global network supporting LGBTQIA communities and allies with chapters all over the world. Although the network has faced challenges, particularly throughout the pandemic, it has recently become more visible and active, with an increase in membership and numerous events taking place. While immense progress has been made in recent years, Shelley recognised that there is always still work to be done for LGBTQIA equality. Looking at society as a whole, she referred to multiple instances of family estrangement and encounters with institutions that reflect outdated perspectives, inspiring her to remain committed to driving further progress and creating a truly equal society. “I still have friends whose parents don’t talk to them because they’re gay,” she elaborated. “I went to a wedding a few weeks ago, and the registrar of two women getting married pronounced them husband and wife. When I registered my child’s birth, the woman didn’t know how to fill out the form if both parents were female. Although we’ve made a lot of progress, there’s still a long way to go.” Shelley Kerr’s journey embodies the positive changes taking place in the landscape of LGBTQIA inclusivity. She has not only achieved personal success but also contributed to fostering an inclusive environment within S&P Global. With her passion for leadership and commitment to mentorship, Shelley continues to help pave the way for a brighter future for LGBTQIA individuals in the corporate world and beyond. By Dylan Mann-Hazell

Jane Grammer She/Her Diversity and Belonging Champion

Meet and Greet: Jane Devlin Grammer, diversity & belonging champion at Dorchester Collection Hi Jane, can you tell us a bit about your role and how you got here? In a nutshell, I oversee Dorchester Collection’s CSR (Corporate Social Responsibility)/DIB (Diversity, Inclusion and Belonging) strategy. I design and lead global initiatives and programs to ensure we recruit diversely at all levels of the organization; create inclusive work environments where people can thrive and reach their full potential; and nurture compassionate and psychologically safe spaces where people feel like they belong. How did I get here? Well, I’ve always wanted a career where I can make a positive difference in people’s lives, and I think that purpose is what guided me to this role in September 2022. Before I even knew the acronym ‘DEI’ existed, I’ve been passionate about making the world a fairer place for anyone who is considered “different” by others or has been made to feel like they don’t belong. My younger brother, Gary, has complex learning and physical disabilities due to being born with Trisomy 13 and seeing how negatively some people behaved towards him is what sparked this for me. Growing up in Ireland, I was exposed to anti-LGBTQ+ rhetoric, and I became acutely aware of the sexist double standards women were subjected to. Both of these became recurring themes in the stories and blogs I wrote as a journalism student, which is also when I realised I was bi. Naturally, I then began advocating for the rights of all marginalized groups. Professionally, my career began as an eLearning designer and writer for an ethics and compliance company. There, I eventually became a DIB subject matter expert designing off-the-shelf and bespoke DIB training solutions, which is how I navigated into my current role at Dorchester Collection. What does a typical day look like for you? I live in Essex, so I’m up at 5:30am for my two-hour commute into the office. I grab a coffee from Pret on the way, and I’m normally at my desk by 8:30am. I think there is a perception that working in DIB is all about planning parties and celebrations, but that’s probably 1% of the job. The vast majority of my time is spent at my computer analysing data, doing intense research, strategizing, designing and writing educational materials, scoping new partnerships, designing new initiatives and preparing presentations.

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The rest of the time is spent in meetings, leading workshops and networking, but most importantly, building relationships by talking and listening to people. I leave the office at 5:30pm and I’m home by 7:30pm to eat dinner (lovingly prepared by my partner who works from home) and watch Netflix before bed. What part of your role do you enjoy the most? I really love a challenge, and there are plenty of those when you’re working in DIB, so I love having the opportunity to get creative when tackling a complex problem. But ultimately, it’s always very rewarding when you implement a new policy or initiative that really resonates with people because it impacts them in a positive way. There is no greater feeling than seeing your inbox fill up with appreciative emails from colleagues expressing their happiness and gratitude for listening to their needs and following through on your promise to address those needs. Which top three skills are vital for this role and why? First is excellent writing and storytelling skills. You really have to think of yourself as an educator when you’re in a DIB role because you are constantly trying to educate people about complex and often polarizing issues that need to be handled with sensitivity but delivered in new and engaging ways. Ultimately it has to be emotive and memorable, so having the ability to craft your message into stories that elicit empathy and compassion is key. Second is being able to manage and facilitate difficult conversations. In your role as an educator, you’ll find yourself delivering DIB training, leading workshops and facilitating focus groups. In all of these situations, you are inviting people to engage in conversations where they are being confronted with their own privilege. This can stir up a range of incredibly difficult emotions, and it’s going to get uncomfortable. So you have to have the confidence and sensitivity to navigate these incredibly important conversations safely and respectfully. Lastly, being able to influence people who may be resistant to change. In a DIB role, you’ll be devising new initiatives, policies and processes that will need approval from your leadership team – especially if there are any financial implications – so having the skills to influence is key to successfully implementing change. However, that’s only the first hurdle – you also need buy-in from the leaders driving these changes across your organisation, so you need to tailor your message to your audience and appeal to their unique needs and context. What’s the most challenging aspect of your role? I’m very new to the hospitality industry, so that’s definitely my biggest challenge. While I’ve worked as a server and bartender, I’ve never worked in hotels – let alone luxury hotels. In my previous role, I predominantly worked with corporate clients whose workforce was mostly office-based, which has a lot of advantages in terms of implementing training and programmes. In hotels the vast majority of employees are operational and doing shift work. Of course, our priority has to be providing exemplary service to our guests but it can make it difficult to schedule time for employees to engage in DIB initiatives and activities because they also need to rest. How do you help others feel like they belong in your team/promote inclusion? I think it all revolves around listening, particularly empathetic listening. We’ve probably all had an experience where we’ve shared something about ourselves with someone in passing, never expecting them to remember it, but a few days, weeks or months later, they bring it up in conversation and ask you about it. Doesn’t it make you feel heard and valued? It really shows that the person was listening and is invested in you. That’s why I always try and remember little details like that about a person. I also always ask everyone in the team for their opinion and input on my projects. It’s mutually beneficial because it makes people feel that their contribution is valued, but it also brings a perspective I might not have considered. When you listen, you really get to know who a person is – their interests, values, likes and dislikes – which helps you find what connects you. That’s how you build the relationships that make people feel like they belong. As much as diversity is about celebrating our differences, it’s also about discovering what we have in common because there is more that connects us than what makes us different.

Which podcast/YouTube series would you recommend to someone interested in pursuing a career in this area to help develop their skills/prepare them for the role? I’m not a huge podcast listener (I have a busy mind that tends to wander) and really only use YouTube for music or make-up tutorials - but I am a huge reader. If I could recommend just one book, it would be DEI Deconstructed by Lily Zheng. This book has become my DIB bible, and I refer back to it all the time. It’s essential (albeit triggering) reading for anyone considering a career in DIB because it’s a cold, hard reality check about what doing the work actually looks like. The book provides outcome-orientated goals and actionable steps you can take to achieve them. But what I found really insightful was the guidance on how to approach your DIB journey by assessing the level of trust within your organisation and the different kinds of power that exist so it can be leveraged to your advantage. Another book I’d recommend is Demanding More by Sheree Atcheson. Sheree is a remarkable woman with a fascinating story that inspired me to pursue a career in DIB. Where do you see yourself in 10 years? I’ll for sure still be working in a DIB role, but the goal is to be the Head of a DIB department managing my own team. At the moment, I feel that DIB work is very much concentrated in HR/People & Culture – and rightly so – but I feel DIB is something that needs to be considered across all areas of the business, from marketing, branding, product and service design, digital, guest experience, etc. Implementing DIB to that scale would require a team of people with knowledge of these functions. I believe this is the future of DIB, and I hope I’ll have the privilege to lead a team driving this change in the future. By Pepi Sappal

Laetitia Tierny She/Her IDEA Director EMEA

The Diversity, Equity and Inclusion Director EMEA at VF Corporation on the importance of inclusive work environments Laetitia’s upbringing in multiple regions of Switzerland and her experiences studying abroad in Germany, the UK, and Spain significantly shaped her outlook on diversity and inclusion. She recalled the significant cultural differences between Basel and Fribourg, despite being in the same country, highlighting the importance of understanding and embracing differences. This transformative experience sparked her passion for inclusivity and laid the foundation for her future endeavours in creating positive change. While at the London School of Economics, Laetitia enrolled in a cross-cultural management course, which proved to be a turning point in her career ambition. Immersed in the subject matter, she discovered her genuine interest in working to bridge cultural gaps and promote understanding. This newfound passion prepared her for an eventual role in inclusion and diversity, where she could apply her knowledge to effect real change in organisations. A pivotal moment in Laetitia’s career emerged when one of the organisations she worked for recognised the importance of inclusion and diversity as a driving force behind the company’s transformation. With the organisation undergoing significant changes, fostering a culture of inclusivity became crucial. “Sometimes you can unintentionally exclude people. Just by not having policies that consider an unrepresented community, you are excluding them; you are telling them that they are not welcome. It might not be intentional, but it’s still happening” – Laetitia Tierney Laetitia’s role in IDEA involves analysing the environment at VF Corporation and utilising quantitative and qualitative data to understand the organisation’s needs better. She collaborates closely with company leadership, promotes education and awareness, and ensures that equity and inclusivity become integral aspects of the organizational culture and its processes. “What we really want to do with our initiative is strengthen our inclusive culture and build a stronger connection with our associates and our consumers,” said Laetitia. “We also want to have a positive social impact as a company, and inclusion and diversity are definitely contributing to that.”

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Recognising the importance of communication too, Laetitia emphasises the need for intentional and effective messaging. She aims to promote allyship and advocacy for underrepresented groups in the workplace by raising awareness and encouraging understanding. Through targeted communication efforts, she hopes to challenge eventual existing biases and support the LGBTQ+ community, thereby fostering a more inclusive and welcoming environment. Laetitia’s commitment to advocating for the LGBTQ+ community extends beyond her professional responsibilities. She acknowledged the unintentional exclusion that can occur when organisations fail to implement policies that consider the needs of less represented groups. Through her work and personal dedication, she hopes to gradually move the needle on inclusivity and create positive change despite the frustratingly slow pace of progress. “Sometimes you can unintentionally exclude people,” explained Laetitia. “Just through not having policies that take into account an underrepresented community, such as the LGBTQ+ community, you are excluding them; you are telling them that they are not welcome. It might not be intentional, but it’s still happening.” At VF, there’s a daily effort to foster an inclusive and diverse environment, recognising the importance of less represented groups and the value of a diverse workforce. The Pride Employee Resource Group is pivotal in driving diversity and inclusion objectives within VF Corporation. The group supports diverse and inclusive environments by providing a platform for associates to connect, share experiences, and contribute to the inclusion and diversity agenda. They contribute significantly to the ongoing journey toward fostering inclusivity through their efforts in raising awareness, providing education, and advocating for change. VF’s involvement in the Milano and Nottingham Pride Parade last June represents a tangible expression of their corporate values and dedication to building an inclusive corporate culture. Looking ahead, Laetitia envisions a future where workplaces embrace authenticity and provide equal opportunities for all individuals to thrive. Beyond sexual orientation and gender identity, she emphasizes the importance of considering intersectionality. With the belief that respect and intentional efforts are integral to creating inclusive spaces, Laetitia remains dedicated to fostering inclusivity for all. “People are beginning to understand that the LGBTQ+ community needs allyship,” she said. “You have to make the effort to include, and it’s not easy. You have to learn. Hopefully, with all the awareness created, the learning, the education, more and more people will understand.” Laetitia’s career trajectory is a testament to the power of passion and determination in effecting positive change. Through collaboration, education, and communication, she is seeking to create workplaces where everyone feels valued and respected for their authentic selves. As she continues her journey, Laetitia’s dedication to fostering inclusive cultures will undoubtedly leave a lasting impact on organisations and individuals alike. By myGwork

Luis Carlos Cortés Ruiz Global Management Information Analyst

A Day in the Life of WTW's Luis Carlos Cortés Ruiz Hi Luis, can you tell us about your role and how you got here? I gather, analyze, and deliver management information across WTW’s Insurance Consulting and Technology business. This enables upper management to get a complete picture of the business and make better decisions, as I manage data from finance, sales, people, and innovation. I started looking for a data-related position just out of college and found the job posting for this role on LinkedIn. I went through a series of interviews, and after getting the offer, I accepted as I was keen to work in an international environment where I could make an impact. What does a typical day look like for you? Every day is different, but I produce reports about the business using spreadsheets, programming languages and specialized software. I then send the reports to relevant people, answer their questions, and listen to their feedback. I also allocate the workload across my team and collaborate with them to improve our reporting. What part of your role do you enjoy the most? I enjoy being able to coordinate the members of my team as I try to get the best out of their skills and interests to deliver high-quality information. Which top three skills are vital for this role and why? 1. Creativity – we need to be on the lookout for opportunities for enhancement and automation of the reports we produce 2. Programming – as our reports get more technically advanced, it’s important to automate the production process, as well as find more ways to extract insights 3. Communication – it’s imperative to listen incisively to stakeholders to know what they want, as it is equally vital that we know how to present our findings

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What’s the most challenging aspect of your role? Being able to understand the needs of the business across the globe – what one region needs might seem different from other regions, but we ultimately strive to deliver fewer reports with richer, more useful information to everyone. How do you help others feel like they belong in your team/promote inclusion? I try to assign work based on proven skills and interests so that everyone can perform at their best. Out of my team, I’m part of the LGBT+ leadership committee of WTW Mexico and actively participate in initiatives that make the company a safer place to work, in addition to contributing to the successful bid to get Human Rights Campaign’s Best Place to Work recognition for the company’s country branch. I’m extremely glad to be a part of this, as it’s the first time we have obtained this important recognition, and proud to work in a company that celebrates diversity. Where do you see yourself in 10 years? I see myself with a master’s degree, being the leader of a wide and diverse team working on a data or actuarialrelated area. I would also like to reside in a foreign country. By Pepi Sappall

MJ Edwards Senior Associate General Counsel

MJ Edwards on being her authentic self: “I wanted people to know that they didn’t have to be in the closet” Whilst there are many examples of people in society who have been tremendously successful but also closeted, I knew that was not going to be my story.” MJ Edwards, Senior Associate General Counsel at Gilead Sciences Inc., is entirely unapologetic about being authentically herself. “I see it as part of a mental health journey. I’ve had my own struggles, I’ve known people who have had chronic mental ill-health, and I see it intertwined. If you can’t bring your whole self to work, or to family or friends, it just compounds your journey through life in every aspect.” MJ joined Gilead as a Patent Attorney and, over the past 11 years, has progressed to being head of the Patent Prosecution Team. “It’s full circle for my career,” MJ says, recounting how she began her career by working for another pharmaceutical company as a chemist. “I felt so motivated by the task of exploring how we could bring medicines to people in need. There’s a whole regulatory and scientific journey behind that, and I realized that I needed to move my career in that direction. So, I went to law school and realized that this was an area I belonged in.” She says it’s the best of both worlds: the job requires MJ to be on top of all of the science and innovation she enjoyed as a chemist but with the regulatory authority to see different drugs through the process, from labs to patients. Law school, however, also brought different perspectives into focus for MJ. “I was at law school in Massachusetts when the first legal case seeking same-sex marriage in the U.S. was brought. As an LGBTQIA student in law, it was part of the atmosphere for us that we discussed in our constitutional law classes, and it was all around us.” Importantly, it brought into focus the extent to which suddenly true equality, rather than ‘separate by legal’ arrangements, lay in the hands of the courts and legal systems. “I hadn’t appreciated how many rights and benefits are associated with marriage and having your union recognized. Like it or not, civil society is arranged around marriage, and it dawned on me that a lot of the rights and benefits that people perhaps take for granted are rooted in marriage or the recognition of marriage.”

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As MJ began to build her family with her partner around the same time, the importance was increasingly paramount. “We were in the process of creating a family, and it was taking a little longer than we expected. So, we decided, with same-sex marriage being legalized in Massachusetts, it was probably right to get married before we began our family in order to put my wife – as the non-biological parent – on an equal track as a parent.” MJ and her wife married in a small ceremony with friends and family, in an event that MJ says was both fulfilling and wonderful: to have your love and your union recognized and celebrated by those people closest to you. The couple set about building their family, embarking on a co-parent adoption so that MJ’s partner’s rights to their children weren’t contingent on the marriage at all. She laughs and makes a point to encourage other couples building families to do the same as best practice. As her family was growing, so was LGBTQIA representation and equality. “I made a purposeful decision in my first job in the 90s to be myself in the workplace and present as who I am.” She was clear that her partner, who is now her wife, was her primary relationship. “If there was a plus one, it was going to be her.” For MJ it was about privilege – as an educated, white, cisgender woman, she wanted to use the privilege she had to make sure that her workplace was a safe space for less privileged people to be authentic about who they were. “I wanted people to know that they didn’t have to be in the closet.” A small group of LGBTQIA staff formed and made it clear to senior leadership that they were at the company as it began to examine inclusion in the workplace. This continued when she arrived at Gilead, joining the Pride network at its inception to ensure that these conversations about workplace equality were being had. MJ is now the co-chair of the North American Pride Alliance at Gilead and just wants to make sure that if nothing else, LGBTQIA staff have spaces where they can be heard and understood at work. “We’re in such a different place now compared to the 90s. Then it was a revolutionary conversation just to say that you were present. Now I see 500 Gilead Employees walking in the San Francisco Pride parade. LGBTQIA people still have a long way to go in terms of equality, but we’re making progress.” As a Pride Alliance, MJ and Gilead are working on improving the recognition and acceptance of trans and non-binary colleagues, ensuring that they can pursue their careers without interference and with access to the resources they need to do so. It loops back to the mental health journey that MJ described to me early on in our interview, ensuring that staff are able to work and be themselves without – or remedying – obstacles to that. “It’s a pyramid. A really strong foundation that allows you to take chances and be brave so that you can reach new heights.” By myGwork

Diarmuid Bennett He/Him Oncology Matron

HCA matron Diarmuid: ‘Don’t change for anyone and come to work as who you are’ “It was never a taboo subject at home,” recalls Diarmuid Bennett, oncology matron at HCA UK. “I had an uncle who was gay, and I’m sure his experience was very different to mine. But my family were very liberal and receptive to the possibility that people could be gay.” When Diarmuid came out to his mother, she cried when he told her. He thought he had misjudged how she would react, but she was crying that it had taken him that long to tell her. Diarmuid’s story begins in Ireland in a small town at a time when being LGBTQ+ was not necessarily as visible or accepted as it is now. He recognises he was fortunate to have such supportive parents. “I made a lot of other friends [at university] who were gay, and when they came to mine, they would be quite surprised at how supportive my parents were.” In 2008, Diarmuid graduated into the medical sector at the height of the crash in Ireland, at a time when work in the sector was borderline embargoed. The solution seemed obvious for him and so many others – emigrate. “Many went to Australia, Canada, the Middle East. London just felt right for me, though, and so it was the natural step.” “There was an international nurse’s recruitment fair in Dublin, recruiting nurses from Ireland to work across the globe. I was drawn to HCA UK because I wanted to work in London and because, simply put, I was blown away by the way they had digitised their systems. It was modern, it was diverse, and it was where I wanted to be.” He took a job in oncology at HCA UK on Harley Street and got stuck into his work. At the same time, he immersed himself in London culture and the diversity that existed in the city: “It was important for me to go out, meet people, go to gay clubs, bars, sports teams and travel.” Diversity in the city has been a large part of the draw for Diarmuid. “London is a city that so many people pass through, and there’s so many different groups and cultures and diverse backgrounds. I think it’s important that we showcase them and respect them. When people are respectful of our differences, it’s much easier to live in harmony.”

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The value in diversity is key in his work at HCA UK also – Diarmuid was one of the founding members of the diversity and inclusion committee at the company, which provided a forum for people of all backgrounds to contribute and provide input on the company’s drive for inclusion at work. Eventually, an LGBTQ+ committee was founded, which is now led by one of the chief human resources officers. “We brought people from across the business together to look at what we could do to make the business more open and mindful of LGBTQ+ people.”

Part of the work of the committee includes marking Pride Month, which last year involved flying Pride flags at HCA UK hospitals, outside and in. In the run-up to London Pride, everything from hallways to menus were celebrating Pride Month and the LGBTQ+ community. “This year, in addition to London Bridge Hospital, we also illuminated The Harley Street Clinic in rainbow colours, which was brilliant. It’s in quite an iconic spot on Harley Street, where two streets meet each other, and it was incredible to walk past it and look up at it – it stands out like a burning beacon.” As he reached his late 20s, Diarmuid realised that it was time to develop his career and his professional skills, which HCA UK was all too ready to support. “I sat down with one of my managers at the time and said this is where I am, this is where I want to be, getting up to management level. She responded by telling me what I needed to do and helped put a career plan in place for me.” Diarmuid was encouraged to study for an MBA, which the company agreed to pay for, and gave him the support and time to focus on his studies. “When I got to a point where I was ready to step into senior management roles, I did some analysis around what skills were needed. While a lot of them could be learnt by doing the job, I realised I needed to do a course. My boss suggested I do an MBA.” Originally, he thought it was just something that business and finance people did, but his boss explained to Diarmuid that wasn’t the case – he had many skills that would be transferrable, and he would be able to take a lot from it. “She helped me with the application process and then supported me over two and a half years to complete my MBA, giving me allocated study time. The company were really invested in developing me.” Now Diarmuid is the oncology and cardiac matron at HCAUK, balancing the demands of the job against the exciting and diverse experiences afforded to him in London. His advice for others wanting to follow in his footsteps? “Don’t change for anyone, and come to work as who you are. If someone comes to work comfortable being themselves and happy, they tend to give the best of themselves to the job role.” By myGwork

Brendan Johnson He/Him Global Team Leader

Meet and Greet: Brendan Johnson, global team leader at Awin Global Hi Brendan, thank you for taking the time to sit down and chat with us, Can you tell us a bit about your career journey to date? I have been at Awin for seven years. I started in an entry level role as a Campaign Assistant, and worked my way up to Account Management and eventually as a Team Leader in 2021. In that time, I have worked on affiliate campaigns for several Awin clients, including John Lewis, UNIQLO, Vodafone and giffgaff. Since 2021 manage and oversee a team of Campaign Assistants and Interns, using my experience to work with them and develop and grow. What's the most challenging aspect of managing people right now? Since the pandemic, Awin employees have enjoyed a hybrid and flexible working structure, where we can choose between using our local offices or working from home. As I manage junior staff that are spread across the country, sometimes it can be challenging when it comes to onboarding and training, as different people have different learning styles, and it can be difficult to assess someone’s needs remotely. Weekly 1-2-1s with all team members have helped to ensure that I am regularly checking in on their progress, and I encourage them to speak openly about challenges and flag any concerns. What attributes do you look for in new recruits and why? The roles I recruit for are entry level, so I am not usually looking for a great deal of industry experience. Instead, the focus is on whether the candidate has a positive and enthusiastic attitude, shows real interest in the company and industry, and has potential to build a career at Awin. How important is LGBTQ+ inclusion in the workplace for you personally? As an openly gay man, I don’t want to compromise any part of my identity in order to fit in to a company I work for. This has not been the case at all at Awin, as it is an organization that values diversity and promotes an inclusive and forward-thinking culture. I have been given the autonomy and resource to get involved in Priderelated campaigns over the years, which culminated in the establishment of Priders, Awin’s network for LGBTQ+ staff and allies. These activities have led me to feel not only included within Awin’s culture but empowered. I strongly believe all organizations should promote LGBTQ+ inclusion, so employees are not only encouraged to be their authentic selves in the workplace, but are celebrate for their diversity.

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What's your favorite inclusion campaign to date and why? Within Awin, the inclusion campaign that I am most proud of to date is the panel I took part in to celebrate Pride Month in 2022. We discussed topics such as the importance of being openly LGBTQ+ in the workplace and how other staff can be proactive allies. The panel was broadcast to all Awin employees and received great engagement. It felt like a formative moment, as myself and the other panellists went on to form our Priders network only a few months after. How do you encourage staff to have a worklife balance, especially with the increase in remote/hybrid working? Awin has been pioneering in its introduction of the flexi-week, which means all staff work 4 days across a normal working week. Employees can choose when they take their day off and can even split it across two half-days. We have introduced a number of processes, including automation of certain tasks, which means that the flexiweek has not had an adverse effect on productivity, and we are still able to service our clients to a high level. Awin employees have been overwhelmingly positive in their feedback on the flexi-week and how it has improved their worklife balance, giving them time back in the week to focus on hobbies, catching up on life admin and spending time with families. What's the biggest highlight of your career to date and why? As an Account Manager, I often got to work on some high-profile affiliate campaigns with exciting brands. It was always great when this work received wider recognition, and I had the opportunity to submit several entries for the Performance Marketing Awards, which I view as akin to my industry’s Oscars. All of these entries were shortlisted, and one was the winner of the category it was submitted, so it was a proud moment to get on stage at an awards ceremony and represent Awin. What podcast series are you listening to right now for your career development? Are there any DE&I-related podcast series you would recommend? Brendan: I am not hugely into podcasts, although I definitely need to make time to listen to more, as I’m always getting recommendations from friends. A podcast I enjoy is Getting Curious with Jonathan Van Ness. Jonathan is such a likeable and inquisitive host, and they explore a very wide range of topics with experts in their respective fields. What was the last book you read? Any interesting takeaways and would you recommend it to fellow leaders? I definitely prefer reading fiction over non-fiction. I am part of a book club with a few friends and the latest choice was Victory City, the new novel by Salman Rushdie. It follows a protagonist partly inspired by a historical, fourteenth-century princess-poet, who is given a 247-year lifespan and wills into existence an empire in India through her magical powers. I definitely enjoyed the novel – it had an engaging story and thoughtfully explored themes such as female empowerment and colonialism. What was your last holiday destination, and where do you plan to visit next? My last holiday was to Chamonix in France with a group of friends. Although it is a popular ski resort, we went in the summer. We stayed in a chalet that looked out on Mont Blanc, took a cable car up a mountain and did a lot of countryside walking, which was idyllic. I don’t have any trips booked currently, but I’d love to do a European city break this year. What do you do to relax at the end of a hard-working day? I like winding down after a hard-working day by catching up on Netflix or reading. If I’m feeling social, I will likely be at a local pub quiz with friends. We are competitive but it is still a relatively sedate activity in usually a warm and friendly setting. By Pepi Sappall

Nejc Jaka Sekula He/Him Executive Director Diversity, Equity and Inclusion for Talent

Meet & Greet: Brendan Johnson, Global Team Leader, Awin Global When you ask people about how they got into working in diversity and inclusion, their reasons often vary. For Nejc Sekula, it was about recognising a reality. He had already been doing a lot of work in that area on top of his existing jobs, so it just made sense to combine them. “I was always doing D&I work on top of my other jobs – I’d get into the workplace and would be promoting inclusion not just of LGBTQ+ people but also women, people with disabilities, and others, at our workplace in Slovenia.” The result? When a position opened in recruitment for the company, Nejc finally found himself able to combine these roles. He could start to recruit talent for the business while also identifying ways of diversifying talent within the company. “Who do we recruit? Where do we recruit from? These were the questions I was asking myself.” Eventually, he was approached by Novartis, first to be a human resources manager in Ljubljana. Then, he joined the global diversity, equity and inclusion team that the company was developing. Nejc was born and raised in Slovenia. He had finished his education in Minnesota USA, with his final year being spent abroad. “What I really valued was the opportunity to see a different perspective on things in life.” Realising the extent of the diversity in life, and with a newfound appreciation for the different identities that make up communities, he enrolled to study English, French, and a comparison of languages in Slovenia. This was to further explore the lessons he had learnt in the US. But this wasn’t the right fit for Nejc, so he did the next best thing. He joined a global organisation with international offices to get a taste of a business that was present everywhere. It was here where he came out for the first time. With visible role models and inclusion policies, he was safe knowing he was supported in the workplace. That support is now part of the lifecycle that Nejc must consider when Novartis looks to hire new talent. “I have to examine how we recruit people, how we onboard people, how we ensure that each has the right development path once they are here. I have to do this whilst keeping diversity, equity and inclusion in mind so that people will feel safe in bringing their full selves at work.” If workplaces are inclusive enough to bring together broad identities, this acts as a beacon for new people joining and they can bring their best selves to work every day, explains Nejc. Building an inclusive and diverse workplace includes looking at reasons people may sometimes struggle, hold back, or leave. It also includes making sure that each individual is able to be an effective ally for those around them. “If someone needs accommodation in their team because of an aspect of their identity, it’s important that we have staff trained to recognise and make those accommodations where appropriate, to be an ally and to know how it’s best to help them with the specific situations.” 79

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Diversity and inclusion aren’t just vital in recruitment, Nejc says. Understanding how every section works, as well as how diverse identities fit into that work, is vital to ensuring a welcoming and inclusive atmosphere. Every process and system that an employee may encounter, from the day they apply for the job right up until the day they decide to leave, needs to be analysed and considered from every angle. Is it accessible? Do people feel comfortable disclosing their identities, and how can we address that if they don’t? For Nejc, it’s about understanding your baseline. “Diversity and inclusion should always start locally, right down to a team level. You need to examine what stage you are locally, as part of building up to a global culture.” Local context is key – diversity looks different in different locations: when you consider different historical contexts, local laws and regulations, and different state structures and biases, you quickly realise that diversity and inclusion have no one set size or shape. Nejc’s advice is simple: once you have established your baseline, establish what you want to focus on. What are you going to improve or change? How do you measure this? Create a plan – short and long-term – to examine what you can change or implement now and how this can lead to a long-term change in behaviour or company systems. Look at people’s behaviour and establish role models. In time, they will, in turn, create more role models and better behaviour. Finally, understand what progress is. What metrics are you measuring against? Where have you come from, and where are you headed? Role models, Nejc believes, are a vital part of making that progress. Recalling his own experiences learning to be confident in his identity, role models played a key role. “I will never forget the openly LGBTQ+ leaders and role models in my first company. Seeing them be open and out at work gave me this immense understanding that this was a place where I could be me, and I didn’t have to hide who I am.” If you can be that role model for someone else, and if you can provide that sort of support for a graduate, a new starter or a team member who may be in the same position, the influence it can have on their work or career is immense. Nejc is a strong believer in the vital importance of representation, education, and awareness, and we’re certain he’s going to continue to bring all three of those things to every team he engages with. By myGwork

Nikki Phinyapincha She/Her Founder

Nikki Phinyapincha empowering trans professionals across Southeast Asia Statistics from the World Bank & APTN survey (2018) show that 60% of Malaysians, 77% of Thais, and 85% of Vietnamese trans individuals, encountered job rejection, discrimination, and harassment. In the ASEAN region, LGBTQ+ entrepreneurs and employees face substantial barriers, including socio-economic discrimination and exclusion, legal obstacles, limited resources, heightened mental health challenges, and constrained access to leadership opportunities to shape their own future. “This is not only hindering personal and professional growth but also robbing human capital of vital skills and knowledge essential for advancing regional economies and societies,” emphasized Nikki. A study, carried out in 2021 during the pandemic by the Williams Institute, confirmed that trans professionals are twice as likely to be unemployed, compared to their cisgender peers. A more recent piece of global research, carried out by Catalyst, also showed that seven out of ten (69%) of people who are trans or identify outside the gender binary are more likely to have experienced racism in their current job, compared to 51% of cisgender women of color and 50% of cisgender men of color. Nikki is an example of someone who experienced discrimination in Asia. Despite being qualified for a managerial post that she applied for, Nikki believes she was rejected due to being LGBTQ+: “After a promising interview with the HR Director for an internal promotion to the manager role, I was told that despite my qualifications, the company had no policy for appointing a transgender individual to the manager role. My credibility was questioned, and I was advised to seek opportunities in other sectors such beauty, media, or entertainment.” She responded by setting up Transtalents to empower LGBTQ+ professionals in the region. By partnering with global corporations, she has created over 50 initiatives, including the ASEAN Transgender Professional Leadership Program, to address socio-economic disparities for trans professionals through mentorship and seminars. The challenges faced by the trans community across Asia are multifaceted, from discrimination and legal gaps to limited job prospects and entrepreneurship barriers, according to Nikki. She emphasizes the need for datadriven policies and inclusive practices to address these hurdles: “The call for systemic change in the organizations and society is my mission. People now seek genuine and meaningful change from their leaders, not superficial, inauthentic, or tokenism activities. It’s time for data-driven, concrete actions for sustainable and measurable results not PR buzz words.”

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To be a truly diverse, inclusive, and sustainable organization, inclusive leaders in Asia “should reframe their vision to advance their DE&I strategies that address specific issues with an intersectionality lens in order to improve internal organization and scale impacts to the broader business community, the systemic change must be intentional, intersectional and measurable in long-term including building a diverse pool of future leaders,” adds Nikki. Organizations in Asia must take proactive steps to enhance trans awareness and inclusion. However, given the conservative environment, organizations must navigate LGBTQ+ issues sensitively, offering support within legal boundaries and promoting awareness cautiously. She believes that workplaces can play an important role in improving acceptance and belonging in society for the trans community in the region. “Organizations across Asia can advance trans awareness and inclusion at work through varied approaches, considering the diverse legal and cultural landscapes across the region. In countries with more progressive environments, organizations can take proactive measures by fostering an inclusive and empowering environment for transgender employees to thrive in leadership positions,” explains Nikki. “This involves establishing comprehensive training, inclusive policies, and robust support networks. These efforts ensure equitable practices and provide necessary resources for the personal and professional development of transgender individuals, empowering them to utilize their skills effectively in leadership roles. Moreover, leadership endorsement and active community engagement play pivotal roles in strengthening and promoting inclusive cultures within these organizations.” However, in nations constrained by legal or cultural sensitivities—in China, Malaysia, Indonesia, and Singapore, for example—organizations must navigate more “cautiously,” advises Nikki. “They can provide inclusive policies within legal boundaries, offer confidential support, and advocate for gradual change while respecting local laws and religious considerations. Subtle awareness initiatives and engagement with local and international communities within legal constraints where feasible foster understanding without violating cultural norms. This could involve non-discrimination clauses without specific reference to gender identity.”

In short, tailoring strategies to suit both progressive and conservative environments, organizations can gradually foster trans inclusion, while respecting legal and cultural nuances across Asia. Nikki's mission in this space transcends mere tokenism; she advocates for genuine, data-driven actions to achieve sustainable change for the trans community at work. To mark Trans Awareness Week, Nikki is participating in several initiatives, including speaking engagements like the Corporate Innovation Summit (CIS) 2023 and the International Conference on Sexuality, highlighting trans economic empowerment. She also launched a social media campaign showcasing 16 trans professionals’ leadership journeys, challenging stereotypes this year. In fact, her commitment to promoting trans inclusion across Asia earned her a spot on this year’s Outstanding Role Model 100 LGBTQ+ Future Leaders list. You can connect with Nikki here. By Pepi Sappal

Robert Williams He/Him Category Lead - Fashion

eBay fashion lead on LGBTQ+ inclusion and sustainability Robert Williams’ professional life reads like a fashion catalogue. Studying at St Martins College of Art and Design in fashion design and printed textiles, Robert would soon find himself jetting off between New York, London, Dublin, Sydney, and Berlin as he worked for some of the most recognisable names in fashion. From Topman to Harvey Nichols, Zalando to JD Sport, he began in textile design before migrating to the buying department. Now, he focuses on brand outlet and imperfects products at eBay, where he is a team lead for fashion. As Robert points out, just because a garment may be damaged – missing buttons, or maybe a scratch – it doesn’t mean it can’t still be sold on eBay, rather than destroyed or sent to landfill. “We’re supporting the circular economy and sustainability in fashion,” he adds. In addition to his day job, Robert is Chair of eBay’s United in Pride employee community of inclusion. “The main thing is to educate and drive continual learning, with a focus on intersectionality. We do that through training throughout the year, such as the one we’re delivering on pronouns, gender, and identity.” The network ensures that key days for the LGBTQ+ community are in the calendar, supported by education and information to mark them. The network also celebrates Pride and use their resources to advocate for policy changes across the company to better support LGBTQ+ staff. “At the moment, we’re in the process of writing a gender identity and expression policy for eBay, which is making sure that colleagues who may wish to transition or affirm their gender, are supported within the company here.” United in Pride’s focus this year is supporting the trans community, with their new transitioning policy soon to launch globally across the company. In addition, on June 28, the network is hosting a fireside chat with trans model and activist Munroe Bergdorf ahead of a Rainbow Party. This will cover Munroe’s story, but also how fashion for all sits at the heart of eBay – regardless of style, size, identity, or gender. Diversity and inclusion are important for all businesses, Robert believes, especially fashion. To reflect your market audience, your workplace needs to be as diverse as the audience is. “If you tend to hire the same people all the time, creativity dies, and business goes stale. You need to build diversity into a company’s DNA, led by management from a top-down approach.”

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Robert (left) and his partner Tim (right)

United in Pride operates across the company in localised chapters, which meet fortnightly to ensure that any policy changes being proposed in one market for the business are being proposed elsewhere, to ensure progress is consistent across the board. Robert is also keen to stress that there must be a “constant drumbeat” throughout the year – being LGBTQ+ doesn’t just stop at the end of Pride Month, and businesses need to ensure that they are constantly, year-round supporting their LGBTQ+ staff and the wider community. Robert is a strong believer that the fashion industry needs to be fair and inclusive – and this sentiment is equally important when looking at the industry’s environmental impact. With the rise in fast fashion, it’s an industry that has come under fire for poorly treated garment workers and high environmental costs. This is why circular fashion must be a priority, and spaces such as eBay, where people can find and sell pre-loved items are a vital part of building a sustainable industry model. Second-hand, pre-loved and upcycled pieces break the chain of a constant flux of new items and stops landfills filling up with clothing that still has many lives left in them. eBay are proving that circular fashion is fashionable, and is a major part of the future of fashion. “People are now starting to recognise the damage that fast fashion is doing to the environment and trying to tackle waste created in fashion.” Through working with younger people – who Robert says are showing more and more interest in circular fashion – and partnering with shows like Love Island, eBay hope to inspire a culture of sustainability across the population that makes people think twice on how they consume fashion. Looking to the long-term, Robert wants to see more equality around the globe for people, across all cultures and communities. Robert can remember protesting outside Parliament to lower the age of consent for LGBTQ+ people to 18, down from 21; this later was reduced to 16 in line with the age of consent for straight people, which Robert sees as a testament to how progress can be made even when it seems difficult. Recalling his experiences growing up, he notes how you “Couldn’t really promote yourself being gay in the workplace.” Now, he heads a team, and feels privileged to do so, because of how much things have changed. The transformation has been remarkable. Growing up, Robert couldn’t fathom living outside of a bustling capital city due to his experiences in Chester. There, he was Catholic, enduring school bullying due to perceived homosexuality, all amidst the unfolding HIV epidemic of the 80s. Now in his 50th year, having lived in various cities worldwide, he has returned to Chester with his partner Tim and their two dogs. Robert is dedicated to advancing the progress he’s witnessed in his own life, both within the realm of fashion and beyond, ensuring it endures for future generations. 85

By myGwork

Edgar Martinez

Jen Polzin

He/Him Legal Director

she/they PRIDE Co-Chair

JTI’s Journey with its PRIDE network: building bridges of inclusion JTI’s global LGBTIQ+ Inclusion Employee Resource Group (ERG) PRIDE has Jennifer Polzin and Edgar Martinez as its co-chairs. Despite their varied backgrounds and different global locations, their common passion is to drive LGBTIQ+ Inclusion at JTI. PRIDE was established on Valentine’s Day in 2020, just after the global Diversity, Equity & Inclusion (DEI) strategy was implemented towards the end of 2019. When lockdown occurred only a few weeks later, the ERG had to adjust to the digital challenges that global groups were facing. It was also trying to establish itself within the organisation. Starting with “digital safe spaces,” the network grew and grew from the JTI headquarters in Geneva, becoming truly global by 2021.

‘Connect with Pride’ Each year, the ERG chooses a theme to guide activities and campaigns throughout the year. This year’s theme is ‘Connect with Pride’. Additionally, the ERG has set up programmes supporting LBTQ+ women, promoting queer and straight allyship. In April this year, it hosted JTI’s first regional PRIDE | Summit in Toronto in-person, where change agents and allies from markets across the Americas region met for the first time. The summit – held over three days – was the perfect forum for attendees to build connections within the region. It also explored how employee-led diversity and inclusion efforts can be advanced within the Americas. “It was a great success for us”, recalls Jennifer. “We had already been working with some of the colleagues for anywhere from two months to three years, and finally we had an opportunity to meet in person. Edgar and I are both based in Europe so trying to get everyone together in the Americas was a huge effort – especially postCovid – but it paid off.” Edgar highlighted the need for events like this. “For inclusion, you have both corporate efforts, where the Diversity, Equity & Inclusion team work to introduce new policies, update existing ones, develop benefits and foster inclusion from a corporate perspective, whilst the employee-led efforts, which are completely peer-topeer, give employees the space & freedom to voice what more needs to be done to support them.” He belives the interplay between the two is a necessity to drive change.

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Sparking the concept This interplay sparked the concept of the regional PRIDE | Summit series. The ERG identified a need to comprehend the broader needs of the LGBTIQ+ communities within the various markets around the world without forcing staff to come out or participate if they were uncomfortable. They also discussed how to support local initiatives in the future. The result was careful planning with the Diversity, Equity, and Inclusion team to create a summit resembling a congress, inviting LGBTIQ+ leaders, Allies, and People & Culture (HR) representatives. Authenticity is a recurring theme in conversations with Jennifer and Edgar. The summit’s ability to enable attendees to speak candidly and honestly about their thoughts and experiences, and to be their authentic selves, stands out. “You’re talking to other employees, with authenticity being encouraged by the agenda, about the same issues and concerns,” Edgar says. Both Jen and Edgar shared fond memories of the event. For Edgar, one of his highlights was John Fraser, PRIDE’s Executive Sponsor and Senior Vice President Legal, Regulatory Affairs and Corporate Compliance, attending the Summit. “JTI’s top management members (that we refer to as ExCom) are very busy, and it’s often difficult to find time in their calendars. But John took the time to attend the entire Summit, to be with us and show his support.” For Jennifer, her highlight was seeing all these meaningful connections – across cultures, functions and backgrounds – forming at the Summit as people came together to explore promoting diversity and inclusion. For JTI’s partner agencies Ignis and We Create Space (WCS), “it was amazing to see the event come to life,” Russell Keane, Senior Account Director at Ignis, said. “It was truly inspiring to witness the bravery and vulnerability shown by attendees in sharing their deeply personal stories and perspectives. It’s a testament to the work being done within the company, both corporate and employee-led, that these safe spaces exist and employees feel comfortable to bring their true selves to the work.” While Michael Stephens, founder of WCS, recalls “It was a pleasure to be involved with delivering various sessions at the Summit and to witness the profound effect it had on everyone involved. The team’s unwavering commitment to inclusivity and the celebration of diversity not only empowered individuals but is igniting a ripple effect of positive change throughout the organization and the communities within.” The PRIDE | Summit is part of the wider DEI strategy at JTI, encompassing goals like local empowerment and conscious inclusion. By constructing strong LGBTIQ+ networks within each internal market, locals have the means to raise and address issues that matter to them in ways best suited to their circumstances. “We can understand what is happening in other markets,” says Jennifer, “but we cannot experience it in the way that people who live there do. Employees know what is best for their specific market.”

Need for interplay However, as Edgar pointed out, there needs to be interplay. Employee-led efforts may highlight the challenges faced by minorities, but the need for top-down support to implement the solutions is crucial for companies aiming to advance diversity and inclusion within their workplaces. “We aren’t just going to go to Pride marches or only speak out during Pride Month. We need to honour JTI’s 365 Days of Pride Pledge,” he said. When asked for advice to other companies seeking to improve diversity, equity, and inclusion within their businesses, Edgar is clear. “Let your ERGs flourish. These employee-led networks are powerful communities for driving change within organisations. By going beyond basic box-ticking and engaging meaningfully, companies can nurture these networks into structures that accelerate an inclusive culture within their organisation.” Jennifer echoes this, pointing out the need for corporate support – from budget to sponsorship – to build the safe spaces in which these ERGs develop and grow. “If you have no openly LGBTIQ+ colleagues in your organisation, you need to address that, and understand why that may be.” JTI’s PRIDE | Summit returns again this year in June, this time in Athens with the Western European markets. The pair believe that the success of the Americas Summit shows the importance events like this have in building a truly inclusive workplace. There, every employee can feel comfortable to bring their true, authentic selves to work. In short, creating a better future for everyone. By myGwork 87

Kira Van Niekerk She/Her Global Director of Training & Enablement

Kira van Niekerk on the power of queer leaders and inclusive workplaces By her own admission, Kira van Niekerk is a “third culture kid.” Her father was a diplomat, and she grew up juggling her own South African culture with the culture of wherever her father was posted, as well as a third “international” culture that underpinned the nature of the family’s work. “That really shaped me,” she says, “and having so many cultural influences in that way influenced me to be more open-minded.” Coming out in 2007, Kira felt she was boxing herself with labels, unable to fully free herself of them. “I didn’t know that much about my sexuality – I identify now as queer or pansexual, but that wasn’t widely used as a term at the time. In 2007 I felt that I had to be bi; I wasn’t a lesbian, I wasn’t straight, I must be bi. It took me a long time to stop thinking of my identity in boxes. I felt like my queer identity was me at weekends; it was my personal life, and it was not an identity I would show in my studies or at work. That had to change.” As Kira notes, things have changed since. When Kira came out, she felt she “had to have a label and a flag and be very proud of it,” when a younger family member came out, their attitude was different. “There were no labels; they would just do what they would do. I realised I don’t have to have a label as long as people know I’m not straight.” There are benefits to naming identities, Kira says – it’s less lonely when you know other people feel and identify the way that you do. But this doesn’t mean we have to be so prescriptively specific in our language, either. “When I look at Gen Z, the attitude seems to be that we’re a community, and we aren’t going to be siloed much further beyond that.” Finding a home in the terms pansexual and queer, Kira leaned into the fluidity and ambiguity these labels allowed. “It’s like I’d found that perfectly fitting blazer where before I’d been wearing these labels that were too short or boxy. Finally, a label made me feel comfortable – and quite a wide label. If we are going to have labels, we need visibility for how these labels can permutate. I think that’s when people feel most comfortable. If you don’t know your label right now, or you know your label can and may change, there’s less pressure on you to race to define yourself by specifics.” Now, Kira is the Global Director of Training and Enablement at Thomas, a company that examines team optimisation to improve how colleagues engage with each other for better results. It goes hand in hand with LGBTQIA inclusion in the workplace: “You have to focus on the individual, the actual employee. If a business wants to maximise retention, it needs to build a workplace where people feel connected and they can succeed.” 88

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At work, Kira speaks openly and frankly about her experiences as a queer woman and navigates the workplace trying to be a responsible role model for LGBTQIA staff. “I am privileged to appear straight passing, but this means I also have to navigate people potentially making assumptions about me, who my partner is and so on. I can bring an alternative view to a team which may not have been considered due to heteronormativity, but ultimately out queer people have to voice these things. As someone who is pansexual, these pressures also exist in queer spaces, having to say actually, “I am queer, even though I am straight passing, and I may just appear as an ally.’” In collaboration with her colleagues, Kira was part of the spearheading effort of the Thomas Rainbow Alliance to celebrate Pride at the company, and it’s now a company-wide affair. “It was empowering for me, in terms of creating a safe space, where we could talk about LGBTQIA issues and understand each other better.” People felt comfortable being able to be out and talk about their experiences, and this encouraged Kira and her colleagues further. At the same time, it also introduced a personal dilemma about the pressure to always be visible and active. “There’s a pressure on queer leaders that if I want to create a safe space or be the role model that I didn’t have early on in my career, I need to be telling my story and being visible and vocal. I still want to do that, but it’s about finding a balance between telling my story and taking care of myself, making sure I am on top of my work while also advocating for my community and other marginalised communities.” Allies are a vital part of remedying this, Kira thinks. With a strong network of allies who can help to alleviate that burden, or those pressures, the balance becomes manageable, and she highlights what allyship is all about: uplifting those who have been marginalised through supporting them. “I’ve got quite a few allies who’ve been instrumental in supporting me, especially when I don’t feel like I’m being the perfect queer leadership role model.” It’s part of the philosophy at Thomas: “To ensure that everyone can bring their whole selves to work, every day. Whether you’re LGBTQIA or part of another marginalised group, you should feel comfortable fully showing up. Rather than saying ‘here’s our queer leaders,’ it’s about allowing those leaders to be themselves and make the passive case for being able to be out and be fully their own person.” It’s the combination of a subtle approach to enabling people to feel comfortable, but also LGBTQIA leaders coming forward to share their thoughts and experiences to build a workplace that works for everyone. By myGwork

Reesa Graham Analyst

Reesa Graham on embracing her identity, her love for the theatre, and the power of tech As a theatre enthusiast with a master’s degree in the field, Reesa didn’t initially anticipate becoming a tech analyst. However, her natural talent for using technology and her ability to simplify complex concepts for others propelled her into a role where she now thrives. Reesa’s journey into this field began as a temporary administrative assistant at Blackstone during her time in graduate school. Supporting various teams, she eventually found herself working as the assistant to the CTO of Blackstone’s Alternative Asset Management business. Their immediate connection and seamless collaboration surprised both themselves and their colleagues. “We’re so similar that two months into working with each other, one of our coworkers that I had known for a long time asked me, “How long have you been supporting him?” and when I said just two months, she said “You interact like you have worked together for ten years!’” When Blackstone consolidated their technology division, Reesa moved to the tech team. Despite not initially considering herself a “tech person” until a friend gently reminded her not to unfairly compare herself to tech geniuses, Reesa quickly discovered her aptitude for technology. Her passion for data and desire to simplify processes for others made her a perfect fit for the Technology Training team. Perhaps unexpectedly, her background in theatre played a crucial role in her approach to technology and teaching. She explained how storytelling lies at the heart of both disciplines, understanding the importance of conveying information in a way that others can understand. Leveraging her background in theatre, Reesa brings a unique perspective to her role as a tech analyst, enabling her to connect with others and make complex concepts more accessible. “It all relates back to storytelling. The driving force for me is ‘How do you tell this story?’” she explained. “How do you tell the story in a way that other people understand? If they don’t understand it, what’s the point of telling it?’ If somebody doesn’t understand the story, then you haven’t done your job as a storyteller.” Beyond her professional life, Reesa’s personal journey of self-discovery has been significant. As a high school student, during a panel on LGBTQIA representation where she was asked to get involved as an ally to debunk stereotypes, Reesa had an epiphany. Just moments after stepping off the stage and giving her talk, she confided in a friend, realising she was bisexual.

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Even in her adult years, Reesa’s LGBTQIA journey is expanding and changing, recently embracing her identity as a demi-gray asexual, biromantic person. This discovery came after her asexual friends pointed her in the right direction, offering words of advice when she described her experience. As well as support outside the workplace, Reesa has found a community within Blackstone too, through the OUT Blackstone affinity network. Blackstone’s Diversity, Equity and Inclusion network provides a safe and inclusive space for LGBTQIA individuals and allies within the company, as well as organises events and panels, and educates employees on queer history. Reesa truly appreciates the open environment at Blackstone, where Pride holds a special place in the company, showcasing the firm’s commitment to acceptance and celebration. “One of the nice things about Blackstone is that it allows you to just be you and just be queer and live and go to work,” said Reesa. “I love that Pride is one of our biggest events. A lot of senior leadership take part, and it’s always a big deal.” While Reesa values Blackstone’s inclusive environment, she also recognizes that the fight for LGBTQIA equality extends beyond the workplace. She discussed how the LGBTQIA community’s focus should also protect and expand rights for trans individuals so that everyone in the community can feel seen and achieve true equality. Combining her love for theatre and her talent for simplifying complex concepts, Reesa has become an invaluable member of the tech team at Blackstone. Her role extends beyond her professional growth as an analyst, as she actively engages in Blackstone’s LGBTQIA community, advocating for inclusivity and equality. By Dylan Mann-Hazell

Egle Juzenaite She/Her International Qualifications Product Developer

Egle Juzenaite on bi visibility and fighting stereotypes Hi Egle, thanks for chatting with us. Can you tell us a bit about yourself? I’m Egle, originally from Lithuania. My journey has been one of resilience and self-discovery. Growing up, I lived ‘in the closet,’ unable to come out to my family due to safety concerns. After completing my schooling, I made a life-changing decision to move to the UK. Here, I pursued higher education, and I’ve been actively employed for over a decade now. My career path has been diverse and enriching. I began my professional journey working in a local Primary school, where I gained valuable experience in education. Later, I transitioned my career into the dynamic world of Publishing. I’ve had the privilege of working at three prestigious publishing houses: Cambridge University Press & Assessment, Oxford University Press, and my current role at Pearson, where I serve as an International Qualifications Product Developer. This journey has not only shaped my career but has also deepened my commitment to issues of diversity and inclusion, particularly within the LGBTQ+ community. It’s a cause close to my heart, given my personal experiences, and I’m proud to bring my unique perspective to my current role. This month marks Bisexual Visibility Month – what does this mean to you and why is it important to you? Bisexual Visibility Month holds immense personal significance for me. It’s not just a month on the calendar; it’s a lifeline for countless individuals struggling to be heard and seen. It’s a beacon of hope for those who, like me, have faced invisibility and misunderstanding. It’s a reminder that our stories, our struggles, and our triumphs matter, and we deserve to be celebrated and acknowledged. Can you share a bit about your coming out journey? My coming-out journey was a tumultuous ride, marked not only by external challenges but by the internalised biphobia I had to confront. Initially, fear and uncertainty held me back, as I grappled with societal misconceptions and stereotypes about bisexuality that had taken root within me.

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The battle to overcome this internalised biphobia was profoundly personal. It was a journey of questioning my own validity and worth, often fuelled by the misinformation and biases I had encountered throughout my life. However, it was also a journey of self-discovery and resilience. Coming out as bisexual was not just a declaration of my identity to others; it was a powerful act of selfacceptance. As I embraced my authentic self, I began to feel lighter, freer, and more genuine than I had ever felt before. Sharing my experience is a way to raise awareness about the pervasive impact of internalised biphobia and the importance of self-acceptance within the bisexual community. It’s a reminder that our coming-out journeys are not just about external acceptance but also about dispelling the harmful beliefs we may have internalised along the way. Have you always been out in the workplace? What’s your journey with this been like? No, I haven’t always been out at work. It was a journey marked by hesitation and anxiety. But as I saw the changing tides in the workplace culture, I felt empowered to be open about my identity. It’s been a path of resilience and growth, and it has allowed me to contribute to a more inclusive work environment. How does Pearson allow you to show up authentically? Pearson has fostered a culture where I can bring my whole self to work, where my identity as a bisexual person is not just tolerated but celebrated. It’s a place where every employee is valued, regardless of their sexual orientation, and that’s a rare and beautiful thing. And what is the Bi Safe Space Group? I have the privilege of working alongside Aden Lisman to co-facilitate the regular Bi Safe Space group. This group is an inclusive and welcoming space, open to everyone who wants to participate, and our primary goal is to raise awareness for bi-visibility. One of our recent highlights includes organising a Fireside Chat with the inspiring Lewis Oakley, whose insights and experiences have resonated deeply with our community. Lewis Oakley is known for his impactful work in advocating for bisexual visibility, and our event with him provides a platform for open and meaningful discussions about bisexuality. Being part of the Bi Safe Space group has given me a profound sense of purpose as we work together to challenge stereotypes, promote understanding, and create a supportive environment for all bisexual individuals. What do you want to see more of in allyship to the bisexual community? In the workplace, I believe that allyship to the bisexual community should extend beyond passive support and manifest as an active commitment to our cause. To foster a more inclusive work environment, I would like to see allies who are willing to engage in these three specific actions: Listening Actively: Allies should make a concerted effort to actively listen to the stories and experiences of bisexual colleagues. This means creating spaces for open dialogue and showing genuine interest in understanding our unique challenges. Challenging Stereotypes: Allyship in the workplace should involve allies actively challenging and dispelling stereotypes about bisexuality. This can be done by correcting misconceptions and promoting accurate information about our community. Education and Awareness: Allies can further support the cause by educating themselves and their colleagues about bisexuality. This involves understanding the unique challenges bisexual individuals may face and promoting a culture of respect and understanding. In essence, workplace allyship should be a proactive and ongoing effort that actively supports bisexual colleagues, challenges biases, and works towards creating an inclusive and accepting work environment for all.

What are some of the common myths and misconceptions around bisexuality? Myth 1: Bisexuality is Just a Phase One common misconception is that bisexuality is merely a phase that people go through before settling into a heterosexual or homosexual identity. This myth negates the validity of bisexuality as a legitimate sexual orientation. Myth 2: Bisexuality is About Equal Attraction Some people wrongly assume that bisexuality means being equally attracted to all genders. In reality, bisexuality is about the potential for attraction to more than one gender, but the level of attraction can vary greatly from person to person. Myth 3: Bisexuality Doesn’t Exist Sadly, some individuals deny the existence of bisexuality altogether, dismissing it as confusion or attentionseeking behaviour. This invalidation can be incredibly hurtful to bisexual individuals. Addressing these myths and misconceptions is crucial to creating a more inclusive and understanding society. Educating ourselves and others about the nuances of bisexuality, as well as respecting and valuing the experiences of bisexual individuals, is essential in promoting acceptance and reducing prejudice. What does authentic bisexual representation look like for you? Authentic bisexual representation is vital to me. It means showing bisexual individuals as complex, multifaceted characters with their own journeys and struggles. It’s important because it gives hope to young bisexual people, showing them that they are not alone and that their identities are valid and worth celebrating. What would you like to see from workplaces when it comes to bi-inclusion? I want workplaces to be proactive in their support for bi-inclusion. This means implementing policies and practices that actively protect against discrimination, providing comprehensive education about bisexuality, and creating a workplace culture where every bisexual employee feels safe, heard, and valued. By Zoë Schulz

Luca Simonazzi He/Him Vice President FP&A International

Lululemon exec on being out and authentic at work “I’ve always believed in the concept of authentic leadership, and you cannot be authentic if you’re not yourself, and in my case, I wouldn’t be myself if I wasn’t out.” Meet Luca Simonazzi, vice president of financial planning and analysis for the international business at lululemon. Luca has worked his way up to the top of his career path – and throughout his journey, has remained dedicated to authenticity and showing up as himself in and outside of his workplace. Growing up in a rural Italian village, Luca’s world may have started off small, but his desire for travel and adventure has led him around the world. This started when he moved to Milan for university, followed by short stints in the Netherlands and Chicago, before moving to the UK, where his career in investment banking began. Moving from an analyst to associate, he slowly climbed the financial career ladder, until 2008 – the financial crisis hit – and just like that, his career as he knew it, was over. Suddenly let go, without a backup plan, Luca describes this as one of the most important moments in his professional life. Left to wonder what he wanted to do next, this led him on a new path, applying for an MBA at the London School of Business and then an internship at Adidas which turned into 11 years at the sportswear company – spanning five roles in four different countries. “Coming out in the workplace back in 2006, the world was in a very different place”, shares Luca. Employee resource groups were starting to emerge, but the focus we now see on diversity and inclusion was very much at its infant stages. At the start of his career, Luca kept his identity hidden, admitting it was a struggle, with the constant dodging of questions and lying about his weekend plans becoming exhausting. This is why after coming out in his MBA application, he has been adamant in his openness and visibility ever since. Luca explains after coming out, he made sure he brought up his identity in job interviews, because if he knew a manager wouldn’t be comfortable with this, he didn’t want to work there. “The more you grow in your career, the more the company is not only choosing you, but you are also choosing them. You want your team to be comfortable not just with how you perform and deliver results, but also with who you are. In my case, I’m gay, so I need to know that my future manager is comfortable with that. Then the more my career grew – for example, I was CFO in Argentina, then in Brazil, then CFO for the Latin American region – the more visibility within the organization I received, and I realized it’s really important that I use this to start giving back to the community.”

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Luca’s visibility as an LGBTQ+ leader, no matter the company he is working for is a part of this commitment. Now vice president of financial planning and analysis at lululemon, he leads its finance team across the international business, including Europe, Middle East, China, Asia, and Australia. With a team of 30 people across multiple continents, they lead on the company’s financial strategy, planning, and support other commercial teams and projects across the business. It’s a role that’s already taken Luca around the world – having spent two weeks with his team in Asia where he managed to visit 25 stores and stop by Beijing, Shanghai, and Hong Kong. Alongside his financial role, diversity and inclusion within his team and across the business is a priority to Luca. As a member of the LGBTQ2IA+ network he sees the merit they bring to the workplace and always advocates for and sponsors the events they organize.

Luca and his team in Shanghai

For example, Luca recently spoke on a panel alongside his colleagues at lululemon’s Regency Street store, discussing Pride and inclusion. There is immense value in employee-led initiatives, he adds, which help promote change both within and outside of the organization. This makes for a more inclusive environment for both their employees, as well as customers – who they call their guests, a constant reminder that no matter where in the business you operate, you all play a role in welcoming people into the lululemon community. It is this motivation to promote change both within and outside of lululemon that you see throughout the company’s work to push for equality. The business even has an ‘IDEA team,’ with regional reps around the world, standing for Inclusion, Diversity, Equity, and Action. It’s the word ‘action’ that Luca explains holds key importance to him – many organizations get the awareness part correct but forget action – the need for tangible actions to spark change is a vital ingredient that cannot be understated. “When a guest walks in the doors of our store, I believe ultimately they want to see themselves represented,” Luca remarks. There is also no uniform for store employees, which he explains encourages freedom of expression. Everyone is encouraged to dress in a way that fits who they are as a unique person and individual. Freedom of expression and the ability to show up fully as yourself is something by which Luca leads by example. Showing up authentically, allows him to connect with his team and adds to their success. “I’ve always believed in the concept of authentic leadership and you cannot be authentic, if you’re not yourself. And in my case, I wouldn’t be myself if I wasn’t out. I have often seen leaders who show up and wear a mask, so they are a certain leader at work, then a different person with their friends and in their personal life. I believe that ultimately, in any industry, what makes a difference is having a winning team that connects – but how can you connect to your team if you are wearing a mask?” 96

Luca (right) with his husband and dogs

This links hand-in-hand with the wider work the business is doing to create community and wellbeing. Wellbeing goes further than just the physical, Luca explains, but mental wellbeing too – both for their employees and guests. With a mental health support line available for all employees, plus mindfulness and wellbeing seen as a priority. Luca remembers one of his first impressions of lululemon was from attending a senior leadership meeting with almost 100 in attendance that started with a yoga session, whereas he was used to such environments being more formal, the priority to wellbeing made him realize he was in the right place. “People can be so afraid to talk about mental health or accessing support, but I feel that at lululemon, employees truly feel supported and that there are tools available to manage their mental wellbeing. I really feel that from my experience, we are a company at the forefront of this, and people are open to sharing their own experience with mental health and actively breaking down taboos we still see in so many other areas of society.” Having visited over 40 countries and living and working in many, Luca’s now settled down in the UK with his husband and two dogs, a German shepherd, Bella and an 11-year-old golden retriever, Tyler. In London, he’s found community and brings the values he stands for at work into his personal life too – centering wellbeing, inclusion and continuing to do what he can, to spark change for a fairer, more equal world. “I feel that as a member of this community, everyone should give back something. Once you are in the right place, with yourself and with your mental health, you should do what you can to make things easier for the future generation, that’s how we all work towards making the world better.” By Zoë Schulz 97

Tracey Bewick She/Her Senior Credit Analyst

Women On Top: Tracey Bewick on lesbians standing united with the trans community Tracey grew up in a small mining town which had little visible diversity. “I vividly remember the first time I ever saw a black person in my town. Where I grew up in Scotland wasn’t, at that point, somewhere people wanted to stand out or call attention to themselves if they could help it.” Against this backdrop, Tracey had a tight-knit friendship group which gave her a sense of belonging. “When I was at school, there were a few of us in my friendship circle who identified as LGBTQ+. Originally this wasn’t shared information, but whilst exploring our own identity, we ended up gravitating towards each other.” The unity and safety in numbers in the late nineties was a big part of why Tracey always felt comfortable being out in that setting. “I attended my first Pride in Edinburgh with my other LGBTQ+ friends. We were all about 15 years old, excited to be in the city, surrounded by diversity and vibrance. As we weren’t out to our parents, the next day, we were filled with dread hoping our photos hadn’t made it into the newspaper. I always remember this as a moment of feeling like I was living two separate lives; for anyone who has an impact. I was lucky I had friends who were dealing with the same thoughts and feelings as I was, surrounding sexuality and gender. I knew there were family friends who were LGBTQ+, and my late uncle was gay – although none of this was openly discussed at the time. Because it wasn’t openly discussed, there was always that concern that I wouldn’t be accepted. Even today, I still hear people say, ‘I don’t want it for my child,’ regardless of how accepting they might think they are.” When Tracey did come out to family, and open conversations were had, Tracey recalls that she was hugely grateful for the LGBTQ+ people who have come before her, including her late uncle, who paved the way to make those conversations smoother. “My late uncle grew up a decade before me, so things at that time were harder, and his story was very different to mine, but I’m so grateful to him and others, as they started the conversation and fought battles which have inevitably made my journey easier.” What Tracey finds key in her story is the link between visibility, a supportive network, and the power of those foundations in allowing her to be her authentic self. “Unlike many people, my early coming out experiences were relatively pain-free; I felt supported by friends and immediate family.”

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Despite this, Tracey experienced struggled with coming out in her professional life and to those that weren’t in her immediate inner circle. “My identity only really became a conscience issue for me when other people had a problem with it, either directly or via micro-aggressions, which resulted in me questioning what people and spaces were safe for me to be open. That sense of living two separate lives really became embedded, and it had a grave impact on my mental health.” This new environment and not knowing who to trust really confused things for Tracey. “I would second guess everything, always trying to be two steps ahead in a conversation, searching for clues that would put my mind at ease. The mention of an LGBTQ+ friend or a positive comment about an openly gay celeb. Equally, seemingly harmless throwaway comments would have me retreating. It was exhausting, and when I think back, so much of my day was taken up by feeling like I had to censor myself and defend who I am.” Those thoughts plagued Tracey during her first job and when coming out to new people. “I still feel an element of fear and trepidation even now when starting a new role or disclosing that my partner is female, for example.” One thing that helps to reduce those fears and minimises this uncertainty in a professional environment is the activity of LGBTQIA networks, such as Rainbow at Lloyds Banking Group. “Simply seeing a rainbow lanyard or knowing there was a network would have made all the difference for me in my first professional role. Rainbow has helped me to fully embrace my identity, especially in a professional setting, and to be authentic, which in turn, I think makes me a better employee.” While her day job as a Senior Credit Analyst sees her help charities and public services with lending and therefore making a measurable difference to people, Tracey is also the lesbian lead of the Rainbow LGBTQIA network. “Rainbow was one of the first corporate LGBTQ+ networks. It’s been operating for about 13 years and was originally pioneered by, again, people who paved the way for us. When I first joined, I merely did so for the support element. However, seeing the power it harnesses to make a difference made me want to be more actively involved. We have a lot of younger colleagues who are starting out in their careers and may not be out at home, older people who are now feeling comfortable exploring their identity, colleagues who have LGBTQ+ family members and want to know how they can best support them, and a wonderful group of allies. It’s a safe space and can feel like an extended family.” Tracey recalls being at school when Section 28 went through and how she is concerned that the progress made surrounding LGBTQ+ rights could quickly be eroded if we get complacent or don’t stand together as a community. “I think the consensus when same-sex marriage was passed was that we had reached a pinnacle point of equality; however, we are seeing yet again increased violence against our community, LGBTQ+ exclusions zones in EU countries, and most recently, transgender people being excluded from the conversion therapy bill.” Tracey’s mum remembers how hard it was for those coming out in the eighties and the subtle negative shifts we are seeing today. “My mum has spoken openly with me about her concerns surrounding me undertaking articles like this and being open in the public domain about my identity. Not because she is ashamed or wants me to hide but because she’s concerned about what the future looks like and the impact that could have on my safety. It seems unfathomable that it would be a consideration in 2022, but it is.” While Tracey is happy to speak about herself, she isn’t someone that naturally would jump on stage without there being a good reason for her being there. The prejudice and hate that is out there give her the impetus to keep sharing her story. “I think it’s important we acknowledge that even today, people continue to have strong misplaced opinions surrounding the sexuality or gender expression of others. I talk about my journey and experiences because even though I don’t always find it comfortable, homophobia has become – ironically – more sophisticated. It’s not always as blatant. People think they can make subtle comments, hide behind humour, or smoke screens which can make it harder to pick out, but it’s still there, and I think it’s important to remember that words matter. You don’t have to physically throw a stone to create a wound.” 99

Being there and being visible is something that Tracey believes is incredibly powerful in eradicating these layers of homophobia. The subtle undercurrents and small moments, rather than things being set fire to, are things that worry Tracey. “I see the propaganda that is reported about trans people, and that angers me. These stories are merely designed to deflect from poor political policies and drive division with little factual basis. Every person who is LGBTQ+ has a different journey and story; what is clear to me is that by sharing those stories and being visible, we eradicate some of the misinformation that is out there and hopefully carve a positive path for the next generation. It is vital that we stand collectively and are united in our efforts.”

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Nikolaos Koutrakis He/Him VP of Reward

Colt Technology Services VP shares his LGBTQ+ journey and highlights the importance of workplace equality Growing up in a small coastal village in Greece, it took Nikolaos Koutrakis a while to comprehend the full spectrum of identities at his disposal. Between the lack of access to an LGBTQ+ network and the atmosphere of a “testosterone-filled house” shared with his masculine father and two brothers, Nikolaos admitted that he wasn’t in the easiest set of circumstances to come out to his family. That’s not to say that the response was entirely unwelcoming when he did, though. At the age of 18, he came out to his brothers as gay and received a supportive, accepting response. Though it took his mother a few more years to accept him, they went on a journey together that resulted in her being his biggest supporter. Nikolaos reflected on how throughout this time, he probably would have expressed himself with other sexualities and gender identities if he’d known they existed. Though he is more assured of his identity now, he discussed the influence an early understanding of the spectrum could have had on his younger self. “I marked myself as gay even though the reality would have probably been closer to bisexual,” he explained. “I also categorized myself as male even though I would have probably identified more within the non-binary spectrum. My gender felt a lot more fluid back then.” Nikolaos’ work ethic has always been incredibly strong. From a very young age, he helped his parents run their local hotel. He even learned English and French along with Greek to translate conversations with clients. After completing army service at the age of 19, he moved to London to work and study management. This eventually led him to his role at multinational digital infrastructure company Colt Technology Services. After a period in the Head of Reward role, he was noticed by senior leaders at the company for his hard work and was offered the VP of Reward role. “Since then, I had a fantastic trajectory and moved up the career ladder relatively quickly,” he said. “I had ups and downs and in no way was the pathway simple or easy, but I was lucky enough to have key people supporting me along the way. Colt has been pivotal in advancing my career even further and landing the VP of Reward role.”

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Throughout his adolescence and young adult life, he hadn’t interacted with many other people in the LGBTQ+ community. As such, there were limitations to how connected and comfortable he could feel within the community. However, the opportunities presented to him in the workplace provided him with the chance to finally connect with members of his community and feel instantly at ease. “The reality is that whilst I had come out a few years earlier, I had never really met many LGBTQ+ people, so my interactions until that point were very limited. Working and interacting daily with LGBTQ+ people allowed me to feel a lot more comfortable in my skin, as if I had found a home for the first time.” Having gained the confidence and experience of working alongside the community, Nikolaos then got involved in the LGBTQ+ network at Colt, Pride Matters. The network seeks to raise awareness and educate employees on the full spectrum of LGBTQ+ identities. With diversity goals at the heart of Pride Matters, they make sure that the policies at Colt are as fair and inclusive as possible. By reviewing company policies and striving for inclusion in the workplace, Colt helps to provide employees with better experiences and equal opportunities. “We’ve reviewed our compassionate leave policy,” explained Nikolaos. “Sadly, it’s a fact that many LGBTQ+ people can become alienated from their families due to lack of acceptance, so our compassionate leave policy now refers to a person’s chosen family. We also have specific policies such as our Transitioning at Work policy to support those who may wish to transition.” Considering the importance of diversity and inclusion in the success of a business, Nikolaos stated that it is “more important than ever” for companies to foster acceptable DE&I standards if they want to see significant progress, particularly with regards to how satisfied employees feel on a day-to-day basis at the workplace. “Diverse teams bring different perspectives and experiences, and inclusion ensures that everyone feels valued and heard in the workplace,” he said. “These practices are harder to measure but when companies get them right, they manifest in employee satisfaction and retention and improved company reputation – good old word-ofmouth communication.” Almost 20 years on from his initial travels to London, Nikolaos now lives with his husband of the same name (“We call him Nik, so it doesn’t get confusing!”) and their dog, Dr Freud. He continues to focus on achieving inclusivity for the LGBTQ+ community by working with Colt’s Pride Matters employee network. On the future of diversity and inclusion, he appreciated that the community has made significant steps in recent decades. But he urged that the fight towards equality does not become complacent. He highlighted many areas where progress must still be made for the community. These include education, healthcare (in particular, safe and accessible healthcare for the trans community), and legislation. “From a societal perspective, we need better legal protection, overall education and awareness, access to healthcare, and to address violence and hate crimes against us. We still have a long way to go” By Dylan Mann-Hazell

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Mark Dresser He/Him Senior Vice Presiden

Gilead Sciences’ Mark Dresser’s youth inspired his inclusive approach at work Mark’s story begins as an adolescent in the Carolinas during the emergence of HIV/Aids, where he knew from an early age that he was gay. Coming of age in North Carolina, represented at that time by conservative U.S. Senator Jesse Helms (who proposed federal budget amendments to ban HIV/Aids prevention efforts that would “promote or encourage homosexuality”), Mark describes how difficult this made his formative years. “In preparation for this interview, I actually went back and found some of the quotes I heard from Helms growing up,” Mark says, explaining the impact it had on him. It remains an emotional topic to this day. The consequence? Mark says he grew up feeling shame, which later led him to conceal his true identity for part of his career. As a teenager, Mark worried his family would reject him due to the culture of shame that Helms and others espoused. But this experience also shaped his worldview to inspire inclusive change. Mark tells me that the one thing he’s learned since is that it is important to stop living with shame and fear, and to instead live with purpose, confidence, and strength. “It has also taught me the importance of taking action wherever we are in the world. Whatever place we find ourselves in, wherever we’re employed, whatever community we’re in. We all have opportunities based on our values and beliefs. Advocate for change in a way that’s respectful.” When Mark was 18 and away at college, his parents discovered that he was gay. When he returned home a few months later, they sat down with him to discuss his identity. Despite earlier unfounded fears, Mark’s parents told him they loved him and supported him unconditionally. This was a pivotal moment for his future: Mark wasn’t going to let shame or fear rule his life any longer. Inspired by his teachers to study chemistry and mathematics in college, Mark pursued a career that he describes as “one of the greatest loves and passions of [his] life.” The sciences, in his opinion, enable us to ask questions about the world; to evolve and to change. Through a strong support network – something Mark attributes as a necessity for anyone, especially marginalized communities – Mark now leads a team of over 140 scientists in an environment that he sees as his responsibility to make as welcoming and supportive as possible. “[A strong network of mentors is] something I have now, and it’s something that I also significantly try to give back. I mentor quite a few young people both within my company and outside my company,” Mark says, as he stresses the importance of enabling others to achieve their full potential.

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This is not to say that there haven’t been barriers for Mark along his career path in the sciences. “There was a complete lack of role models. One of the reasons why I made a decision [to study for a PhD in San Francisco] was not only because it was one of the best medical schools in the world, but also because it being San Francisco I had believed there would be out professors in the sciences. In the five years I was there, between 1995 to 2000, there wasn’t one.” Another barrier was the need to keep coming out professionally, constantly. While it feels like second nature to Mark now, and he admits that it was an exhausting, and often awkward, process in his earlier career and can remain daunting for LGBTQ+ people beginning professional careers today. A key barrier that Mark stresses is the lack of substantive data to confirm what many LGBTQ+ professionals already know. “People don’t believe us, policies don’t change, and what we need is hard data to validate the personal experiences that I and many other members of our community have experienced.” He points to a landmark paper published by Dr. Erin Cech and her colleauges at the University of Michigan in 2021 in the journal Science Advances, which surveyed over 25,000 STEM professionals: unsurprisingly, LGBTQ+ staff were more likely to have experienced career limitations, harassment, and professional devaluation. Ultimately, they are more likely to leave STEM careers than non-LGBTQ+ people. This is why Mark feels so strongly about professional representation and role models in the workplace. He shares how he was in the closet professionally for some time, and how it’s up to each of us to decide where and when we are comfortable with coming out. But LGBTQ+ people who decide to be out at work – particularly those in leadership positions – can provide great support and mentorship for others who are on the same career journey. Mark works with a number of STEM organizations in leadership roles – for example, as President of the American Society for Clinical Pharmacology and Therapeutics (ASCPT) – and is often the only, or the first, openly LGBTQ+ professional in those spaces. For Mark, being able to come out in his position is a vital step to represent and encourage others in the workplace to picture themselves in similar positions in the future. Anecdotally, he tells me about a conversation he had with an early career scientist from a minoritized community at another biotech company, who expressed that often they feel as though they are the only person like themselves in the department. However, they said that being able to see marginalized people overcome barriers and succeed against the odds, gives them confidence to achieve the same, if that is what they want to do. “I care about giving hope and inspiration to younger people,” Mark says. “I want to make sure that we’re doing the best that we can for patients, and one way to do that is by ensuring that we have the best voices around the table.” Gilead’s commitment to having these voices around the table is what attracted him to the company in the first place. With over 16,000 employees, more than half are members of at least one Employee Resource Group, such as the Pride Alliance. Decisions are taken to support these groups: Mark points to the drive to ensure that people are considering pronouns – both their own, and others’ – in communication, to support trans and non-binary people in the workplace, and the company’s workplace transition guide. To date, Gilead has given over 10 million dollars’ worth of grants to 26 organizations to advance the safety, health, and wellness of the transgender community, and importantly factors into the need to serve marginalized people in Gilead’s work, such as clinical trials. This work, which is part of Mark’s passion, is what makes him want to turn up at the office and be the change he needed when he was younger. By myGwork

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Chris McQuoid He/Him Senior Legal Manager

Lloyds Banking Groups’ Chris McQuoid: ‘Being able to be me allows people to see that it’s okay’ If there’s one person who understands the importance and significance of being able to be yourself at work, it’s Chris McQuoid. As a Senior Manager within Legal in Legal Practice Management at Lloyds Banking Group, he is not only responsible for looking after that area of the company’s risks and finances, but he’s also the LGBTQ+ lead for that aspect of Lloyds too. “My job involves budget management, looking at how we spend money with external law firms and at managing our risk profile,” he explains. “But I also do a lot of work with the law firms that work with us when it comes to challenging the status quo. I’ll do panels with law firms about LGBTQ+ issues, and I know that some law firms have set up specific divisions to look at LGBTQ+ rights all over the world, so it’s quite interesting to be a sounding board for those types of things.” Advocating for LGBTQ+ people in his field, and being a visibly queer person while doing it, is important to Chris. Not only does it reassure customers and any LGBTQ+ colleagues that the people at Lloyds are representative of the wider world, but it’s also a way of removing the stigma and shame that some LGBTQ+ people may feel. This is something that Chris understands first-hand. Growing up in Northern Ireland, Chris says that his background was very religious; being gay was something that just felt foreign to him. “Anything that you would see on TV was at odds with who I am,” he recalls. “I play rugby, I did athletics and football. The more camp and flamboyant men I would see on TV were not something that I could connect to. Also, growing up in Northern Ireland, there were also a lot of slurs used. You just wouldn’t have wanted to be gay. I didn’t know anyone who came out at school, and I went to school with 1,600 kids. It’s not like I went to a small school. In fact, two girls came out in the year above me and one boy, and their lives were hell.” Nevertheless, Chris knew that he was attracted to boys, although many others do, he hoped it would just be a phase. Heading off to university, he mostly remained in the closet, “although I was going to gay clubs, I still had a very separate life when it came to my family,” he says. “I was even in my Christian union at university and stuff like that, and then going to gay clubs on my own on the quiet.” What blew Chris’s world wide open was meeting his now husband, Gary. While his family were still unaware of his sexuality, Chris, now graduated from university, decided that it just made sense to be out at work. “In fact,” he adds, “work was actually a safe space for me to be myself. It just felt like the right thing to do.”

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Chris’s parents did, eventually, find out about Gary. “We had been together for six months and that’s when I was challenged to go to ‘conversion therapy’,” he says. “There are levels to it and there are people who have horrendous stories around conversion therapy. Mine was more counselling based where someone would evaluate me at the end. Fundamentally, I went back into the closet to my family. It was easier to keep that there and then Gary and I moved away to live together.” It’s been 15 years since the pair relocated to Hove, on the UK’s south coast, and 10 years since Chris has been working at Lloyds. In that time, he’s been very involved with the company’s LGBTQ+ network, Rainbow, and has seen the company’s LGBTQ+ inclusion only get better and better. “We’ve certainly been on a journey since I joined,” Chris says. “Our LGBTQ+ network has exploded. I remember when we had 600 members, which was a huge deal. Now we have over 10,000 members. It’s a sign of how far we’ve come. We have the Role Models list, which has been going on for four years. I’ve facilitated leadership courses in line with Stonewall. There are so many opportunities and I do see it now as being a place where I would hope that a lot of queer people would feel safe. They have visible role models and allies that they can see.” Chris gives the example of one friend and colleague who came out in his late-50s. “Without the opportunity to talk about his partner, he just didn’t,” Chris says. “He came out to me and it’s things like that which help me see that it has changed over the last 10 years, very much for the positive. We’re even challenging some of the norms of the products that Lloyds has while ensuring that our queer customers and colleagues have the same access to things as cishet people.” Intersectionality has also been a priority for the Rainbow network. “It’s not just about ticking boxes because it’s the right thing to do, either,” he adds. “It’s about being proactive and understanding the different needs of different communities, such as bringing gender-affirming medical care into our offerings for our colleagues. It’s changed so much for the better.” The network recently held a number of events for Pride month, including hosting talks with Olympic gold medallist Tom Daley and Keegan Hirst, the rugby lead player who came out publicly in 2015. “And a couple of months ago, when we were talking about ‘conversion therapy’,” Christ continues, “we had a trans person come in and talk about what it felt like to be a trans person who had experienced ‘conversion therapy’.” For Chris, being able to talk about his own experiences with ‘conversion therapy’, as well as the realities of growing up LGBTQ+ in Northern Ireland, which he says is “perhaps behind the rest of the country when it comes to LGBTQ+ rights”, has provided him with an opportunity to show people that there are safe spaces. “We have a generation that are growing up better off than I did, but it’s important to look to people who are older, too, because they’re the ones who may have been in the closet for a long time or who aren’t that comfortable coming out. Being able to be me allows people to see that it’s okay,” he says. “That’s really important to me. It helps remove stigma. I think things have obviously gotten better and have improved, but I think we can forget the people who have gone through worse.” Learning to fully accept himself has been a long journey for Chris. In fact, he says that it wasn’t until he and Gary became engaged, and he told his parents that they were getting married that he felt fully comfortable with who he is. Gary and Chris have been married for three years now. In fact, his parents came to the wedding. He says that they’re supportive now. “I think that we realised that the time that had been missed was not worth it,” he says. “It took a while for them to come around, but I understand that they are both born-again Christians and that their faith has a certain approach to things. My dad is actually very challenging to his own church about things like that. It’s a slow journey, but it’s very important to meet people where they are and have those conversations.” By sharing his story, Chris ultimately wants queer people from all different walks of life to know that there are spaces where they can live authentically. “Having visible role models is so important,” he says. “You have to be able to be out there. It’s just being able to recognise the people that are out and being vocal.” By myGwork

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Tim Tan He/Him Business Systems Engineer

How coming out at work changed one engineer’s perspective on allyship Growing up in Singapore in the late 20th century, where LGBTQ lifestyles were immensely frowned upon, Tim explains that this was an incredibly challenging environment to grow up in for anyone questioning their sexuality or gender identity. In his mid-20s, he moved to the US and acquired a citizenship after serving in the military. Despite a few fond memories of riding Chinook helicopters above the Hawaiian Islands, this was a particularly difficult period to identify as LGBTQ, in an environment where discretion is encouraged. It wasn’t until he settled down in New York and joined one of the major credit rating agencies in the world that he could be his full authentic self at work. As Business Systems Engineer at Fitch Ratings, Tim plays a role in creating sales opportunities and managing customer data, helping to develop the company productively and socially. As one of the top three credit rating agencies, Tim’s position at Fitch Ratings is quite the role to land straight after military service. It is thanks to talent development program CreditPath that Tim was valued as a worker and offered his role at the company. Though he is proud of his career to this point, he believes that his greatest contributions to the company lie within the future as he continues to work hard. “I’ve lived many professional lives,” he says. “I’ve only been in my current role for a brief time. So I’m hoping my best years are ahead of me, not behind!” Having grown up in the challenging environment Singapore provided, Tim has found himself taking extra care when approaching coming out. “Context is important and so is taking the temperature of any situation,” he explains. Despite this, he details the diversity and inclusion within Fitch Group. He praises the company’s ability to work with LGTBQ staff and allies across multiple countries and cultures. As well as recently being deemed a “best place to work for LGBTQ+ equality”, the company also features support programmes and volunteer opportunities for activism. Unfortunately, LGBTQ figures and role models were rare to come by during Tim’s position in the military. But he expressed an encouraged optimism at making connections at Fitch in the future. What can organisations do to improve work conditions for LGBTQ people? Tim reflects upon the impact of the pandemic. And on the focus on caring for employee mental health. He explains that the lockdown put the mental and physical wellbeing of employees into perspective. It also put particular emphasis on the stress and struggles of the LGBTQ community

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It’s perhaps a combination of both his military years and the impact of experiencing the Covid lockdown that employee health and wellbeing is of great importance to him. He further explains that it is the responsibility of the workplace to make sure that access to healthcare is available. “Companies should make resources available at all levels to champion a holistic picture of employee health,” he says. Strong allyship is also an integral part of supporting LGBTQ employees at work. Tim truly understands the importance of being an active ally. He recognises that even members of marginalised communities need to be active allies to other communities. “Sometimes we need allies. Other times we can be the ally to someone. Or to another marginalised group.” And he also advises managers to be proactive instead of reactive when supporting their LGBTQ employees. Tim shares the view that it is the role of a manager to make sure all their staff feel included. Instead of simply ignoring the issue or solely relying on other employees to provide support. “Managers can and should take the lead in indicating welcoming attitudes. Rather than relying on employees to do guesswork or making up excuses.” Looking to the future of diversity and inclusion, Tim wants to put a spotlight on intersectionality in the LGBTQ community, to break the barriers between identities and provide resources and opportunities for a wider range of people. For example, rather than only having two groups dedicated to LGBTQ equality and veteran support, it would be great to see another group added for those who fit both criteria. “Helping someone out there like myself down the line would be awesome. Maybe I should start one!” he adds. Tim hints towards helping to create future projects at Fitch Group, opening opportunities for veterans and under-served jobseekers. Ultimately, Tim firmly believes that by practicing diversity and inclusion techniques, companies can improve retention, reduce imposter syndrome and stress, and steadily improve business success overall. By Dylan Mann-Hazell

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Alex Rose-Parfitt He/Him Engineering Director

Raytheon UK’s Alex Rose-Parfitt: inclusion lets people do ‘the best job of their life’ Alex Rose-Parfitt has had a remarkable professional life, with a PhD in mechanical engineering and decade long career; he’s now Engineering Director at Raytheon UK, the leading organisation for technology and innovation in defence, civil government, and cybersecurity solutions. On top of this, Alex is an ongoing Independent Science and Technical Adviser to the UK Government, Executive Sponsor to Raytheon UK’s LGBTQ+ network, and STEM Lead for the organization. Alex may now be known for his leadership in engineering, but he shares that there is an unknown factor behind his success: he’s a secret biologist. Before his PhD, Alex started as an undergraduate biologist, and there is one lesson, in particular, he holds onto from his life as a secret biologist. He was amidst a project on penguins, fascinated by how they have evolved to move through the water and wondering if this could be used in an industrial sense – contemplating whether we could use this evolutionary blueprint to design boats. Yet his professor didn’t quite share his enthusiasm and gave him a hundred reasons why it wasn’t a good focus for the project. Alex – annoyed yet not discouraged – was adamant to prove him wrong and started reaching out to experts. He spoke to Chester Zoo, The National History Museum, and a submarine test facility, among others – all of whom said this was a great idea and were willing to give Alex access to resources and facilities to make the project happen. This was the first of many projects where Alex realised: “If you really want to go and do something, you have to bring diversity of thinking and skill sets together. This is how you’re able to gain momentum and do something different.” At Raytheon UK, he’s now helping develop the next generation of technology to allow the Ministry of Defence and the UK government to be at the forefront of innovation. With almost one thousand engineers and growing, it’s a job that Alex loves where they tackle unique challenges daily. They are often developing technology that will need to withstand harsh conditions – for example, the extreme temperatures, vibrations, and shock that an aircraft might have to withstand. The real challenge here, Alex explains, is that what they are developing needs not just to work once; but every single time you need it. “I think that for me, the real challenge is not just working on projects that are absolutely cutting edge,” says Alex, “But creating cutting edge technology that can also survive and operate in such harsh environments and do so reliably because people’s lives depend on it.”

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Growing up in Greater Manchester, Alex remembers being eight years old, playing football in his backyard and watching the Eurofighter soar overhead during its first flight trials. This fascination was further sparked by both of his grandfathers, one who was involved in the printing press and the other in machine tooling, and the lessons they taught him about engineering have stayed with him. “I’m a massive STEM supporter because my engineering journey has been so crafted by both of my grandfathers and their incredible enthusiasm about the industry where they grew up in Manchester. One lesson from both of my grandfathers that I’ve kept throughout my career has been how do you invest in the next generation.” These lessons have followed Alex throughout his career, particularly into his leadership – where he values honesty and always strives to be as open and candid as he can because he expects the same back from his teams. “We’re not doing the easy engineering; it is difficult and challenging, so we have to be honest with one another. In engineering, if we hide a problem, it only ever gets worse.” Part of this approach, Alex explains, is taking the time to really understand what people are doing. For Alex, it comes back to creating an environment where they can nurture diversity of thought – where people don’t feel they have to conform but are encouraged to think differently and lean into their unique identities. The idea of those around him being able to thrive without conforming is important to Alex both in his professional and personal life. Alex explains that there are instances of outdated norms impacting those he cares about throughout his life. For example, a very close friend of his whom he played rugby with in school couldn’t come out as gay until later in life, as they felt they had to conform to be a part of the group. Another close friend that he lived with at the time, now godparent to his children, felt very fearful of coming out as a lesbian, scared to let down her family. Alex is adamant in not wanting any friend – or anyone at all – to feel like they must hide part of who they are. 110

“If you fast forward to where they both are now, they are incredibly successful, happy people with phenomenal lives, and none of that would have happened if they had to continue to hide who they were. This is something I carry into my work life. We often talk at Raytheon UK about people being able to do the best job of their life. And for me, you can’t do that if your environment isn’t accepting of who you are. If we want people to deliver the best work of their life, we need to provide the culture and environment that truly allows them to do that. And it’s an easy thing to say, but it’s a very difficult piece to actually get right.” The nuance and difficulty in getting this right make it even more critical in Alex’s eyes and is a driving force behind his involvement with RTX Pride, Raytheon UK’s LGBTQ+ global employee resource group. As Executive Sponsor, he sees his role as amplifying the voices of the network, making sure that the rest of the organisation is listening. He explains that it is a vital piece of Raytheon UK being able to support their LGBTQ+ employees, and he is there to emphasize this to other senior leaders, giving the network a platform across the wider organisation. RTX Pride has created lasting change across the organisation – a feat Alex is immensely proud of – from education around pronouns to being involved in the Rainbow Honours Awards. They were also able to put forward a trans inclusion policy that provides key information and advice for creating a safe environment for trans colleagues – a step that Alex explains may seem small, but it’s these vital steps that accumulate to create real growth. Alex learned early on that the key to overcoming any challenge is bringing the right people together. If you want cutting-edge innovation, diversity of thought is non-negotiable, as is a work environment where everyone feels supported and free to show up wholly as themselves. Creating such an environment takes conscious and ongoing effort, but Alex is unwavering in his knowledge that it is always worth it.

By Zoë Schulz

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Kate Daniels Associate Portfolio Director

Women On Top: “I’ve always had a commitment to being all of me wherever I am” Kate grew up all over the UK, moving around because of her dad’s work. “Originally, my parents are from Yorkshire. We grew up in the home counties and then moved to Worcestershire aged fifteen.” At the time, coming out wasn’t something that felt like a possibility at that young age. “My first dalliance into a relationship with a woman was at sixteen years old, and we would always say, ‘I wonder if there’s anyone in Birmingham who’s like us.’ That’s what it was like; we really felt like the only ones who were gay anywhere near where we lived.” As a student at Leeds Polytechnic, Kate found herself in an environment where she felt safe and found a community in which she could authentically be herself. “I still have close friends from that time in my life. At that time, it wasn’t very easy coming out to my family, so you create your own family. I think that is a common story for people that came out in the eighties.” After her time at Leeds, Kate moved back to Edinburgh and, again, found a genuine group of friends and a real affinity for the family she created there. Over the years, it became easier to show up as herself with her family, and she knows they accept her and her partner Ali. Kate had another opportunity to meet like-minded people when she joined a social group for lesbians and gays in the Peak District. She laughs about the name “Pink Peaks”. “I lived in Matlock at the time; there were a couple of women in Whaley Bridge who were bored one winter. They set up this group, and very quickly, the group had over 200 members. It was mind-boggling. When you live where I lived, perhaps you only know one or two other gay people. One of the other members was Ali, who lived on the opposite side of the Peak to me, in Buxton, and well, now we have been Civil Partners for 16 years.” The experience demonstrated how coming together can change people’s lives and be a lifeline. “There was a farmer in his eighties who had never told anybody he was gay his whole life. “ After meeting Ali, other parts of Kate’s life came together in harmony. The pair embarked on a new adventure together triggered by a conversation where Ali asked Kate, ‘If money was no object, what would you do?’ The answer that came was simple. “I told her that I’d walk up to the head gardener at Chatsworth house and ask them to teach me what they know. They have the most amazing vegetable gardens there.” 112

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The themes that emerged from this conversation were around food and self-reliance. So, they did what seemed like the next logical step: “We sold our house, bought a field and went on a pig-keeping course!” Although that might not have been what many other couples would’ve done, for Kate and Ali, it was a gradual decision to change their lifestyle. “One evening, we were in the pub, and someone overheard us talking about how we wanted pigs, and he offered us his land to keep them on. See – community in action again!” After buying the land in Worcestershire, the couple moved in with Kate’s parents. “So that was it, in my midforties and living back with my parents while I did an agricultural course at college.” What may have seemed uncomfortable or not ideal to some was something that brought Kate much peace. “That was a seminal moment in my life. My partner and I lived with my family while we built a home for ourselves. Ali and I have been totally accepted; she is very much part of the family.” Now they are building Willow Farm, and one of Kate’s aspirations is to create a community around it. “Before we started on this adventure, Ali and I went into separate rooms and wrote what we both wanted to get out of it. We then came together, shared that, and came up with a consensus of what we wanted to create.” They want to connect ordinary people with the land and the food it produces. They’re already achieving that and want to deepen that going forward. “Being with Ali is like being on a doubles team in tennis; we both have our strengths, and we’re on the same side”. With this new lifestyle underway, and after some time off for the project, Kate also decided she wanted to get back into consulting. Ali had retired from being a nurse and focused fully on their land, so after a career break, Kate came out of retirement. “I went back to work after fifteen years out of the industry. I rang some old colleagues, and they were very encouraging.”

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Kate started at NTT DATA for what was initially meant to be three months, now just over three years later, and she’s still there. “They’ve been incredibly flexible, and I have really enjoyed working there. To anyone that might have had a career break and wants to go back, I’d say do it. I’m not a shrinking violet, but I really doubted whether I would be able to do it. I felt like my thinking had slowed down, and that wasn’t true. Once you start doing it, it is fine. It’s all about finding the right place to be.” Despite all the changes the industry had seen whilst Kate had taken a break, the challenges businesses face haven’t changed – they are about people, relationships, and the same themes as they ever were, she explains. “My unique perspective also adds to my skills and has made me better at my job.” Kate is now also co-chair of the NTT Women’s Business Network and manages internal projects, coordinating tech academies and helping the organization to increase the apprenticeships they use. A variety of life experiences and community around her has made it easier for Kate to flourish both in and out of the workplace. “I have my colleagues when I was younger, I was surrounded by dykes, now there’s my family, the farm and all that we are creating there. If we have a party, I’ve always felt it is important to host for everybody and not cater to a specific group. At the same time as that, I’ve always had a commitment to being all of me wherever I am and not compartmentalising parts of who I am.” By Zoë Schulz

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Rakshet Sachdev He/Him Senior Associate - External Partnerships

‘It took me a very long time to understand who I was, what I liked and what I wanted out of my life’ Being raised by a close-knit, loving, and like-minded family gave Rakshet the confidence and support he needed growing up, especially given the conservative values of Bangkok, his home at the time. Though he described his childhood and teen years as very happy, he experienced the same confusion and difficulty many LGBTQ+ people go through, but in an environment where discussion and representation of such identities were quite rare. As a result, Rakshet didn’t come to terms with identifying as gay until his early 20s. Even years later, he remains mindful of how his behaviour and lifestyle may impact his family back in Thailand. “A lot of what you do reflects on your family,” he explained. “My mom lives in Bangkok, so you really don’t want to rock the boat per se. Because I want to think about the happiness of family who still live in Bangkok who have to deal with that.” It is perhaps this great level of social awareness and empathy that initially sparked his interest in encouraging inclusivity and diversity in the workplace. In 2018, Rakshet attended a One Young World event on behalf of Reckitt and found himself presented with the chance to express himself to his colleagues. “Someone reached out to me to see if I would be open to speaking on a panel about religion – they wanted to know my experience and how it impacted my daily life,” he recalled. “I remember thinking about this opportunity and using it to basically come out publicly to anybody in the room. So, I said that I’m a practising Hindu gay man – on stage. I had colleagues in the audience who I’d never come out to, and I felt this weight being lifted off me.” Beyond being an incredible standout moment in his life, it was also transformational in motivating Rakshet to support his community. Immediately after the event, a meeting took place for colleagues to discuss what changes they wanted to see the company make. Inspired, Rakshet considered the impact he could have on fellow staff and future members of Reckitt. “I didn’t want to do anything externally; I wanted to do it internally. I wanted to be able to be open at work and for other people to feel they could also be open at work. So, I pitched the idea of starting our first employee resource group (ERG) and it being an LGBTQ+ one.” Rakshet took great pride in the creation of this ERG, even considering it the highlight of his career so far. Providing a safe space for LGBTQ+ staff to bring up any issues they would like resolved or developments they would like incorporated was a way for him to provide a voice and a form of representation that was lacking in his childhood and teenage years. 115

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He expressed hope that encouraging openness in this group, would inspire people to speak up or even realise things about themselves – particularly keeping in mind the journey of self-realisation he embarked on growing up. “At the time I was growing up you didn’t see representation. No one spoke about what it meant to be gay or how it was being accepted,” he said. “So, it took me a very long time to understand who I was or what I liked and what I wanted out of my life.” Alongside his role as a senior associate at Reckitt, in which he oversees the scoping of external partnerships, suppliers, and new technologies to expand the company portfolio, Rakshet took on a main role in the employee resource group he helped establish. In parallel to his primary career path, he looks at external companies and encourages the creation of similar LGBTQ+ focus groups in an effort to inspire openness and authenticity for as many workers as possible. “My role specifically is looking after the Asian, Middle East, and African regions,” Rakshet explained. “When countries want to set up local ERGs or Inclusion Boards, I would help them with the LGBTQ+ specific part of it. I want to make sure that people around the world have an avenue to reach out to someone if they want to talk or to feel more comfortable being more authentic and open in the workplace.” Looking forward, Rakshet envisions a world where authenticity is instantly accessible to everybody. By creating more inclusive work environments that encourage people to be themselves straight away or developing existing spaces to demonstrate progression, businesses and employees alike will thrive. “I would really love to see people being openly authentic about who they are on day one and not feeling shy about sharing it. Even if someone has been at a company for twenty years, I’d love them to feel free enough to talk openly.” By Dylan Mann-Hazell

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Victoria Jackson Senior Associate

Women On Top: “Diversity and inclusion are absolutely critical in the running of a successful business” Victoria grew up in the Wirral – the same birthplace borough as Pete Burns and the late Paul O’Grady, two prolific, bold queer figures. Proudly joining the LGBTQIA alumni of Merseyside, Victoria has exercised a passion for diversity, equity and inclusion for many years now and continues to promote the importance of visible role models in the business industry. Through witnessing the steady advancements in LGBTQIA acceptance, she has become increasingly confident in her identity, putting her right at the center of Clyde & Co’s progressive culture. “As an openly gay lawyer, I try to share my stories and experiences of coming out to help others on their own personal journeys,” said Victoria. “I understand the importance of visible role models within a business and feel that I have truly stepped up to deliver this. My extensive D&I work resulted in me being listed in the OUTstanding Top 100 LGBT+ Future Leaders 2020 and 2021 List.” After joining UK and Ireland law firm BLM in 2012, which merged with Clyde & Co in 2022, Victoria felt inspired to begin campaigning for an LGBTQ+ Allies network. The first network of its kind at BLM, she felt it was important that those who wanted to openly support the community had the means to do so. Describing it as a standout achievement in her career so far, the formation of this group inspired LGBTQIA staff members to feel less isolated at work, giving them the ability to authentically express themselves. Despite setting up this network just before the 2020 Lockdown took place, it was still a resounding success. The obstacles caused by the limitations of working from home only inspired Victoria to find new and creative ways to keep the network strong and growing. This innovative way of thinking was so well-achieved that it even resulted in a prestigious award nomination. It’s a testament to the transformative path Victoria took that someone with the ability to help set up and promote such a multi-faceted and inclusive network was once closeted at work – and for several years at that. Fearing that openly identifying in the workplace could impact relationships with colleagues, create difficult conversations, and even hinder potential progress within the company, she felt the need to be careful when discussing her life outside the workplace. As is common in such environments, rumours began to spread regarding Victoria’s identity, and a colleague eventually approached her to clarify. After opening up, she felt a massive weight had been lifted off her shoulders, and that she could finally begin living authentically. She made clear, however, that for many LGBTQIA people, these steps are only the start of their journey. 117

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Victoria (right) on her wedding day. Credit: Emma Jane Photography

“Coming out is not a one-off experience; the default assumption is that you are straight,” she explained. “However, being true to your identity allows you to be your best at work and create better working relationships. I am very fortunate to work with a team and company that values diversity. I have developed deep and lasting relationships with my colleagues which go beyond the workplace, and their attitudes of acceptance without exception is something I truly value.” This newfound confidence and opportunity to live freely inspired Victoria to take Clyde & Co’s diversity initiatives to the next level. The LGBTQ+ network Pryde & Co has clear objectives of raising awareness, establishing accountability, and ensuring peer-to-peer support is available. The incredible impact of this network saw Victoria being previously nominated for Top 10 Future Leaders in the British LGBTQ+ Awards – an achievement she credits to her hard-working colleagues. “I was completely overwhelmed by the nomination. It is testimony to not only me but also my colleagues’ efforts in driving LGBTQ+ inclusion in the workplace.” Victoria went on to acknowledge the ever-changing landscape for running a successful business, explaining that diversity in the workplace has a vital role to play. By introducing people from various backgrounds and life experiences, and placing value on education, new concepts and ideas can be brought to the table that would have otherwise been overlooked. “D&I is absolutely critical in the running of a successful business. It has to be at the core of all that you do. Education is key. The more we can do to understand and appreciate the nuances in all of us, the more inclusive our working environments become.” Looking to the future of diversity and inclusion in the workplace, Victoria expressed a desire to shift the focus onto protecting and uplifting the transgender community. Given the continued vilification of the community in the media and a concerning increase in transphobic attitudes as a result, it’s important to her that Clyde & Co sets a good example in maintaining an inclusive space. “We need to continue to drive education and awareness, particularly in the trans space,” she said. “There is so much more work to be done here. There remains a disproportionate number of trans people who feel unable to bring their authentic self to the workplace, and we all need to do more to make sure of trans community is supported.” By Dylan Mann-Hazell

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Jason Richards CEO UK & Ireland

Swiss Re CEO UK & Ireland on LGBTQ inclusion: ‘You have to lead by example’ Growing up in a working-class family in South London, Jason picked a career in insurance as everyone else was going into banking, and he thought it better to choose something different. This turned out to be an excellent choice. Fast forward to today, and he’s CEO UK & Ireland at Swiss Re – one of the world’s most successful reinsurance providers. As a child, Jason’s grandmother would always tell him: “Just work hard, and it will pay off.” So that’s exactly what he’s done. From the very beginning, Jason used this work ethic to focus on roles that sparked his curiosity and excited him. Instead of a career strategy for the best job title or pay package, he was drawn in by a desire to learn. “I’ve really tried to focus on learning in my career,” Jason says. “So, I tried to keep my learning curve steep. Try different things. And work for good people. That’s been my principle, instead of focusing on a job title – that’s not what excites me. What I care about is who I work with and the learning curve that I am on. I also always try to be flexible. If you’re flexible, you open yourself up to more opportunities. That’s been the basis of my career, it wasn’t a fancy career plan.” Across his career, Jason has worked a plethora of roles – all around the world – and what he takes away at the heart of why he enjoys it so much is the opportunity he has had to work with so many different people from different cultures and backgrounds across the globe. “For me, it’s important to get the most out of individuals and get the best for them, too – so people can really be their true selves and realise their true potential. As employers, we play an important role in helping people realise their potential.” Knowing personally how vital it is to work for an employer you care about, Jason has taken this lesson into his leadership. He also understands that if you can create a workplace environment where everyone can show up authentically as themselves, they are more likely to make better decisions – small steps towards inclusion can avalanche into a kinder workplace and a more effective business. “It’s about people feeling that they belong to an organisation. If they belong to an organisation, I think people perform better, and they’ll be more comfortable saying their own opinions, speaking up and challenging others more – which I believe then leads to better decisions. Over time, if we have better decision-making, we have better results. The essence, for me, is also in the sense of fairness and justice and ensuring people feel good about what they’re doing. 119

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“When it comes to fairness and justice – I don’t think you can talk the talk on this unless you are an ally. So, becoming one was an easy decision because of how important diversity is in all dimensions to me. Hopefully, by being an ally, I can make it help make an impact, be supportive, and try to drive real action and change.” As he leads Swiss Re UK & Ireland, he sees his commitment to allyship as vital as ever. With over 900 employees in the region, it’s a very big team, he explains. So, through his leadership, he is very aware of the impact he can have on creating a welcoming environment for all LGBTQ+ employees and the influence he can have across the teams on fostering allyship. On top of this, he hopes that through a visible and authentic commitment to LGBTQ+ equality. This can further influence the marketplace and their over 200 clients. “I want to make sure that [Swiss Re’s] voice is heard and that we are vocal in our commitment to LGBTQ+ equality. I also have a family. I have three kids and now a grandchild – I want the world to be a safer and fairer place for them. And I think companies can play a big role in how we live diversity in all dimensions.” This commitment is evident in Swiss Re’s LGBTQ network. It’s one of six networks at the organisation, focused on delivering tangible change. This has included their work with LGBTQ charities such as Global Butterflies, who have helped them develop their transitioning at work policies. “[The network] is able to really push forward, fostering an environment where people can freely and openly express themselves. An environment that’s free from discrimination and any form of prejudice and does a lot of really vital activities to bring that to life.” Swiss Re has also launched an inclusive language handbook, which Jason explains has become a vital resource that outlines terminology so that everyone can feel empowered to make the language they use fully inclusive. On top of this, the company has introduced all-gender bathrooms in more than 20 locations and offers in-house allyship training throughout the organisation. A big part of this work, Jason explains, is that by pushing this forward in the workplace, people can then take this back to their friends, families, and their day-to-day lives, hopefully sharing that message to create further awareness. Jason firmly believes we all have a role to play in being the change we wish to see, and as a leader, he sees it as crucial that he is visibly working towards creating a kinder and more equal world. “You must lead by example. And that’s what I tried to do in my career. And I’m trying to do that much more actively in the role I’m in now, particularly with respect to diversity, equity, and inclusion.” Jason is also a member of a group aiming to increase representation for Black, Asian, mixed, and other minority ethnic professionals: RATL (Race Action Through Leadership). He was recently appointed to the Board of the Association of British Insurers (ABI), where he is engaging in their diversity strategy and the work they are doing across the sector. Jason also makes a conscious effort to talk about these activities and the work of their LGBTQ network with clients and colleagues. Their network has also collaborated with clients, and they are now working together to diversify insurance products with more trans-inclusive insurance options. “It’s a conversation that must happen cross-sector,” Jason explains. “Most employees will work in several companies in the sector, and Swiss Re does not exist in a vacuum, so if we can create change that ricochets across all corners of the industry, everyone benefits.” Therefore, Jason makes sure when he’s in meetings, particularly with his C-level peers from other organisations, that it is a conversation that is being heard. “We can’t address the opportunity for change that we have right now alone. It’s the responsibility of everyone in the insurance industry. And we need to work together to attract and develop talent and create an environment where everyone’s voice and opinion can be heard, and people feel comfortable, but we can’t just do it alone. And then in decision making, I really try to put a diversity hat on as much as I can to make sure we are living up to the values and the future that we want to have in the firm.”

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Starting life in what Jason describes as a normal working-class family, he managed to focus on finding a good employer, one that made him excited to learn and grow. This set him on an adventurous path to now leading Swiss Re UK & Ireland, moulding what the future of both the company and industry will look like. And he hasn’t forgotten how important it is to be excited and proud of where you’re working. Something that cannot be achieved if you are not accepted and included. This is partly what has made Jason so dedicated to creating inclusion and equity in his workplace, to continue to learn from those with different lived experiences, to listen to his employees – with help from the networks – and to stand by his resolution to create an industry where everyone can feel proud showing up each and every day. “I make sure I take the time to walk around the floor every single day – that’s really important to me. The best way to know how people are feeling is to walk around and talk to them. Employers have a vital role to play because people spend a lot of time at work. And for me, it’s about pushing forward and continuing the journey we’re on so that everyone can feel safe, included, happy, comfortable, and bring their true selves to their work life.”

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DIamond Collier She/Her Executive Director

The Black Trans Experience: Insights from Diamond Stylz Hi Diamond, can you tell us why you created Marsha's Plate? Martia’s Plate started back in 2017. Last October was our fourth anniversary. In 2016, during the election of Donald Trump, I only saw White trans women in conversations about trans people. It was the first time we were having a national political discussion about trans people, but there was a blind spot that no one was taking into account. So I created my own platform to be able to share trans experiences, stories and opinions from a Black woman’s perspective. Can you tell us a bit about your journey with your identity and how your experience led you to become a trans activist? I'm 40 now, but I actually transitioned when I was 13, coming out in 1994/95. Back then, the political and cultural conversation around trans people was very different. The only trans representation I found was on the Jerry Springer show. We certainly didn't have the kind of discourse and beautiful trans representation that we now have in media. As a high schooler, I successfully sued Indianapolis Public Schools for the right to wear a gown to my prom rather than a tuxedo. Then I went on to become the first openly trans woman to attend Jackson State University, an HBCU in Mississippi. So, it was kind of ground-breaking to do the things that I was doing, although it wasn’t intentional back then. I was just trying to live my life and be the woman that I wanted to be. But at college, I suffered and experienced harm at the hands of other students for being trans. For example, students would try to throw boiling hot water on me. Being put in a boy's dorm didn’t help. It was the first time that I literally had no allies. Even the queer people were scared to be around me because I had such a high profile. I wasn't a celebrity, but I was the first trans person to even go to this school and just attracted too much attention. So I didn't even have my normal cisgender women, gay and lesbian allies, and it was a tough time for me. But I got through it and survived. Slowly the culture shifted in that school. Today that school has so many queer and trans people that even the professors still talk about me, saying that I laid the foundation for other trans students. Having gone through the fire, I'm literally now seeing the fruits of my labour. When I go back to the school, and hear people tell me that although they were scared to come out, I was giving them the hope and courage to come out of the closet. Diamond: So I started to be more intentional and used social media as a tool to share Black trans experiences and archive trans stories and initiatives. I've been very intentional about it for the past 12 years, creating space for trans people both politically and socially, helping to uplift their social and economic status. 122

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Black trans women undoubtedly suffer more than other trans women of colour based on the numbers and the research that’s at our fingertips. If you look at the pictures of trans women who have been murdered in the United States, it’s dominated by Black trans women, particularly dark-skinned, Black trans women. We need to do more to reduce the barriers for trans women and help diminish the violence and discrimination against them so they, too, can flourish just like everyone else. That means providing safe public spaces, as well as equal access to health care, housing and secure jobs. Do you think US governments and businesses are doing enough to protect the trans community and keep them safe? No they're not doing enough. They can do so much more to put us in a position of success. When we think about the ramifications of a Trump presidency, one of which was not being included in the census. This is important because that is how they determine who gets funding. So we want the government to put us on the census, because if we know how many trans people are in the country, then this group will be able to access help and government support.

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We also need better policies to protect our new gender identity, not just in the workforce, but housing and health care, with procedures and policies to stamp out discrimination and harassment that the trans community still faces. The healthcare industry also needs to ensure better education and compliance in terms of providing information about trans people for both young and older people considering a transition. The government must also ease up on bureaucracy to help make it easier for us to change our name, gender markers, etc., that will help us to live a more normal life; because it’s those things that can lead to trans people being discriminated against when it comes to restrooms and locker rooms etc. Organizations also need to remove any policies that allow discriminatory healthcare practices and ensure that all medical needs are covered for anyone considering a transition (both physical and mental support). So, although we're moving in the right, there's a lot more work to do in terms of policies and education. What kind of influence has the Black Lives Matter movement had on the Black trans community? It has had a powerful influence right from the beginning. One of the pillars of the Black Lives Matter movement was to include trans people when they talked about Black lives to ensure that the conversation was not just limited to Black men killed by police. So, when we're talking about Black lives mattering, they are talking about all Black lives. The very beginnings of the movement back in 2015 included a black trans person in the leadership team, which gave us a voice in discussions. It empowered us, and it definitely had an impact on my life and our community. What's your vision for the future for Black trans women and trans women of color? I want the number of trans deaths to be reduced. I also really want our contributions to our culture, joy, and the amazing work that we're doing put out there. There are so many trans people doing great work and involved in innovative projects across all sectors. I want the public to see how powerful and resilient we are by showcasing that work, joy and creativity. What advice do you have for someone who is considering or going through a transition that would be useful to them? Community is so important. Build a community of people who love you and affirm you and are going to support you during the dark times. That means surrounding yourself with people who love you and want you to be happy and understand that transition makes you happy. Sometimes that includes people who are related to you, and sometimes it doesn't. Sometimes it's your chosen family that are the ones that will be your rock, and not necessarily your blood family. But sometimes your blood people will also be amazing like my mom was. Secondly, don't rush it. Understand that you don't have to look like anybody else. You don't have to fit into any specific beauty standards. You can be whoever you want to be. So, take life by the horns and create your own lane. Be steadfast and stable in the idea that you deserve to be here. You deserve love, peace of mind, and all the great things that all humans do. By Pepi Sappal

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Marion Bentata She/Her Chief Admistrative Officer - Global Technology Services

Women On Top: Marion Bentata on how Pride networks have been her safety net Marion started her career in 2008, working for a French bank in Paris, the city where she was raised. As an only child, she had a good start in life with a loving upbringing. Despite this caring environment, she still found herself unable to admit that she was gay for a long time. “My coming out journey was quite a long one as I was in denial for quite a long time,” Marion says. Following business school and a degree in finance, Marion worked as an Internal Auditor and quickly became a Credit Analyst, after which she decided to move to London and started covering hedge funds. It was in 2014 that her career at State Street began, where she now runs strategic initiatives on the technology side of the business. As her professional life flourished, so did her confidence and her ability to share more about herself, although, to this day, this is not something she finds altogether straightforward. “You could argue that now that I live in London, I’m in a bubble in terms of LGBTQ+ rights and the way my community is represented, but actually, the financial services environment is still dominated by a strong heteronormative culture.” After joining State Street, Marion became heavily involved in their Pride network and was quickly asked to accept the position of Co-chair, which she held for five years. “Whenever I have started at a new company, I’ve joined the Pride network as I felt it gave me a psychological safety net. So, I jumped at the chance of becoming Co-chair after being so engaged and invested in the network. As an organisation, we encourage a sense of belonging and empower our employees, and really try to embed it in our culture both internally and with clients. We strive to choose to own it, break through silos and deliver results with integrity and speed. Our clients do business in more than 100 global markets, so we all need to feel supported to ensure we feel our identities and experiences are celebrated.” All this work and ambition reflects Marion’s drive for equality, however, standing up and being visible about her identity is still not always easy. Coming out to co-workers or clients, Marion says, remains a challenge, and she tends to find the process stressful. “I’m more of an introvert. The first question people always seem to ask upon meeting is whether I have a boyfriend or a husband. I never know whether I should share that I’m gay in case it impacts my everyday work relationships. It is a risk that repeats itself again and again.” This is partly why the work of the Pride network is so important to Marion and she has been heavily involved in education around language. 125

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The network, as well as the culture at State Street, is encouraging this dialogue between employees, which has then further helped to build community. “This is our core objective with the 24 employee networks with over 110 chapters. I can see the virtuous circle where employee resource groups are making a real impact and make you feel safer to come out. The more people that come out, the more visible we become, and the easier it becomes for others.” Marion is also the founder of Women of Interbank, the LGBTQ+ forum of the UK’s financial services firms. There were very few women in the room when she first arrived to work in the city, and she has made it her mission to change that. “Interbank has been an amazingly powerful tool to move the dial on the representation of LGBTQ+ women in finance. We have held conversations that helped men realise their duty in making women feel welcome at events and to champion them within the industry. The number of women increased 15-fold at the interbank events, and it keeps growing every month. I’m really proud of the sense of community we have created there.” Looking to the future, Marion hopes that the workplace can continue to be a safe place and will evolve to be a level playing field for everyone, not just for women or LGBTQ+ people, but truly for everyone. “History is rarely linear, and things can go backwards. There has been a 41% increase in homophobic and biphobic crimes in the UK and we’ve seen how hate towards the trans community is increasing far too rapidly. It is also shocking to see that there are still violent attacks carried out against members of the trans community globally in this day and age. My thoughts go to our trans brothers, sisters, and siblings who don’t benefit from the strides made by other members of the community.” “I have been harassed when holding hands with a date in the streets of London, and a friend of mine has recently been assaulted in Soho. Physical safety and tolerance cannot be taken for granted.” With this in mind, Marion shares her story with others, truly embodying the adage of “you can’t be what you can’t see” and acts as a role model, so her community can feel represented and visible – all with the hope that queer women have perhaps one less barrier to feeling safe and supported. By Pepi Sappall

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Stephen Cuppello

Senior Manager of Psychology

Stephen Cuppello on how LGBTQ visibility makes workplaces better “Something about growing up queer makes many of us curious about how our minds are different and how the mind works.” Stephen Cuppello, Senior Manager of Psychology at Thomas International, spoke to myGwork about his career and how it ties into identifying as LGBTQ+. He also provided a fascinating insight into the inclusive culture at Thomas International and the impact its Rainbow Alliance network has already had within just one year of its inception. Growing up in a typical working-class town in northern Manchester and raised by a supportive and loving family, the circumstances for Stephen to come out to his loved ones seemed ideal. Yet coming to terms with his sexuality was still an immense struggle, much more so the idea of discussing it with his family. It was this internal conflict that awoke, subconsciously at the time, a desire for Stephen to understand the intricacies and complicated nature of the human mind. Thus, a keen interest in psychology was born through both the natural curiosity to understand his mind and a genuine impulse to want to help other people. Stephen expressed a personal theory that many LGBTQ+ people take a particular interest in the field of psychology for these reasons – self-discovery and an empathetic inclination to help those going through similar experiences as them. “I’ve always really believed that advancing psychological knowledge has a real power to help people,” he stated. “I think being LGBTQ+ myself and coming from a group that is traditionally disadvantaged, trying to do things that will help disadvantaged people more generally is something that also possibly attracts people to psychology.” Soon after graduating from university, Stephen travelled across the world to live in Australia for a year. At the time, he had only come out as gay to very close friends and family in the UK, but on meeting new friends in Australia, he found he was immediately able to be himself. “The fear of rejection from new friends wasn’t as hard to bear,” he said. After experiencing a taste of living his life authentically, he felt inspired to go back home and embrace his identity with pride. He then began to understand the nature of the fear he felt about coming out, despite the welcoming environment. For Stephen, it wasn’t about identifying as gay; it was about maintaining an honest relationship with his loved ones – an underlying concern for many closeted LGBTQ+ people. 127

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“You fear that people will think you’ve been lying to them,” explained Stephen. “That your relationship with those people has been based on a lie. Of course, no one responds like that, they’re just happy that you’re able to be yourself. But there’s that fear – not that I’m gay, but that I’m a liar. That was the real struggle.” After this transformative realisation and a loving response from his family, Stephen briefly travelled around Europe and West Asia, spending a number of years working in Oman. Though he loved the work and his colleagues, the laws regarding homosexuality in Oman meant that Stephen was forced back into the closet in public. He reflected on how he brushed it off and got on with the job but, looking back, this definitely had an impact on his confidence. “Even though sex and relationships and partners and family shouldn’t have to be part of the workplace, it still is part of your life. And it’s part of everything. So, if you’re not able to share that part of you, you’re less of yourself,” he explained. Moving forward, he decided that he would only apply for jobs that made it completely clear that they were accepting of LGBTQ+ people and striving for inclusivity and progression in other areas. “If there was going to be an issue, I’d rather just not get the job.” Upon moving back to London, Stephen applied for a role at Thomas International, impressed by their progressive outlook, and has since had a seven-year career at the company. Thomas International is the leading talent assessment platform provider, helping various organisations understand the nature of human personality and behaviour to benefit staff and business success alike. The unique value of psychology is appreciated here, providing a range of business solutions based on psychometric science, all to create a better work environment and inspire new levels of ambition. Even beyond this progressive style of work, Stephen felt the desire to do more to help the LGBTQ+ community specifically, motivating him to set up the Thomas Rainbow Alliance with friends. This network, meant for both LGBTQ+ people and allies, exists to help anyone who wishes to talk or to reach out to the community. “My coming out journey is why I want to be so visible now, especially at work,” shared Stephen. “When we set up the LGBTQ+ group, a real drive for me was just to have out, visible queer people at work. So that anyone like myself when I was younger could see that there are people to reach out to, if that was something they felt confident doing.” A particularly heart-warming benefit of the Rainbow Alliance that Stephen did not anticipate was the number of parents of LGBTQ+ children who sought after them for advice. Whether it was simply discussing how to best support their loved ones or parents who believe their children might be closeted and asked for guidance, the network provided a safe and open space for these topics to be considered. To Stephen, he considered this achievement a highlight of his career so far. “That’s been really special. Because it’s wonderful to be in a position where you can have those conversations with these loving parents who just want to be good parents for LGBTQ+ people.” Considering the future of LGBTQ+ inclusion in the workplace, Stephen felt certain that many LGBTQ+ people would share his principles in only applying for jobs where they know they would be accepted. Having witnessed the growing success of Thomas International, he believes that, more than ever, companies must be transparent about their inclusivity if they wish to be successful. “It speaks to how important it is for companies to share that they care about diversity and inclusion,” he explained. “Not just being LGBTQ+, but disability status, ethnic diversity, to really state that ‘we celebrate this, and we welcome this’. Because many people just don’t want to work somewhere that they’re not convinced is going to be accepting of who they are. Companies are just shrinking their talent pool if they’re not very, very, clear and open about that.” By Dylan Mann-Hazell

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Jay Nam Associate

Jay Nam: “I find it rewarding to build communities and to help others achieve their goals” Jay Nam’s story follows the path of the American dream: the son of immigrant parents from Korea, he was raised in Southern California as his parents worked tirelessly to support him and his older sister. From watching his parents clean houses and wait tables to pay rent in Los Angeles, Jay came to understand the first lesson which would shape his worldview: that education would be the path to uplifting not only his situation but that of his family. Through education, he learned the second lesson that has stuck with him since – the value of community. Whether it was debate, R&B, or his Korean heritage, Jay quickly found lifelong communities and friendships that have remained with him since. “I was always drawn to the idea of celebrating diversity and led the business diversity club in college. I find it rewarding to build communities and to help others achieve their goals, and I’ve carried this idea with me throughout my life,” he notes, discussing the impact these lessons have had on shaping the way he engages with the world. Growing up, however, was not without its share of obstacles to navigate. “I struggled with self-acceptance and identity,” Jay recalls, examining both the effects of growing up in a conservative immigrant family and the stresses of legislation affecting the LGBTQ+ community being debated. “Seeing legislation being passed against gay rights made me hide deeper into the closet.” It wasn’t until he got to Boston College that he came to terms with his identity, aided by a supportive network of friends, and began the arduous task of coming out – to himself, to those around him, and to his family. His parents, conservative in nature, were a challenge at first – but this has only improved with time. After a rocky start, they’re reconnecting, and his parents have made “genuine attempts to repair the relationship.” Jay simply views it as part of the long journey to acceptance and takes it in his stride. Having now accepted his identity, Jay now turns his efforts to supporting others. He volunteers with the Ali Forney Centre (AFC), which provides shelter to homeless LGBTQ+ youth, and has thrown himself into OUT Blackstone, the company’s LGBTQ+ network. “I’ve found an incredibly supportive network of LGBTQ+ employees and allies who are committed to creating an inclusive workplace.” The OUT Blackstone network, as well as the AFC, are all part of Jay giving back to his communities in a way that is authentic.

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At Blackstone, Jay works on alternative asset investment, specialising in Secondaries. “When I heard about the opportunity to join, I knew I couldn’t pass it up. Secondaries span every industry, geography, asset class, and part of the capital structure; there is no other area of investing that offers the breadth of exposure that Secondaries does.” The proof is in the pudding: Blackstone Strategic Partners recently announced over $25 billion worth of commitments across two funds, and Jay is incredibly proud to be part of the hard-working team that helped to make it possible. At work, he feels he doesn’t have to worry about his identity in the way he had in the past. He was transparent about being LGBTQ+ from his interview onward. Through his COO, David Corey, he was introduced to OUT Blackstone and now finds that the company is supportive of him in his advocacy as well as his work. “I thought it might be difficult to connect with other LGBTQ+ employees due to the hybrid environment [introduced due to Covid-19]. However, finding community became easy; we were able to connect virtually and in-person through events like Pride Happy Hour and by listening to amazing speakers like Congressman Ritchie Torres, the first openly gay Afro-Latino man elected to Congress.” Advocacy for Jay is both internal and external, thanks to the network: he’s the recruiting lead of OUT Blackstone and has used this position to support LGBTQ+ employees within the organisation as well as advocate for initiatives to support those entering the business. The highlight of this came when, in partnership with the AFC, Jay helped to organise an LGBTQ+ investor event, which both boosted the profile of the centre and built upon community foundations for LGBTQ+ investors within the alternative asset investment industry. The Ali Forney Centre is an issue close to Jay’s heart, and he’s proud to be involved with them. “Given my tough experience coming out, I knew that I wanted to get involved with an organisation that helped those who were in my situation.” He now sits on the Centre’s Emerging Leaders Council, and he uses his position to help mentor and fundraise for some of the most vulnerable youth in New York City. Only last year, the centre successfully raised money to open housing for trans people in Harlem to support trans and gender non-conforming youth better. Representation is another issue close to Jay’s heart, and he’s proud to be doing his part at the AFC – and at Blackstone – to raise the profile of representation. “I think representation is still fairly limited within specific niches of finance, like alternative assets,” he thinks. “At OUT Blackstone, we are advocating for greater visibility and fostering community for LGBTQ+ folks in all aspects of finance.” Representation, ultimately, is part of supporting meaningful intersectionality in spaces, and Jay knows this. “Understanding the unique perspectives and challenges that individuals have faced enables us to support our employees in a comprehensive way and to build a better culture.” At Blackstone, that includes a particular focus on increasing the visibility of Black, Hispanic, Native American, and trans and gender non-conforming people to help make finance as inclusive and representative as it should be. For Jay, he’s making sure that – against the backdrop of legislation targeting marginalised communities – young LGBTQ+ people can grow up and see themselves in careers and communities that they traditionally may not have. By myGwork

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Dr. John Blythe Director of Cyber Workforce Psychology

Immersive Labs’ Dr John Blythe on improving diversity in cybersecurity “A common misconception is that psychology is mainly clinically related, so a lot of people believe psychology is just about mental health. But actually, you can apply psychology to any part of human life.” The industry of cyberpsychology is a fairly recent line of work, evolving as a result of more companies and employees relying on technology in their day-to-day lives. Though the development of the internet and advancements in tech have allowed for improvements, such as convenient communication and easy access to business data, it has also created new security risks for private company information security and employee safety. Organisations like Immersive Labs exist to combat these risks, applying an understanding of human behaviour and using it to educate organisations and their staff to protect against cyber threats. It was this aspect of working in the industry – helping others – that inspired cyber psychologist John Blythe to pursue this career: “At university, I was always interested in how we can use psychology and science to better understand people, but also use that to help people as well,” he reflected. This natural inclination of selflessness likely stems from his own experience growing up in less-than-ideal circumstances at school. A small-town school in County Durham, neglected by the government and plagued by low standards, was a rough place for John to grow up. His first experience of homophobia took place there, even before he realised his own sexuality. As a result, this caused him to suppress his identity until his early 20s. However, his experience at university differed, teaching him about community as he connected with students from various identities and backgrounds, helping open his eyes to feel confident in his own identity. “I think when you‘re young and gay, you feel like it‘s just you against the world,” he said. “And it isn’t really until you make friends and sit in these community spaces that you actually appreciate that other people have lived that as well and that you can turn to them and have that community support.” After coming out to family and friends and achieving a PhD, John considered this a “flourishing” stage of his life. Simultaneously, he began an extensive career in researching how people at work and at home stay safe online, even working for the UK Government before discovering the opportunities at Immersive Labs. On the company’s website, he came across information relating to the values held by the company, particularly inclusivity and allyship. This distinction, along with his natural interest in the work of the company, was a deciding factor in John’s application for the role. 131

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“It was really interesting to read this at the outset of coming into the organisation. I think it just makes you feel heard, even just from seeing that, particularly as cyber security isn’t a very diverse sector as it is.” With awards and nominations for “Best Place to Work in the UK” under their belt, as well as a variety of other accolades, Immersive Labs is being increasingly recognised for its inclusive and safe culture. In comparison to previous cyber security companies John has worked for, they appeared to be the first to genuinely care about progression and creating a safe space for their employees, rather than simply keeping up appearances. “For many companies that I’ve worked with, inclusivity was often just a tick-box exercise,” he explained. “Change the corporate logo to reflect the pride flag in June and then they’re done for the year.” But at Immersive Labs, inclusivity is one of the main company values. Tracking diversity metrics, opening conversations regarding transgender inclusion, and showing a keenness to constantly improve standards are just a few ways Immersive Labs is excelling in this area.

John is also keen to share recent research by the government into the inclusive culture in the broader cybersecurity industry. Discussing how this line of work is typically led by straight white men in senior roles, he is aware that there is a long journey ahead in achieving true diversity and equality in this industry. “Seventy per cent of people feel that they are able to be themselves at work in cyber security, but one in five experienced discrimination in the last year,” he revealed. “And what else I thought was interesting was 14% of gay and lesbian people in cyber security suffered an issue of discrimination compared to just 1% of heterosexual people, so a lot of work still needs to be done here.” When it comes to the future of LGBTQ+ equality and what John believes is the next step in progressing inclusivity, he is quick to show his support for the transgender community. He is acutely mindful of how ostracised the trans community are feeling in the current climate and the fact that gay people faced the same treatment by the media and general society not too long ago. John is adamant that gay men specifically should play a role in supporting and speaking up for trans people, especially with the increasing villainisation of the community by the media. “In the last few years, there’s been quite an increased negative rhetoric around trans people and the way they’re being used as political fodder to distract from greater issues in society. I think it’s just disheartening.” Beyond creating a safe environment for trans people to express their authentic selves, both in the workplace and in broader society, John hopes to see improvements in diversity in higher business roles generally. Though this journey may take a while, through perseverance and increasing confidence in people from all backgrounds and identities, he was optimistic that the future of diverse visibility is promising. By Dylan Mann-Hazell 132

Zoe Bowen-Jones Senior Insight Director

Gen Z is the queerest generation yet. Why? In November 2022, WPP Unite released Beyond the Rainbow, a first-of-its-kind research study into the future of LGBTQ+ marketing. We asked 3,500 LGBTQ+ people across the UK, US, and Canada about their identities and relationships with media and brands. And we replicated a finding from multiple other studies including the UK Census data, IPSOS, Gallup, and Global Web Index. This is that Gen Z is the queerest generation yet. We found that Gen Z is 2.5 times more likely to identify as LGBTQ+ than the general population. They are 7.3 times more likely to identify as such than those over 65. The proportion of people who identify as LGBTQ+ is highest among Gen Z and falls in each subsequent age group. But why? The honest answer is that no one knows for certain. However, over recent decades, there has been a gradual increase in social acceptance of LGBTQ+ identities, reflected in the data. So, what factors have made Gen Z so much more comfortable openly identifying as LGBTQ+ than generations before them?

LGBTQ+ by age group (UK, US, Canada) Source: Beyond the Rainbow, 2022

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From shame to celebration, legislative progress has shaped generational perceptions of queerness If we look at the data across generations, it reads a bit like a timeline of queer shame. The majority of the over-65s surveyed were born at a time when homosexual activity was illegal. Despite decriminalisation in 1967, 1969, and between 1961-75 in the UK, Canada, and the US respectively, the social and cultural acceptance of same-sex relationships took a long time to follow. Given they came of age in a society where homosexuality was largely confined to clandestine meet-ups, it’s little surprise that just 3% of those over 65s identify as LGBTQ+ today. Between decriminalisation during the 50s and 60s and the turn of the century, the LGBTQ+ rights movement gained traction. With Pride beginning in the 1970s, marches for LGBTQ+ civil rights gradually grew in support over time. This was, however, met with challenges. From the homophobic reporting of the HIV/AIDS pandemic during the 80s and the many LGBTQ+ people who lost their lives to the assassination of Harvey Milk in 1978, and legislation such as Section 28 prohibiting the “promotion of homosexuality” in UK schools. Among those aged between 40 and 65 who came of age during this time, 5-10% identify as LGBTQ+. The gradual increase across age groups points to the gradual changes in social attitudes following the decriminalisation of homosexuality. The turn of the century marked a real milestone for LGBTQ+ rights. Movements across the UK, the US, and Canada to legalise same-sex marriage all gathered national support. This culminated in landmark legislation passing in 2005 in Canada, 2013 in the UK, and 2015 in the US. The youngest participants in our survey have grown up in countries where same-sex couples can stand up in front of their friends and family in celebration of their love for one another, where LGBTQ+ identities can be a cause for celebration rather than a source of shame. While it’s important to remember that LGBTQ+-phobia persists, perhaps that helps us explain the growing numbers of openly queer people in Gen Z; shame has not forced them to hide. We live our lives forwards but understand them backwards. Looking back at the milestone legislative changes that have shaped societal attitudes to queerness, we start to understand why Gen Z are the queerest generation yet.

Zoe Bowen-Jones (left) is the co-author of Beyond the Rainbow, published in 2022 by Unite, WPP’s LGBTQ+ community.

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Digital platforms facilitate connection and community. It’s impossible, however, to separate the impact of legislative changes from the impact of the so-called digital revolution. Queer people have always relied on and exploited media to bring communities together. The way they did this was completely transformed at the turn of the century. Online queer communities sprung up through early social platforms like Habbo Hotel, dating sites broke down geographical barriers, and online zines caused an explosion in the amount of queer content available. Today, 96% of queer teens say the internet has helped them understand their own identity according to Stonewall’s Staying Safe Online report. In Beyond the Rainbow, respondents reinforced this, talking about the sense of connection and community they get from various online touchpoints. From TikTok influencers to LGBTQ+ walking groups, they recognised the importance of these platforms to realise their own identities. “I’m almost 70 years old. I did not have role models or even other people like me in the news or media. I think it’s extremely important for youth to be able to see people of all colours and sexualities to realise they’re not alone.” – Beyond the Rainbow respondent “You can’t be what you can’t see. We deserve content that tells our stories as full human beings.” – Beyond the Rainbow respondent The gaming world offers interesting ways for players to explore their identities. Often, the player controls the narrative, meaning they can bring in aspects of queerness through the storylines or characters. One Beyond the Rainbow respondent talked about “gender-f*****g” characters, where they subvert traditional notions of gender identity through characters in gameplay. More recently, franchises themselves have made queer-inclusive updates, meaning features explicitly facilitate queer exploration. For example, The Sims has made headlines for including a variety of romantic and sexual orientation options and Dragon Age for containing multiple trans characters. From a media standpoint, Gen Z has grown up with an ever-increasing number of platforms that offer queer connection, community, and self-exploration. We found that among Gen Z, the vast majority of both queer (93%) and non-queer (85%) respondents actively seek out queer content in the media they consume. Given the apparent role that media plays in shaping queer identities, it seems clear that this visibility is a driving factor in why Gen Z are openly queerer than previous generations.

Mainstream representation follows suit The updates from The Sims and Dragon Age are particularly interesting because they are examples of media brands changing their offer based on user behaviour. Since launching, The Sims has never had any restrictions on sexual orientation and, anecdotally, I know players have been exploring Sims’ sexuality since it launched in 2000 (love bed anyone?). However, by explicitly adding the option to choose sexual orientation, The Sims is opening that possibility to all players. It’s making this previously internal and individual behaviour a collective one. It’s not just The Sims though. More and more, queer content is driven by online behaviour. Games franchises, publishers, streaming services, brands, and many other media organisations, now look to online communities for inspiration, and that process has brought us some amazing queer content. One such example is 2022’s wonderful coming-of-age drama Heartstopper which was born out of a Tumblr web comic by Alice Oseman. For better or for worse, online platforms have also given people a platform to call out content they don’t like. Sex and the City (SATC) has come into the firing line for many of its scenes. Not least Carrie’s description of bisexuality as “just a layover into gay town.” Inevitably this criticism has had an impact on representation. Whether it’s out of a desire to improve queer representation, or, more cynically, a fear of being cancelled, content creators want a positive review. Like many, I found the SATC spin-off And Just Like That’s clumsy freefall into ‘wokeness’ a bit much. However, it feels undeniable that the two-way relationship between social platforms and mainstream content has contributed to significant improvements in representation in recent years. In fact, some of the highest-rated, most awarded TV programmes and films of the last few years have had queer storylines at the heart of them. Among them is Euphoria, The Last of Us, and Everything Everywhere All At Once to name a few.

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All these factors are inextricably linked. Changes in legislation break down boundaries and allow queer communities to thrive. Online platforms create a space for queer communities to connect and, in turn, influence mainstream representation. Mainstream representation significantly impacts cultural understanding and social attitudes and can be a real factor in driving legislative change. It’s important to say that these changes are not “turning people queer.” Over time, they’ve broken down boundaries and removed much of the shame attached to being queer. This has led to a world in which Gen Z can be queer and proud!

What next? The Washington Post suggests this trend will likely continue and future generations may well be even queerer! I hope so. I hope everyone who is queer feels comfortable openly identifying as such. But there are still threats. Among them, anti-trans narratives pedalled by mainstream news publications, anti-LGBTQ+ groups growing in numbers on certain digital platforms, Florida’s ‘Don’t Say Gay, Don’t Say Trans’ bill to name a few. Since the dawn of the LGBTQ+ rights movement, the power of the media has been exploited. Its power, as I’ve argued, is demonstrated today by so many of Gen Z feeling comfortable in identifying as LGBTQ+. In the face of threats from anti-LGBTQ+ organisations, we need to continue utilising that power to ensure that progress continues. So, to anyone with influence in the world of media and brands – whether you run a global studio, work for a big brand, or, like me, work at a media agency – I have three asks: Understand what it means to be queer today. Talk to queer people, read research, and think about how you portray them. With such a significant proportion of Gen Z identifying as queer, if working on a Gen Z project, you’re working on an implicitly queer project. Don’t fund hate. Think about what content and platforms you’re funding and ensure they don’t pedal hateful content. Think beyond Pride Month. Pride is a brilliant celebration for many reasons, but it’s often exploited by brands as an opportunity to make money. If you want a place at the party, think about why you deserve it. What have you done the rest of the year to support the LGBTQ+ community and how can you highlight that at Pride? By Zoe Bowen-Jones, WPP Unite

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Guy Thompson He/Him Global Digital Account Manager

Hearst UK manager on going from hiding sexuality to living proud Like most good stories, we start at the beginning with Guy’s parents. He speaks of them fondly as he reflects on his upbringing. “My mum had been working her entire life,” he recalls, “And so had my dad. They’re both hard workers, and so that was part of the ethic that was drummed into me from an early age.” This included their striving to get him into good schools, which ultimately Guy attended. However, he feels this might have led to him being in essence “overprotected”. While his primary education was mixed-sex, once he arrived at secondary school – a boys-only school – it was a “shock to the system”. As is the case for so many young LGBTQ+ men, having to navigate adolescence is treacherous enough without having to do so in boys-only spaces. This led to Guy making unconscious adjustments to his behaviour, to avoid drawing the attention of the other boys. Repression, he says, is part of that. While he may not have been physically victimised, the situation still led to some issues. “‘Why am I slightly different?’ was always a question bubbling under the surface. I was always asking myself why I felt different to the other boys.” Kids, as the adage goes, can be cruel; and often it is in trying to avoid this cruelty that we end up being cruel to ourselves. The alienation that Guy came to feel leads him to look back on the period with a sense of lost time. “As soon as [school ended] and I graduated, I thought to myself that my life could start.” Only less than a week after his A level results did Guy feel comfortable enough to come out. “I had to be out of that sphere in order to become whoever I was; I wasn’t myself throughout the process of my education.” Graduating his A Levels, Guy headed to the University of Brighton, in a city famed nationally for its diversity. “When I arrived at university, I found myself whispering to people that I was gay, almost expecting people to say something when I did. Instead, they got confused as to why I was whispering it.” It was a shock, but a welcome one. Guy, like other undergraduates and those liberated from the repressive environments of their youth, could finally – unapologetically – be himself. Reconsidering his time at university during our call, Guy looks back candidly. “It was nice, that people didn’t actually care that I was gay. It made me wonder whether anyone at school would have cared, truthfully, and whether much of it was in my head.”

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This exposure to different backgrounds and identities helped Guy to understand that being different didn’t have to be a barrier to being accepted. The same was true of his parents, to whom Guy stops to reiterate the extent to which he owes them. “I told them I was seeing someone, and they asked me what his name was. They knew, but there wasn’t any resentment or reason to be scared.” When asked about the biggest influence on his worldview, unsurprisingly it is things like this, and the lessons from his parents, that have shaped Guy the most. His Dad particularly, Guy feels, taught him a lesson about engaging with the world around him. “He never let himself be intimidated by anyone. He went through life being himself, never making assumptions.” Recalling a boy he was seeing in his late teens, Guy remembers that he simply didn’t tell anyone – not even close friends. “I didn’t want judgment; I didn’t want attention.” In the end, he ended up telling his friends one by one, when the moment felt right. “You never know what people’s reactions are going to be, and part of you wants to keep this fantasy image of you that they have going.” Eventually with time, and as Guy told more and more people, he regained his footing with the lesson from his father that ultimately, he didn’t care what people thought, and wasn’t going to be intimidated by them. Through this, he went from strength to strength in becoming comfortably himself, and unapologetic about who that was. This has translated into Guy’s work. “Being yourself at work is being out and proud about who you are. You’re confident, and you’re true to yourself.” For Guy, he knew he had to be himself at work. It let him bring that confidence and genuine nature to his interviews before even getting the job itself. At Hearst UK now, he is an active member of its Pride ERG and throws himself readily into the work they do. Whatever the task, Guy is there, engaging himself and reflecting on his journey. “There was an exhibition at the V&A on toxic masculinity, and we decided we were going to go. It’s important to be able to reflect on these things, and use the lessons learnt to really build on the culture we’re creating in our workplace.” That culture continues to go from strength to strength.

By myGwork

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Isabella Williamson-Hawkins She/Her Head of Mobile

Women On Top: Isabella Williamson-Hawkins on intersectionality and resilience Isabella has long been someone who chases a win and looks to grow as a person. Now she is chair of the diversity and inclusion network at IG Group and is involved in their LGBTQ+ network, IG Open. Growing up in the UK and Europe, she was a competitive hockey player and played in the premier league, the Super League and as part of GB’s development teams. That backdrop of facing opposition and having to dig deep within yourself has shaped Isabella since she began playing at the age of seven. “In sport, you are very competitive, and you also do get used to losing. You become quite comfortable with failure, and that is definitely character-building. Conversely, there’s the elation from winning. It has always been apparent to me that if you work hard, you and your team can succeed. Sports shows you that you’re only as good as the work you put in.” That work ethic, alongside her passion for sports, was instilled from a young age. “My dad came from a workingclass background. He worked extremely hard to get a scholarship and double first from Oxford. He was also really involved in sports and got me into hockey when we moved back to the UK.” At seventeen years old, Isabella decided that it was time to come out to her family and friends. Her parents were supportive, as were her friends, but she did experience some setbacks. “Coming out, I was fortunate enough that I was established within the hockey world, so it didn’t hugely affect my game. However, I did experience some discrimination. It was invaluable to have my team’s support and the community around me.” Isabella also had a mixed response from her wider family and friends. “It was a 50/50 response, and it wasn’t particularly easy. It probably took about five years for it not to be mentioned in a negative way, although both of my parents were very supportive from the outset. I came out in 2005 – before equal marriage was legal in the UK – and it was hard. Public displays of affection in a same-sex couple were not easy at that time. I experienced microaggressions and got called derogatory terms.” After those initial years, society has become more accepting. Isabella has always been out at work and hopes by doing so, she can create an environment that’s accepting of all individuals, irrespective of differences. Nonetheless, when that challenge had subsided, there was another one she had to face. While working her day job and training for over twenty-five hours a week for her hockey teams, Isabella suffered a severe back injury.

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“The remedial operation went wrong. I ended up with a very severe infection and a major haemorrhage, which nearly killed me. I had to deal with unimaginable pain and learn how to walk and function again. I now have an ongoing disability as a result.” Isabella’s wife was her fiancée at the time and was there by her side looking after her as she needed full-time care. “Family and friends were also a huge support. You don’t realise how much you need others until you are in that situation. It was like experiencing bereavement; the person you were before and the person you are today are two different people.” Isabella’s ethos is that you can get through anything if you are willing to try. “I’m comfortable being uncomfortable. At times in my life, I haven’t had an option. Experiencing severe injury and losing my father to motor neuron disease are terrible moments of adversity that teach you to cope and build resilience because you have no other option.” Where Isabella started her career is very different to where she is now, both on a personal and professional level, and she maintains that hard graft and applying yourself can lead you anywhere. “I studied sports science at Loughborough, worked in project management at Ford and then traversed across to become a software engineer.” Now her role as Head of Client Platforms at IG, she puts her success down to her hard work earlier in her career, which gave her the opportunity to work in software engineering in the first place. “You don’t have to be a software engineer to go into tech. The sidestep in my career saw me be one of the first developers working on the Ford Pass application. Then I co-founded a parking app with Ustwo called GoPark. As a co-founder, I have a European patent for the app. Again, it is all down to hard work. If you are willing to apply yourself and work hard, then you can do anything.” Another professional tip that Isabella has is to set extreme and what may seem like outlandish goals. “I don’t set simple goals, and often I will set myself something ridiculous and move forwards from there. With women, particularly, we can sometimes talk ourselves out of positions, and I’m all about not putting barriers up; enough exist already. My story isn’t an easy one, but because of all the adversities I’ve faced over the past two decades, I’ve ended up here.” For now, Isabella is looking to the future, focusing on delivering the best in class platforms for IG Group clients and has recently completed her Executive MBA. “I want to drive awareness that all of our experiences are unique,” she explains. “The growth of business and culture has created an intricate tapestry of difference in the workplace. I am a woman who is gay, dyslexic and disabled. However, as a white woman, I have a very different experience from a black woman – that is just factual. In a 100-meter race, we don’t all start from the same place. Advantages and disadvantages stagger us behind or in front of one another. Only when we are fully aware and empower those differences will real inclusion and equality exist.” By myGwork

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Marianne Groth She/Her Country Manager

Women On Top: Marianne Groth talks about celebrating LGBTQIA identities Born in Nepal, Albert was four years old when he joined Marianne’s family, bringing immeasurable joy and wonder to her life. Although parenting is never an effortless ride, adopting a four-year-old comes with its own challenges. Albert had spent all his life so far in an orphanage, so it took time to adjust to a new environment. Still, Marianne took this in her stride, explaining that the positives entirely outweigh the difficulties, and hopes other parents considering adoption will see this too: “All the time and effort are completely worth it.” Over ten years later, Marianne couldn’t be prouder of the boy Albert has become: creative, joyful and kindhearted. Coming out as gay at ten years old, he has a natural boldness that many aspire to, as well as a softness that draws others in. Being so open about who he is, he’s become something of a confidant with many of his friends confiding in him about their own identities when they feel they cannot tell anyone else. Throughout Albert’s life, Marianne has been sure to have a diversity of people around him – seeing the importance of him seeing loving LGBTQ+ relationships from a very young age. This is one part of how she has created a relationship where he has felt safe to share who he is and be confident in it too. “I think it’s very important for parents to show their children diversity, teach them that our differences are just a normal part of life. This also means a child in doubt can have something to look at as an example, and they can choose who they want to be themselves instead of being put into boxes.” Parenting has also motivated Marianne to be further involved with inclusion efforts in the workplace. She hopes organisations will be welcoming to Albert when he is ready to join the professional world and recognises that there is still vital work to do to ensure everyone feels welcome. As Country Manager at Hitachi Vantara, Marianne leads the team in Denmark and sees this as a great platform to speak up for LGBTQ+ equality. As a leader, she also sees a responsibility to push forward these conversations. She joined their employee resource group, The Rainbow Connection, working to foster an environment where everyone feels comfortable showing up wholly as themselves. As an international organisation, travel can be a perk of the business, and as part of the work with The Rainbow Connection, they are developing advice for LGBTQ+ employees to keep them safe when in different parts of the world.

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They are also currently working on a reverse mentoring programme where LGBTQ+ people will be mentoring senior leaders, as well as education around pronouns and language. This can be challenging with multiple languages – such as Danish and Swedish, where gender-neutral terminology differs, but Marianne is adamant they must put the effort in to learn this. “People will say, ‘Oh, but I don’t understand it’. If you don’t understand it, that means you need to do more to learn, and you need to do more to train and take the initiative, so you are not hurting other people’s feelings.” On top of this, Marianne adds, it’s important to have fun, so they have events such as Drag Bingo, where everyone can get involved, learning about one another in a way that is cheerful. Having the network also creates visibility of LGBTQ+ employees and allies, which can hopefully act as a beacon to others to show they are welcome no matter their identity. As Marianne drives change within the workplace, her son, Albert continues to do the same within his orbit. Appearing in a TV series, The Class, Albert played a character that was a dancer, and although it was never said, it was known the character was gay. Then one day Albert sent a message to the production team asking, “Why can’t we say the character is gay? We need people to look at this and see that it is normal.” And just a few episodes later, the character came out as gay – normalising the identity for children watching across the country. There are challenges that come with bringing up an LGBTQ+ child, Marianne shares, as she wants him to wear whatever he pleases and express himself however he may like, but simultaneously worries for his safety. This just makes her more acutely aware of the work that is still needed to be done to create a safe and inclusive society because no one should be worried about their safety because of how they express themselves. As a parent, Marianne has been steadfast in creating a safe haven for her child to express and explore who he is – something all children deserve – and in doing so has been able to watch him grow and succeed as he now finds his place in the world. “I think it’s maybe not a tsunami but a constant wave,” Marianne notes of the movement for equality – that perhaps it is the consistent small actions that add up. Showing up daily as an ally, speaking up, and platforming others, these moments accumulate to create change and empower others to go on and do the same. By Zoë Schulz

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Michael Hakeem He/Him Senior Director Global Talent Acquisition

Charles River’s Michael Hakeem on how losing his partner led to him coming out: ‘I will never hide again’ Growing up in Brockton, Massachusetts, Michael is a second-generation American, with his grandparents having come to the country from Lebanon. The youngest of four children, he grew up in a very religious family, and although he felt very loved, Michael remembers often feeling adrift. “I didn’t know who I was growing up,” explains Michael. This led to an urge to go out into the world, so upon turning 18, he headed to Las Vegas, where he dealt Texas Hold ’em and seven card-stud at the casinos. Moving again, he ended up in LA bartending, still somewhat unanchored, trying to find his place in the world. Michael knew he was gay growing up, but he just couldn’t bring himself to come out and decided moving to LA gave him time to figure this out. Yet he found himself in the big city, even working at a gay bar, but still unable to step into who he knew himself to be. That was until he met Martin. Shy and apprehensive, Michael had his first-ever real date with Martin, a German medical student at UCLA. This turned into his first relationship and a space where he could feel safe in who he was, allowing him to then be more comfortable in the real world too, even coming out to a few people at work. Tragically, three years into their relationship, Martin was killed in a motorcycle accident on his way to school. Losing a partner is a heart-wrenching grief for anyone, but this was also the first time Michael realised just how homophobic the world could be, making an incredibly difficult time even more so. “I remember myself and a friend called his parents to let them know what happened,” says Michael. “And his mom told me on the phone: ‘He’s already been dead to us for the last seven years, ever since he told us he was gay. We don’t care.’ It was just really, really rough. I realised how hard it was to live in a closet because nothing changes when you hide, and from that point on, I said to myself: ‘I will never hide again. It just it’s not worth it.’” Around this time, Michael was growing tired of working in hospitality and came across an ad in the LA Times classifieds that read: “Make a lot of money, no experience needed.” Ready to make a change, he applied and landed an interview. The interview went great, with the person interviewing him seeming wonderful. Then just before Michael left, the interviewer turned to him and said: “I’ll take a chance and hire you. But you’ll have to change your last name – it’s too ethnic. You will never be successful with your last name.”

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Having never experienced this before, Michael was startled but agreed and then spent the next two decades working under the name Michael Davis. Looking back, he would never do this now, but this was his first entry into the recruitment industry, and as he built up a reputation under that name, it made it harder and harder to take back. Just three years after Michael landed that job, he realised that although he enjoyed the work, the effort he was putting in was making everyone else in the business rich, and he was still broke – so he opened his own agency. With an initial office in LA, he grew this to open a second one in San Diego and a third in Las Vegas. With over 32 recruiters working underneath him, it’s fair to say it was a success, although he admits there were a lot of mistakes at the beginning as this is just how you learn. Eventually, ready for something new, Michael sold the business and moved into consulting – a change that allowed him to return to using his real name 20 years after the comment made in that first interview. After a variety of successful roles, he landed at Charles River five years ago and is now Senior Director of Global Talent Acquisition. Starting at Charles River, Michael explains they were in “build mode” when it came to talent acquisition. This means he’s had the opportunity to build his team from the ground up – a feat he’s found incredibly exciting – going from three employees within his team to over 100. On top of the satisfaction he’s found in growing and developing their talent acquisition team, Michael says Charles River is one of the few places he’s worked where diversity and inclusion aren’t a tick-box exercise but are seen as a vital part of the business. There is a visible top-down approach, he explains, where you can see the authentic commitment from their CEO, Jim Foster, and other top-level executives. “It is not just spoken, but it’s lived,” Michael adds. When it comes to talent acquisition, you really can’t approach it without diversity and inclusion in the centre of your framework, explains Michael – so working somewhere where the wider organisation understands this is refreshing. Part of this approach is working closely with his colleagues to ensure their recruiting teams have the tools and resources to authentically and organically bring in more diverse candidates representing the wider community. “This means we can organically bring more diversity into the business. We reach out to diverse organisations with our jobs and tell our story – and this encourages diverse candidate slates.” Charles River now has 10 employee resource groups, which help create a sense of connection and belonging for candidates. This makes their organisation a better place for everyone to work, Michael explains, and by authentically sourcing diverse candidates they can give opportunities to communities that are historically overlooked. Having worked his way up from an entry role decades earlier, Michael knows first-hand the difference this can make. “Inclusion makes for a better workplace, and you make better business decisions. For me, it’s about asking: ‘How do we build an organisation that looks like the world?’ And when you do that, you get ideas and creativity based on what’s happening around you. “At Charles River, you can start with no experience and move into management and leadership. We have people that started as entry-level technicians without experience that are now VPs and SVPs in the organisation. There’s a lot of longevity here. So, by showing these opportunities to people that may not otherwise know about them, it opens doors for people in a really exciting way.” On top of this, working for a mission-led company has been a career highlight for Michael – “What we do changes lives.” Over the last three years, Charles River worked on over 80% of the drugs approved by the FDA, including the majority of the Covid vaccines.

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“I come from a family where my mom passed away from cancer, and nine of her brothers and sisters passed away from cancer. I have people in my life with Parkinson’s, and I have another friend who’s HIV positive. Knowing that our work impacts those lives – and being able to do that every day – is just amazing.” Now living in Rhode Island with his husband William of 30 years, Michael is worlds away from the 18-year-old who moved to Vegas to find himself. As a visible leader and expert in his field, he can now show up every day wholly as himself, and his journey acts as a blueprint to the younger generation. “Nothing changes when you hide,” was Michael’s realisation after losing his first partner. The decision he made next, never to hide again, transformed him into the visible representation he never had growing up. Thanks to this, he is now not only able to live as himself proudly but also uplift and shine the light on other marginalised people. “I’ve seen the world change,” he says. “I remember 25 years ago, coming out was a huge deal. Now I watch people walk into our organisation, and it’s not even an issue. Growing up in the era I did – and I think many people my age feel this – there’s always that feeling that someone is thinking something because you’re gay. As the world changes, I look at young LGBTQ+ people entering the workforce, and I’m so relieved they don’t have to go through the angst that we went through. Doors have opened, and I think they will continue to open. “As you look at the world, it can be hard not to feel like we’re going backwards, but I think the more adversity there is, the more things change. I think we’re at a point in the world where everybody just needs to take a deep breath. When the noise gets louder from the other side, that’s usually the time when the biggest changes happen, so we must hold onto that. We live in a time where you no longer have to be afraid of losing your job because of who you are, and I know what that feels like. When you can be yourself, you can bring so much more to your work, and it brings so much more to you; it helps you to feel whole, and everyone deserves that.” By Zoë Schulz

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Rashmi Pandit Compliance Manager

Authentic allyship: myGwork meets Morningstar’s Rashmi Pandit Rashmi Pandit has never been a stranger to the diversity of humanity. From a young age, family life circumstances allowed her to interact with people from various backgrounds, cultures and identities. Her father’s job as an army officer meant that her family was periodically transferred to different areas of the country, from the northernmost to the southernmost parts of India. Rashmi’s parents always encouraged her innate interest in diversity, inspiring her activism for protecting marginalized communities early on. Simply put, Rashmi firmly believes that diversity portrays “the beauty of humankind” and that authentic allyship has an integral place in that beauty. “An ally is someone who supports, encourages, and stands up for all individuals across the spectrum, notwithstanding their race, colour, creed, religion, or any attribute,” she explained. “A true ally to the LGBTQ+ community would want to make the world a better place for them.” Starting her career with a mutual fund as a compliance intern, Rashmi learned first-hand, the value of treating everyone in the workplace equally, regardless of background, class, or status. This consideration for inclusivity, along with her hard-working nature, allowed her to excel in the company, as she was offered a full-time job just nine months into the internship, and this paved the way for her evolving into a seasoned compliance professional in the financial services industry. Rashmi also recounted how she was once praised for her English and communication skills by a senior board member of a company she worked for, who had a reputation for never applauding anyone for either. “That’s something I will always remember,” she said. “I think it was a standout moment in my career because I was supremely passionate about English. As someone who took pride in my English and ability to communicate with people at their level, being complimented by someone whose English and communication skills were considered impeccable definitely stuck with me.” Not just English, Rashmi continued to educate herself in the field of securities and other financial laws too, which eventually brought her to financial services firm Morningstar in 2015. Immediately upon joining, she was responsible for setting up the compliance team, polices and processes for Morningstar’s regulated businesses in India, receiving praise for her efforts from the start. And her beautiful journey at Morningstar continues.

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But what Rashmi loves most about Morningstar is how welcoming, positive and inclusive the workplace is, a fact that has been acknowledged by external bodies too through the many consistent accolades Morningstar has been receiving, including the most recent recognition in the India Workplace Equality Index. As the benchmark for LGBTQ+ inclusion in India, this index is also associated with the Stonewall Index in analyzing the quality of progression in the company. For their efforts in diversity and inclusion, Morningstar India received a bronze award in 2022. Though they are proud of their achievement, Rashmi insisted that this was only the start of their inclusivity journey, as they are now gunning for gold. As the leader of the LGBTQ+ focus group at Morningstar, Rashmi has consistently placed progressive values at the forefront of her career and lifestyle. She expressed how allyship is much more than being tolerant of those around you, but also showing an understanding of the history, culture and identities of the LGBTQ+ community. Her advice for those who want to display authentic allyship is simple: put the effort in. “If you want to be a true ally to the LGBTQ+ community, you need to start by working on yourself,” said Rashmi. “Firstly, you must be absolutely comfortable around people who belong to the community. Secondly, you should be able to use words like gay, lesbian, and transgender, without shame. And you must develop a deep understanding of the issues that these individuals grapple with on a day-to-day basis and be confident enough to discuss them without any sense of fear or shame.” Keeping her promise to strive to higher and further places, Rashmi is now involved in Morningstar’s brand-new employee resource group, Quetzal. Named after the colorful exotic species of bird from Central America, the vibrant colors of the animal represent the freedom of expression in the LGBTQ+ community, much like the Pride flag. The group seeks to provide LGBTQ+ people throughout the company the means to communicate with others within the community, with prominent support from allies too. However, Rashmi also wants to ensure that, in her allyship, she isn’t speaking over the voices of marginalized members of the community. “We provide our LGBTQ+ colleagues a safe channel for communication,” she revealed. “Our LGBTQ+ employees in India have a channel to talk to fellow employees across the group at Morningstar. This is important to us, because sometimes they might not feel comfortable talking to a cisgender heterosexual person, but they would happily connect with members from their community until they feel comfortable in their skin and able to come out.” Considering the company’s future efforts to maintain and consistently improve upon its diversity and inclusion standards, Rashmi first looks back to the past. She reflected on the messages found within sacred Hindu texts, referencing gender identities beyond male and female and ancient carvings depicting acts between homosexual couples. Calling for government action on progressive legislative rights for LGBTQ+ people, Rashmi believes that a clear understanding of the community’s history plays an integral part in society learning to accept them. Though the campaign for equal rights holds a long and arduous journey ahead, she is not deterred by the difficulty that comes with the fight. She maintains that despite the progress made so far, the hard work has only just begun, providing a quote by Robert Frost that keeps her motivated: “The woods are lovely, dark and deep. But I have promises to keep and miles to go before I sleep.” By Dylan Mann-Hazell

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Celebrating Pride with Members of LexisNexis & RX

commemorating the month by sharing thoughts and lessons from across their team,

Lessons from LGBTQ+ history can help us to foster inclusion in the present day “LGBTQ+ History Month is a great moment to stop and reflect on the progress made by the trailblazers who continued to fight for the equality and equity that we all benefit from today,” shares Jo Portlock, Vice President of Diversity, Inclusion, and Early Careers at LexisNexis Risk Solutions, explaining why they have brought their teams together to reflect on poignant moments throughout history and how these can be applied to our ongoing journey towards equality. Thanks for chatting with us! Can you tell us a bit about yourselves? Adam Cartledge: My name’s Adam, and I’m the Director of Global Sales Enablement at RX. I’ve spent pretty much my whole career in sales and sales-related roles. I have a masters in business administration from the University of Liverpool, and I’m a proud dad of a rescue parrot called Pineapple. Amanda Turner: My name is Amanda Turner, and I work for LexisNexis Risk Solutions as a Senior Data Analyst. I currently live in Ohio and am planning to relocate to The Netherlands this summer. I have a wife and 2-year-old twin boys. Hugo Citerne: Happily so! I’m Hugo, 27. I live in Paris, and I’ve been doing my whole career at RX. I started as an intern to finish my master’s degree. Then, I took over from a colleague who went on maternity leave, and finally, I got an opportunity to stay as a permanent International Sales Executive. Martin Hiller: I’m Martin, the ultimate Boston Terrier dad, half marathon runner, and event director extraordinaire. My love for my Boston Terriers is so intense that I’ve even tried to teach them how to speak human language. Unfortunately, all I’ve managed to get them to say so far is “woof” and “bark” – but I’m convinced they’re getting close to cracking the code. My other pastime is finding new and exciting races to run, and I’m is always up for a challenge – even if it means running in the pouring rain or through knee-deep mud. I’ve run so many half-marathons that I’ve lost count. With a passion for bringing ideas to life and creating unforgettable experiences that leave a lasting impression, I started my career as a graphic designer, then I became an editor of an event’s publication and then I took the plunge into the actual organization of them.

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Michele Tiley-Hill: I grew up in a very happy and supportive family. I’m the eldest of four girls, and I imagine my sisters would describe me as “the bossy one.” There’s probably some truth in that! My parents have always been supportive of us pursuing any opportunities, gender barriers didn’t even cross our minds, and at this early point in my life and growing up, I really had no clue that I was gay. I didn’t know what I wanted to do in terms of career, so I went to university to read something that I was interested in, Sports Science and Geography. When I left, I was still none the wiser in terms of career choice, but I knew I wanted to go into business. So, I joined KPMG and gained my accountancy qualifications. Since then, I have always been in finance with differing roles across the live entertainment, media, and exhibitions sectors. Since 2017, I have been CFO of RX, a division of RELX plc. Rashid Bin Sadauna: I have been openly gay since I came out in 1991 when I was 18 years old. Happily married with one stepdaughter. I’ve been with LexisNexis Risk Solutions for almost 6 years now, starting as an Outreach Agent to a Product Manager. Rich Petrosino: I am from the baby boomer generation, where talking about your sexuality was not widely accepted. Like many men, I lived in the closet for many years behind a mask. I was married at a young age, had three wonderful children. In my mid-40s, my wife and I divorced, and I started to accept myself more and more each year. It was a long process to begin removing my mask and it didn’t come easy for me. It wasn’t until my mid-50s that I became comfortable with myself and didn’t let things bother me so much. What helped me the most is joining the Pride Employee Resource Group and reading my employer’s D&I Strategy document. That, along with my co-worker’s acceptance helped me get the courage to be my true self, learn how to be vulnerable and let people in, and believe in myself. What will you be doing to celebrate LGBTQ+ History Month this year? Adam: I’ll be taking the opportunity to engage in the conversation, whether it’s with colleagues, friends, family members, or strangers. I believe when we learn about other people’s lived experiences, it opens our minds, dispels any stereotypes and misconceptions, and helps build allyship. This year, I’ve been invited as a panelist to talk about the importance of LGBTQ+ History Month in an interview with Dr. Elly Barnes, Founder of Educate and Celebrate. I’d like to celebrate by trying to contribute to a better understanding of LGBTQ+ issues. Let’s face it, in the UK in 2023, we need to do better, and in particular, we need to start treating trans people with the dignity and respect they deserve. Were you taught LGBTQ+ history in school? What impact did this have? Amanda: I don’t remember ever reading about any gay history in grade school. Any prominent gay figures in history had that part of their life whitewashed away with their partners being represented as “good friends”. I didn’t learn about anything positive that had to do with gay culture at all. As an adult, I had to search for that information myself, gleaning references to Stonewall and organizations like HRC from the early Pride Festivals I attended. I didn’t know that being gay meant that I had a history, a story, a fight, or even a community until I sought it out. I want my kids to see and hear stories about all walks of life in school. I want them to know that the LGBTQ+ community has always existed. Hugo: This is a very easy question, and the answer is: no. Had I been taught, it might have been a little easier to come out, to know that people like me were also recognized for what they’ve been doing in society. Rashid: There was no LGBTQ+ history curriculum when I was in school. It affected me mentally and emotionally. I wasn’t sure if there were others who were like me out there when I was growing up. Back then, I felt like an outsider all the time. I also believe that my school experience would have been more positive if there were more historical LGBTQ+ figures included in the curriculum.

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Adam: When I was in secondary school, Section 28 and a series of laws across Britain that prohibited the “promotion of homosexuality” in schools were in place. This meant teachers were ill-equipped to deal with the typical needs and concerns of a gay kid growing up in the school system at that time. In my school, bullies were able to get away with being openly homophobic with near impunity. I was lucky to have that one brilliant teacher (she knows who she is) who helped me to accept I was normal, that there was nothing wrong with who I am, and that there were other people like me out there. Section 28 was finally repealed when I was 20 (showing my age now). Michele: Absolutely not. My school years coincided with Section 28 legislation. I didn’t really begin to understand what this meant until my friends started to discuss it, and I began to question my own sexual orientation. It wasn’t until university that I started to attend Pride events. But if I talk to my children, who are secondary school age, they can’t imagine how or why the promotion or acceptance of homosexuality in schools would ever have been an issue in the first place. Even today, whilst school life may be more inclusive, LGBTQ+ history is not covered in the curriculum. If I was at school today, I would much prefer to learn about the human rights movement than other topics in the history curriculum. If you could add anything from the history of the LGBTQ+ human rights movement to the school curriculum, what would you add? Amanda: I would hope that they have added LGBTQ+ stories and history to the school curriculum, but sadly I know that they haven’t. In the US, there is a fight happening to further erase LGBTQ+ people from history in the form of book banning and legislation making it illegal to discuss these topics in schools. In the future, I hope that they add the history of what is happening now and how our children are being used as strawmen for bad-faith politicians to pass discriminatory laws. I would add that representation matters. The first time you see other people like yourself can be life-changing, and I would hope that by adding more diversity to our teachings, young people can find their tribes much sooner in life.

RX members of staff at Pride

Rich: I’m not sure which historic concept is the best added to the school curriculum but teach everyone to think about things from a different person’s perspective. LGBTQ+ children struggle internally with how they might be different, they might be bullied or need an outlet to learn and talk about themselves. Teach all students that they are important, there isn’t one ‘norm’ to conform to, and acceptance is an important part of society and maturing. Is there a story or person from LGBTQ+ history that is important to you – what does this piece of history mean to you? Rashid: The Stonewall riot. If it were not for the Stonewall riots, we would not be where we are today. That day emboldened the LGBTQ+ community to begin seeking rights and equality. I would never have the right to marry my husband if not for the Stonewall riots. It also allows me to be who I really am not just at home, but at work and in the community. It also has motivated me to be more vocal and active about LGBTQ+ issues. Martin: Alan Mathison Turing was an English mathematician, computer scientist, logician, cryptanalyst, and theoretical biologist. He’s widely considered to be the father of theoretical computer science and AI.

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For those who don’t know, he worked for the Government Code and Cypher School at Bletchley Park, and he played a crucial role in cracking intercepted coded messages that enabled the Allies to defeat the Axis powers during WWII. After the war, he was prosecuted for ‘homosexual acts’ under public indecency laws of the time and was chemically castrated. He took his own life in 1954 and was finally pardoned posthumously by Queen Elizabeth II in 2013. His story characterizes LGBTQ+ history in the UK in the past century. It’s a story about brilliance, tragedy, and delayed justice. ‘Alan Turing’s law’ passed in 2017 which retroactively pardoned men cautioned or convicted under historical legislation that outlawed homosexuality in the UK. Michele: Alan Turing (1912 – 1954). Two incredibly significant yet differing stories. The first is the national hero, a forward-thinking mathematical genius, who broke the Enigma code, a turning point in the Second World War, saving millions of lives. The second is an innocent man convicted of the crime of homosexual acts and given the choice of jail or hormone treatment. And his subsequent suicide. What advice would you give someone wanting to learn more about LGBTQ+ history? Hugo: I would advise them to seek help. Reach out to queer people or associations. And if you don’t feel comfortable, watch LGBTQ+ films, TV shows etc. RuPaul’s Drag Race is filled with culture and references, and it taught me much. Rashid: There is more information out there now than ever before. Information is also a mouse click away. Go to local libraries or shop online for LGBTQ history books. Go to the big cities and visit LGBTQ+ Museums. If you like watching television, there are great LGBTQ+ documentaries on streaming services. Lastly, don’t be shy to talk to your local LGBTQ+ organization where you can learn more about your community. Be open to listening to other people sharing their stories. All of us have a journey that we took to be part of the LGBTQ+ community. Some people might have iconic stories to tell but all of our contributions matter and add to the historical mosaic. Martin: Start with the basics. Begin by familiarizing yourself with the key events, movements, and figures in LGBTQ+ history. This could include the Stonewall riots, the AIDS crisis, Harvey Milk, and the fight for marriage equality. Read books and articles. There are many books and articles available that delve deeper into LGBTQ+ history, including memoirs, biographies, and historical accounts. Some of my favorite books include: Beyond the Mountain by Steve Isobell, Fruits of Democracy: LGBTQ Rights in South Africa edited by Zethu Matebeni, and We’re Queer and We’re Here: An Illustrated History of the Gay and Lesbian Movement in South Africa by Graeme Reid Watch documentaries and films. There are many documentaries and films that explore LGBTQ+ history, including Before Stonewall, Paris is Burning, and The Times of Harvey Milk. Attend LGBTQ+ events and exhibits: Many museums, galleries, and cultural institutions host exhibits and events that celebrate LGBTQ+ history and culture. What’s one thing you’ve learnt from LGBTQ+ history that has become a lesson you’ve taken through life? Michele: When on an improvement journey; start now and make things better step by step. That’s a lesson I deploy at work on a regular basis. In my lifetime, so much has been changed for the better because of the efforts of many. But inequalities still exist, even in law. Changes in law are often forward facing and, in some cases, discriminative legislation remains. Rich: A life lesson that LGBTQ+ history has taught me is to be true to yourself and treat people how THEY want to be treated. Be compassionate, and promote kindness towards all individuals regardless of their background, identity, or beliefs. All of this will create a more inclusive and equitable world where everyone can thrive and be themselves.

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Hugh Jones, RX CEO, adds a final note, on the dedication they have made to create a workplace where everyone can show fully as themselves, every single day: “We are committed to building a strong culture of Inclusion, Diversity, Equity and Belonging here at RX, and to do that it’s really important that we put the right foundations in place. We have introduced unconscious bias training for anyone who leads a team of people, and we’ve formed Global I&D committees representing various diversity dimensions. But our immediate priority is to build our network of Employee Resource Groups (ERGs) – and we’re making great progress from 1 in 2019 3 in 2020 to 10 in 2023. ERGs give everyone in RX a voice, and also an opportunity. People who are stepping into these volunteering roles are building amazing skills by running and supporting these groups and teaching us so much about who we are, and where we may be falling short. Inclusion and diversity are at the heart of our values and mission and at RX I want everyone to thrive, whoever and wherever they are.” By Zoë Schulz

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Rylee Spooner They/She Associate Lecturer in Psychology

One student’s inspiring path to winning the LGBTQ+ Undergraduate of the Year award It began with a LinkedIn post. “I clicked on the link, and so obviously it began to appear on other social media feeds,” says Rylee Spooner, a PhD student and associate lecturer in psychology at the University of Chichester. Rylee had only recently gone from strength to strength – their work as LGBTQ+ Officer at the university’s Student Union had earnt Chichester National Student Pride’s Inclusive University of the Year Award, and the year before they had awarded Rylee the Student Role Model of the Year. After talking to people who had previously applied, Rylee took the plunge and put in an application for Clifford Chance’s Undergraduate of the Year Award. “There was a degree of imposter syndrome,” Rylee recalls, “especially when I had seen what previous winners and runners-up had achieved. People had national, international work, whereas mine was in the confines of my university.” Despite these worries, Rylee went ahead with their application, and went on to win the award: “It just goes to show that it doesn’t matter how big or small; what you do is still important and recognised.” The process is multi-stage. It begins with an online form, gathering information about you, a project you have worked on relating to LGBTQ+ inclusivity and equality, and other information. Successful applicants move to an online scenario-based test, and if they succeed will be invited to the Clifford Chance offices in Canary Wharf for an assessment day. This includes a presentation on their LGBTQ+ project, as well as a written case study exploring some of the challenges that LGBTQ+ organisations face in delivering the work they do. Rylee passed with flying colours, went on to become a finalist, and was named the winner for 2023. Rylee’s project had been their work at the University of Chichester: striving to improve visibility, representation, enhancing opportunities for the community to come together, and advocating for revisiting university policies to support LGBTQ+ students. “We took a glossary of all of the language you would need to navigate gender identity [for both students and staff supporting students] and rewrote it through focus groups with gender diverse students,” Rylee explains. “I hadn’t considered for example some of the adjustments that the university could make to support gender diverse students, and so to hear it directly from students was really helpful in advocating for policy change.” Other advocacy included things such as sourcing sanitary bins in the men’s toilets to support transmasculine students, as well as increasing the number of events for LGBTQ+ students to attend and find networks.

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“We host an event for Trans Day of Remembrance for example, which always has a great turnout. I’ll get up, give a short speech, and read out the data from the monitoring report of that year. Usually, we’ll get two or three trans students as well to get involved – maybe they’ll share poetry or share some thoughts on the day. Whilst it’s sombre, the students love it. Everyone’s there with tea lights and candles outside of the chapel.” To Rylee, winning meant so much just to be recognised. “Even though it is a privilege to be able to advocate, it’s still quite a lot of work emotionally and physically and balance it against commitments. To be recognised for the work that I am doing and that it is helping people is very affirming. It meant being able to shine a light on how it isn’t hard to do better.” The prize included a week working at Clifford Chance, working with the Inclusion Team at the firm in Canary Wharf. “Sam, Nina, and Chris were all looking after me – all lovely people doing amazing work as I studied the firm to become familiar with its culture, values, and internal networks.” Part of this included policy, such as the moves the firm is making to reduce non-inclusive behaviours and build a workplace where everyone is able to bring their whole selves to work. Rylee also was able to conduct research into diversity and inclusion globally – for example, how would Supreme Court rulings in the US in relation to affirmative action affect businesses that have US offices? “It presented me with new challenges, as I’m not from a legal background and had to suddenly grappled with new langauge. I learnt a lot though and I welcomed the challenges and an opportunity to learn more.” Throughout the week Rylee also got to work with Arcus, Clifford Chance’s internal LGBTQ+ network, to find out more about the work they are doing to advocate for inclusion within the business with their steering committee. “I loved meeting everyone and seeing real change happening in such a big company. It was eye-opening.” What advice would Rylee give to those looking to take part in the Undergraduate of the Year Award next year? Just go for it. “Don’t compare yourself to any other winner. Imposter syndrome is not a fun experience, so just go for it instead. It doesn’t matter your background, what you’ve done, how little you’ve done or if you’ve done something great. Rally support from your friends or university, use the knowledge you’ve accumulated over the course of your undergraduate degree and use it to your benefit. Don’t be scared either to reach out to Clifford Chance or TargetJobs, who organise the award. Network, ask questions, and just go for it.” Rylee grew up in a small town where they were routinely confronted by heteronormativity and white privilege. “My advocacy comes from a place where I didn’t see people like me. I wanted to make a place for people to see themselves.” Now, working on their PhD at Chichester, they have spent the last few years building that place, and has richly deserved the Undergraduate of the Year award for doing so.

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Gabriel (Gabo) Briceño Residence Manager

Rapport Guest Services manager Gabo on gender: ‘Take your time to explore what it means to you’ Gabo’s childhood in Venezuela was marked by love, happiness, and a unique journey of self-discovery. Surrounded by a matriarchal family, Gabo found solace and support among the female figures in their life. However, like many who grew up in a society still grappling with understanding and embracing diversity, Gabo encountered instances of prejudice and homophobia. Despite these challenges, they were fortunate to find a safe space within their support system, allowing them to navigate this journey with resilience. Growing up, Gabo lacked a diverse range of LGBTQ+ role models in their personal life and the media, leaving them with limited narratives to construct their own identity in later years. Stereotypical and “ultrafeminine” portrayals of gay individuals dominated the media, leaving them conflicted about their identity. They had to navigate a path undefined by society’s narrow labels without someone to look up to or identify with. This absence of role models only intensified their determination to carve out their own unique pathway. Gabo’s personal journey with identity and gender began at the age of 12 when they first realized they were gay. Over time, they also began questioning the concept of gender and where they stood within it. It wasn’t until two years ago, in 2021, that they began embracing their gender fluidity, allowing them to flow between different points on the gender binary spectrum. “I started exploring the concept of gender being a spectrum,” they reflected. “Since then, I have been navigating the fluidity of gender, which, very much like water, flows from one side of the spectrum to another. It has to do with my identity, challenging the binary system; although my expression remains mostly male for the time being, I can explore freely the non-conforming aspect of gender.” From Gabo’s personal journey, they offered advice for others navigating their own paths of self-discovery and understanding. They emphasized the importance of patience and being kind to yourself, understanding that selfacceptance is not a race but a gradual process that takes time. “As is true with every journey, it takes time,” Gabo explained. “It is not a race against time. Take your time to explore what the spectrum means to you. There is no right or wrong answer and no need to be “only” this or that. Surround yourself with people with whom you feel safe to navigate and explore.” Gabo expressed particular gratitude to Rapport Guest Services for being an organisation that not only supported but celebrated their journey of self-discovery. 155

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Throughout their role as residence manager, the company has provided a safe and inclusive environment that has allowed Gabo to express their authentic self however they choose to. Not only does this consistent support positively impact Gabo’s day-to-day life, but it also plays a vital role in fostering personal growth and cultivating a workplace culture that values diversity. To Gabo, authentic allyship goes beyond token gestures or performative actions. True, impactful allyship involves vulnerability, acknowledging and expressing gaps in knowledge, and actively seeking to challenge stereotypes and biases put forward by others. They expressed their belief that LGBTQ+ individuals also have a role in creating safe spaces for allies, promoting meaningful and enlightening conversations where both sides can learn from each other, expand their knowledge, and grow. Looking towards the future, Gabo is filled with hope for LGBTQ+ equality. By sharing their personal journey and embracing their authentic self, they aim to inspire others and create a more inclusive world for all. Their journey of self-discovery and acceptance serves as a testament to the power of resilience and self-exploration. As the world progresses towards greater inclusivity for diverse identities, Gabo’s story is a reminder of the beauty and strength that lies in embracing and celebrating your authentic self. “There’s no right or wrong way to live and navigate through gender,” they noted. “More and more, there is space for everyone to be who they want to be and to show it the way they want to show it.”

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Esther Gomez Finance Manager

Women On Top: “we are trying to create this safe space for people to share concerns, problems, ideas or initiatives” A young Esther Gomez came to realise her sexuality in an oh-too-familiar – she fell in love with her best friend. At first, these feelings were difficult to understand, especially growing up in a close-knit community just outside Madrid with very little reference or reason to comprehend a queer lifestyle. But as Esther grew up, and her feelings towards her friend began to be reciprocated, she started to consider how she truly identified. “We didn’t have any role models,” she explained. “We didn’t have any references in social media and the arts like young people have today. Everything is so much open compared to when I was young. So, at first it was really difficult to understand what we were feeling, because we couldn’t talk to anybody, and we didn’t know anybody else at all who was out.” Soon after this realisation, Esther entered a relationship with her friend, which was discovered by her family. Though her father and brother embraced her and expressed their support, her mother took a little longer to get used to the idea. Esther considered the fact that, in an era and location with barely any reference to LGBTQIA lifestyles, she also happened to not fit into any stereotypes usually attributed to identifying as a lesbian. This made her coming out even more of a shock, and a potential contributing factor to her mother’s initial struggle. “It took my mother years to get used to the idea and to understand what it meant,” she elaborated. “She possibly had a lot of prejudgments in her head about what it meant, like maybe she couldn’t be a grandmother. Parents worry a lot, too, just because they don’t want their children to suffer.” Upon graduating from university, Esther made the decision to work abroad. Moving to Ireland with her girlfriend, she found herself feeling more inclined to come out and speak freely about her relationship at work. Since then, she has been confidently out of the closet in every role at every company she has worked for. Despite an initial interest in creative industries, considering architecture as a potential career path, Esther eventually settled on developing her skills in finance and accounting. After spending 12 years in Dublin in various finance-related roles and becoming a certified accountant, she chose to move back to Spain to be closer to family and came across an opportunity at Mercer. Mercer is a business of Marsh McLennan, the world’s leading professional services firm in the areas of risk, strategy, and people. Esther’s current role in Financial Planning and Analysis has allowed her to work more closely with people rather than numbers, a change she has positively welcomed. 157

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“What I love about my current role is getting to speak to many different people in different countries,” she said. “I’ll be talking to the CEO in Ireland, then the CEO in Germany, or in France. It’s always very interesting, because Europe is very diverse.” In 2018, Esther became increasingly aware of business resource groups (BRGs) in other countries, dedicated to supporting LGBTQIA employees. Noticing that their branch in Spain did not provide such a group, she took it upon herself to speak to fellow LGBTQIA staff and build one with them – naming it Pride Spain. This turned out to be a complete success, with events and discussions immediately taking place, and colleagues engaging and becoming really supportive. Esther proudly relayed a story of an employee who came out during one of their meetings and stated that without the Pride network he wouldn’t have had the confidence to do so. Despite such incredible achievements in such a short amount of time, Esther still looks to the future of diversity and inclusion, wanting to get as many Mercer offices and countries involved as possible. “We still have some countries that I’d like to organize BRGs,” she remarked. “For example, in France the operation is very big there, so I’m surprised colleagues are not organizing themselves into a BRG. And maybe in Italy, too. Some countries are too small, but we have created a DEI BRG that includes all dimensions of diversity. But we do have a group in most of our countries. For instance, in the UK they are really advanced, and it’s great to have them on board because they have so many good ideas and so many initiatives that other countries can use to their advantage.” Esther is also currently creating a DEI Council for Europe collaborating with other leaders of diversity BRGs (gender, race & ethnicity, young professionals) and with the support of top leadership. “The current model is evolving, and we are looking at collaborating more closely with other diversity BRGs to get the most of top leadership support and company resources”. Beyond this, there are other aspects of the business industry that Esther would like to see improvements in. Most particularly, she contemplated the continued hesitation in young people coming out as LGBTQIA, despite the apparent progress made with diversity and inclusion efforts in recent years. “It’s important to understand why the new generations, despite having all the resources, information and role models that we didn’t have in the past, are still not always comfortable coming out,” Esther considered. “Maybe they are not very comfortable because they are just starting their career, or they’re worried that they wouldn’t be able to progress or even to start a career if they don’t hide themselves. There is still some work to do there to help them feel that they can be their true selves and have an amazing and successful professional career.” A recent development also saw Esther looking into creating a safe space specifically aimed at lesbian, gay, bisexual, transgender, queer and non-binary people who identify or may be perceived as women in the workplace; the purpose of this community is to share experiences and perceptions unique to female & feminine colleagues, balance out representation and visibility in quite a male-dominated space and to inspire more role models for women. “We are trying to create this safe space for people to share concerns, problems, ideas or initiatives, in a safer, closer space,” she explained. “And the idea is that when people start to get more comfortable, they can also go outside this community and start participating more in the company BRGs. Because at the moment, the participation of all genders in this BRG is not very balanced. It’s also to get more role models out there, and eventually, start some mentoring as well between the members of the group.” By Zoë Schulz

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Laura Morrison She/Her Director, Global Business Services

Pfizer’s Laura Morrison on biphobia, authenticity, and growing up closeted “Even before I could put a label on it myself, I knew I was different.” Those are the words of Laura Morrison, Global Business Services Director at Pfizer, recalling her experience growing up in small-town America. It wasn’t however just Laura who knew, she recalls being called names just for playing sports with the boys, long before she realised, she had an attraction to girls as much as guys. “I chose to hide that part of me – it was unsafe to be out in the town I grew up in, and so I chose to hide that from my friends, parents, and so on.” Laura went through school only dating boys, desperately trying to bury feelings of difference or otherness lest anyone found out. This complication was only further compounded after school, when Laura went into the US military – even before the era of “Don’t Ask, Don’t Tell” – the policy that forced LGBTQ+ service people into the closet at risk of being discharged if they were discovered. The risks to Laura were still great if she came out, and so she had no choice but to further bury her identity and disavow her feelings in order to get by in the environment she found herself in. This changed when she left, and it wasn’t until she was in her first, post-service professional career, that Laura was able to enter a relationship with a woman and say honestly: she was a proud bisexual member of the LGBTQIA community. Although despite this those around Laura would still minimise her bisexuality, she points out. “People are really quick to identify you as heterosexual if you date someone of the opposite sex, and as a lesbian, if you date someone of the same sex,” she observes, touching on the biphobia that people face from both within and beyond the LGBTQ+ community. “I’ve had a lot of coming out stories with every relationship I’ve been a part of – even now, proudly married to a woman, I still have to come out when people say, ‘Oh you’re married to a woman, you must be a lesbian.’” All Laura wants in life is to be authentic and honest about who she is, even if this is the harder path to take at times. It is these experiences that have shaped Laura’s worldview today. “Within this community is the first time I’ve experienced acceptance of myself just as I am.” But it’s also where Laura has learnt the most about discrimination that people still face today. “I’ve had friends who’ve been fired just because of their gender or sexuality, who have been kicked out of their homes.”

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Even first-hand – Laura and her wife are foster parents, and when they first attempted to get a license to foster, they were declined on the grounds that the agency didn’t support licensing for same-sex parents. This has served to galvanise Laura into throwing herself into Pfizer’s LGBTQIA network, as well as activism on a local and state level, to fight for equality for everyone, regardless of identity or background. Laura’s journey to working at Pfizer reflects this. “I was dating a woman but was in the closet at work, as I didn’t believe my colleagues at my job at the time would accept or support it. So, when I went into my interview for Pfizer, I promised myself I would be out, proud, and live authentically as a bisexual woman at work.” Laura went on to cofound the LGBTQ+ employee resource group at her site and now truly feels she can bring her whole self to work. “I’m surrounded by incredibly intelligent, professional people who understand the value of diversity, equity, and inclusion and who truly get why diversity is important.” Laura feels there is a myriad of benefits to being able to be this authentic and open about her identity at work, as diversity brings with it a diversity of thoughts and skills. Productivity increases, rather than colleague turnover. A sense of belonging, innovation and sharing best practices emerges as a result – the business case couldn’t be clearer. But it’s not just the business case either – the mental health benefits of being able to live in tune with your own values only add to the sense of fulfilment in your own purpose, as well as satisfaction and passion for the work you are doing. “It’s something that can leave you with an immense sense of peace at the end of the day.” Allyship and education are key parts of that. “Far too often, I bring up an issue of discrimination that’s happening either to our community or within our community, and people simply aren’t aware. Unless you know the facts of the issue, it’s difficult to consider how this might impact a friend, or family member, or colleague.” We all have a responsibility to educate ourselves, to do better for those we love, and to enable ourselves to better reflect on the behaviour of others as well as ourselves: Are there aspects of our behaviour that we need to address? Laura imparts the quote by the Rev. Dr. Martin Luther King Jr.: “Injustice anywhere is a threat to justice everywhere.” Biphobia is a particularly pertinent issue, as Laura mentions, given that it occurs from beyond the LGBTQIA community – but also, in many cases, within. “Bisexuals make up the majority of the LGBTQ+ community, yet research suggests we are less likely than gay or lesbian peers to be our true selves or to be out to friends and family.” Bi-erasure is rife, which merely leads to reinforcing outdated and harmful stereotypes about the community – myths such as the suggestion that bisexuals ‘haven’t picked a side’ or are ‘more likely to cheat’; these have no basis in material reality, yet persist: reinforced by the straight, as well as lesbian and gay community at times. “For me, it’s really important to address my own experience truthfully and shine a light on the bisexual identity in an authentic way by telling people that the bottom line is that bisexuals don’t fall into society’s moulds or expectations of us. There’s no one way to feel or to love, we just have to default to be ourselves.” Laura’s answer to biphobia? Unity. “There is a lot of anti-LGBTQ+ legislation emerging around the country, around the world,” she says, “and it terrifies me, particularly about potential backlash or the risk of losing our rights, especially our trans community who are being targeted the most. I believe we must stand together as a community and unite to fight these injustices – transphobia, biphobia, homophobia, and so on – or divided we’ll fall.” By myGwork

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Thomas Leigh-Eldredge He/Him Actuarial Manager

WTW exec talks LGBTQ+ parenting obstacles and corporate diversity journey Undeterred by intimidation, Thomas grew up fully aware of his passions and endeavored to fulfill them regardless of whoever tried to stop him. Discovering a love for dance as a young boy in the 1990s, he attracted a lot of stereotypical jabs. Instead of letting it impact him, he found that he was indifferent towards any form of abuse he received “My whole childhood was massively dominated by my love for dance, and I didn’t let my sexuality or the way that I might get perceived hinder me in just enjoying it and being myself,” Thomas recounted. “Yes, there were times in school when the nasty kids called me names, but I don’t remember that sitting with me at all. I was able to shrug it off – I just felt indifference towards it all.” . Developing a knack for living authentically would later help Thomas in scenarios that still affect the LGBTQ+ community today. But before that, he had a slow but steady introduction to the queer world through his university experience. Growing up, he could count the LGBTQ+ celebrities he knew on one hand. Despite this, he felt entirely comfortable coming out at the age of 15. Though he felt confident in his identity, even entering a relationship with the man who later became his husband, he didn’t involve himself much with the LGBTQ+ community during his university years. This wasn’t out of disinterest, but rather a lack of awareness that such networks existed. As a result, he found he had very little experience interacting with diverse identities in the working world. However, he soon set out to change that. After graduating with a bachelor’s in mathematics, Thomas applied for an actuarial consultant role at global advisory, broking and solutions company WTW. During the interview, Thomas mentioned that he had a husband. He knew that WTW’s reaction would heavily impact whether he wanted to work there. Thankfully, the hiring team didn’t even blink at the reference. Instead, they gave Thomas his first indication towards the inclusive culture at WTW. After some time at the company, he noticed some emails regarding an LGBTQ+ network. Reflecting on his lack of involvement in such societies at university, he decided to look into joining it. “It was a safe space to meet other people from the community, and there were allies there, but there were no clear objectives,” he said. “There wasn’t a particular journey they were going on. It was only in recent years that the network rebranded with a lot more people behind it, and that’s when the organisation thought ‘How can we support our employees? How can we create meaningful inclusion at work?’”

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Proud to be a part of the active change in purpose for the network, Thomas helped shift the focus from informal socialising to actively making a difference to the lives of its colleagues. With dozens of LGBTQ+ themed events each year, particularly around Pride season, WTW continues to make diversity and inclusion a priority. Not only has the network helped progress DE&I standards, but it has also helped change the way Thomas considers his own identity. He feels liberated at rejecting labels and allowing himself to simply feel what he wants to feel. “I don’t really care what box I sit in. Somebody created those boxes, they are artificial, they are constructed by society. I’m just not interested. I like that I’ve freed myself of those boxes, it’s a nice part of my LGBTQ+ exploration journey.” With this openness to change, it’s only natural that Thomas is looking at the next stage of life. He’s now seeking methods of parenthood with his husband. The process of talking with surrogates and egg donors has been exciting, but he is acutely aware of the limitations many LGBTQ+ people may experience on the road to becoming parents. There are many legislative struggles LGBTQ+ parents have to face. Although not directly discriminatory, these laws are outdated and haven’t been updated to include families outside of the heteronormative. For example, there is no legal framework to ensure that the surrogate is not considered the birth mother until after the child is born. That’s even if there is no biological relation. Certain that there is no deliberate bias occurring, Thomas is steadfast in wanting conversations to highlight these challenges to take place in the workplace. He’s hopeful that this will create support for future parents-to-be. “It’s all about just having these conversations,” he said. “These aren’t common conversations that take place, certainly not in the workplace because people don’t usually see work as the right forum for that. But the workplace is where we all come together from different demographics, and we can learn about each other and learn about our challenges, so really, it’s the perfect place to help get that dialogue going.” Thomas knows there is still stigma attached to being an LGBTQ+ parent. He believes that only through the normalisation of diverse families can authentic change occur. With the hope that sparking this conversation will inspire fellow LGBTQ+ employees considering parenthood, he wants to see the community coming together to make progress in the workplace. Visibility will play a key role in this, he explains. By being out and proud at work (providing it is safe to do so), and not being afraid to be open and vulnerable when struggling, we can all push inclusion forward, he says. “You have to be able to speak your truth in a way that is relatable, by being vulnerable. As soon as you show vulnerability, that’s when people want to connect with you, because they want to support you. That’s our human nature.”

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Emma Smith She/Her Head of Talent

Representation in games is important to so many people Inspired by Marion Ravenwood, the fictional heroine of Raiders of the Lost Ark, Emma Smith hoped to be an archaeologist one day. “I didn’t intend on arriving at the games industry — I wanted to be like Marion, this strong woman who was treated on equal footing in the story throughout.” As she traversed the world of work, from the NHS to retail and the charity sector, she realised that in many ways, she was like Marion; only the hidden treasures that caught her eye were people. Fascinated by how people work, Emma found herself surrounded by creatives in no time — a world she didn’t even realise she craved until she arrived in it. Recalling her 14 years at Creative Assembly, Emma struggles to pin down a favourite highlight amongst a sea of achievements. “Probably forming the Legacy Project, our education outreach programme,” she says. “With a diversity and inclusion focus, we enable young people to realise the games industry can be a place where they can be themselves.” When Creative Assembly attends National Student Pride, for example, Emma highlights how many conversations with student attendees quickly came to the topic of representation in video games and how this affects students playing those games. Perhaps that is why it’s little surprise to us when Emma shares that an estimated 21% of people working in the UK games industry identify as LGBTQIA — clearly, outreach such as the Legacy Project is encouraging the creatives of tomorrow. The Project grew out of people wanting to tell their stories, to show people outside the industry that anyone could get into it and succeed. “It was about ensuring that we still have a games industry in 50, 100, 200 years because people feel they can get into it.” In addition to founding the Legacy Project, Emma is the Director of Talent and Social Impact — in her words, she’s “Wearing many hats at the same time.” She feels strongly about promoting diversity and inclusion in these roles and building a workplace that meaningfully stands by those values. “Policies aren’t just for the company; they’re a mark of your integrity. It marks who you are and what you stand for.” She points to the HR team at Creative Assembly and the support provided to staff who want or need it. HR has also actively been building policies to support trans employees, with specific attention to supporting anyone who may be transitioning in the workplace. This also interlinks with creating a culture where people feel they can be open about who they are and where they know those around them will always accept them. “Employees will know they have people around them who will give them the time off that they need, who will signpost them to the resources they need, and who will be working to ensure other employees know how best to be supportive of trans people and trans rights,” adds Emma. 163

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It’s an issue close to Emma’s heart; with trans family members herself, who she recognises had a difficult time growing up because of a lack of support, initiatives like these are helping to change the stories of others for the better. “Change can be anything from encouraging people to be more empathetic, thinking about the language we use, and supporting people to share their stories and journeys.” As an ally to the LGBTQIA community, she sees her role clearly; she never wants to see anyone being treated differently or having their self-confidence or self-belief knocked because of who they are. “Being an ally is not about shouting louder over a person, but it’s standing by their side and listening. It’s about hearing them and asking them how you can best support them — there’s a lot more listening than doing. Being an ally is a real privilege, and we’ve all got a duty to be an ally in some way, shape or form, whether that’s as a parent doing that for your children, for your partner, your friends, or your community. It’s finding a way to support people and make them stronger.” It’s helpful being in an industry with so many LGBTQIA creatives, Emma admits. Media as an art form, especially interactive media such as video games, creates much space for individuals to express themselves. From behind screens, online in spaces with people who maybe aren’t in your immediate vicinity, or even just in single-player experiences following the stories of diverse characters, individuals can begin to explore and map out their own identities authentically without fear of the same obstacles in their lives that may limit their ability to do so offline. With many LGBTQIA people both creating and playing games, the games industry has a responsibility to ensure everyone can see themselves in characters. LGBTQIA representation within games is increasing, and the Creative Assembly team have embraced this, explains Emma. For example, a recently announced game, Hyenas, includes a kick-ass drag queen named Galaxia. In creating this character, the developers worked with the drag community to ensure she embodied the type of character they would want to see, and everyone involved was excited for the opportunity to collaborate and showcase a character that hasn’t traditionally been represented. “Representation in games means so many things to so many different people. It’s so meaningful to find someone like yourself and follow your character through a storyline that’s not the life you’re living now. It is such a release for so many people. It is about representing the different people making those games as well. So, representation absolutely matters not just for the people who work here but for the people who can lose themselves and escape through games. I recall a documentary I watched in which two men — a gay black man and a trans woman — discuss what they loved about video games: everyone started in the same position, in the same place. Being able to choose a character like themselves or someone completely different afforded them the freedom to feel like they belonged. Immediately, obstacles that permeate socially just melt away.” As a parent, Emma is quite mindful of these social obstacles. “My job as a parent is to create that safe space for her to discover and grow how she wishes to, with as much confidence and resilience as possible.” That involves looking to the future and using transformative leadership — starting in the workplace and trickling onto the streets — to expand these safe spaces and uplift everyone. Whether it’s striving to increase workplace diversity or using intersectionality to lift up marginalised groups to enable them to achieve their full potential, so much can be done to build a better world — and video games are a vital part of that. By Zoë Schulz 164

Sophie Elizabeth Bull

Kel de Witt

She/Her Senior Consultant

They/Them Software Engineer

What steps need to be taken to see LGBTQIA equality in business? Sophie and Kel are living proof that members of the LGBTQIA community can go through completely different experiences in life, and still form strong, empowering friendships with complimentary goals and aspirations. Whilst Sophie grew up unabashed and confident, describing her coming out to family as relatively easy, Kel found it difficult to relay memories of their adolescence, as despite the overwhelming support of their mother (who remains their greatest ally), other people in their life weren’t quite as accepting. Sophie expressed her belief that experiencing vastly different childhoods and adapting to separate circumstances has helped them make for a great team, both bringing unique ideas to the company; “We do absolutely leverage our different personalities and our different strengths. We very much bounce off each other in order to make it work.” It’s with this shared open-minded attitude that Sophie and Kel immediately clicked, both vowing to help make a difference. Capgemini is a global consultancy, with a focus on technology and digital transformation. Naturally, this means that change and development is at the very heart of the company’s ethos. Kel was very open about the positive impact of the inclusive culture at Capgemini – not long after they joined, they made the brave decision to embrace their gender identity, alongside their sexuality, and was overwhelmed by the concerted efforts made to ensure they felt visible. “The week after I started with Capgemini, I decided to start my journey into being my authentic self, I was already out and proud as a lesbian, but had battled internally for a long time about my gender identity. I felt that I was ready to start using my preferred pronouns, changing my name,” Kel explained. “And the way that both my team and the company responded to that, and how they were so supportive is still the biggest standout moment in my career so far. Just how quickly everyone wanted to offer support and change policies and procedures around, so that I felt like I could be the real me.” Conversely, Sophie immediately entered the company openly identifying as a lesbian, feeling safe that she could proudly refer to her girlfriend, rather than her partner. She recounted how as a teenager she would often behave brazenly in the face of controversy – a somewhat rebellious defence mechanism that has helped fuel her confidence to this day. “I can’t even remember a world in which I didn’t know I was attracted to the same gender,” she said. “It was just always there. I always knew. If anybody had a problem with the fact that I had girlfriends when I was a teenager, then I couldn’t care less – and I still don’t!” Sophie works as a Senior Consultant for frog, part of Capgemini Invent, which she described as a role with a lot of variety. 165

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With recent projects in AI innovation, communications and change management with one of the largest consumer goods companies, there is a social and personable aspect to the position, each day bringing something new. Kel, meanwhile, works in software engineering – the more practical side of the company, where the focus in on providing technology solutions. “Both of our roles play well into our OUTfront roles too,” explained Kel. “The mix between Sophie being a much more social person, which comes with the territory, and me being more reserved and paying attention to the little minute details, which comes with my role. So, we both work hand in hand quite well to really keep things going.” The original LGBTQIA network ran for over 12 years prior to Kel and Sophie’s involvement – already an indication that Capgemini was ahead of many other businesses in prioritizing the promotion of diversity and inclusion. However, they both recognised the challenges that their predecessors faced, in a company with such scale. “Before we joined, the network was taking a lot of reactive steps,” Kel explained. “That wasn’t working for Sophie and me, we try to be as proactive as possible. We stay on top of current topics; we stay on top of things that are important for the people in our community.” With immediate plans to implement a more rigid and proactive approach to achieving LGBTQIA inclusivity and free expression, Kel and Sophie uprooted OUTfront UK and began reworking it to reflect a modern, progressing society. In only nine months the network has almost doubled in members since Sophie and Kel joined. Sophie explained the hard work that goes into maintaining a successful employee resource group – even if it means being a bit of a nuisance. “In the best way possible, one of our biggest objectives every day is to make the lives of our UK diversity and inclusion team a nightmare, because that’s how we know we’re making change happen” Sophie said. “Ultimately, we want it to be the most supportive community it can be for LGBTQ+ people, and I think Capgemini gives us the space and the freedom to do that.” When asked to contemplate future hopes for promoting LGBTQIA inclusivity, both Sophie and Kel agreed that it’s more important than ever to ensure that companies are creating open, safe spaces for people to identify freely and express themselves. Kel wanted to see a focus on allowing for progression and development without fear; “We want to make sure that people feel comfortable asking the questions they need to ask.” Similarly, Sophie reflected upon the value of recognizing mistakes and evolving as a team; “We need a safe space in which we can make mistakes, and then be able to call each other out and continue to get better.” By Dylan Mann-Hazell

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Georgie Higgs Associate Human Capital Management Consultant

Oracle’s Georgie Higgs on how workplaces can show up for neurodivergent LGBTQ people Studying Psychology, with an MSc in occupational and organisational psychology, Georgie’s journey into tech was not linear. However, the Generation Oracle programme completely changed her trajectory, allowing her to take the skills she had learnt, add to them and retrain to enter the tech world. Now a Human Capital Management Consultant at Oracle, Georgie explains that without this programme, she would never have had the chance to reroute her career path. It’s a programme set up for people without a background in tech – made up of a mixture of graduates and professionals wanting a career change, and she adds: “Everyone starts in the same boat.” With such a mix of people, Georgie explains that the value isn’t just the career benefits but also the opportunity to connect with so many different people with such different lived experiences – including her now close friend Vijitharan Nageswaran, with whom she started the podcast, ‘Diversity & Inclusion: Satisfying the tick box?’ Co-hosting the podcast together, the pair have created a space to chat candidly with guests on topics under the diversity and inclusion umbrella – including neurodiversity, racial discrimination, mental health, and more – and the show was recently nominated at the National Diversity Awards 2023. “It still feels like just bringing up these topics is seen as taboo,” Georgie says. “So, just giving people a platform to share their experiences and make these different topics more normal to talk about in daily life is important to me. For example, with Pride Month, people are having conversations just in June, when they should be a continued conversation throughout the year. It’s about creating a platform where people can be open and vulnerable about their experiences.” This drive to push forward conversations and listen to others’ lived experiences is also present in how Georgie shows up in the workplace too. As a neurodivergent gay woman, she is incredibly earnest in the value that she believes employee resource groups (ERGs) can bring an organisation. She explains that simply having a space where marginalised people can safely come together and discuss their experiences is invaluable. Plus, inviting in allies and creating events where everyone can come together and learn adds so much to a workplace environment. Georgie is also a member of the UK D&I board and spoke recently for International Day of Disability, where she shared her experiences with dyslexia. 167

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This is something she has been very candid with her colleagues at Oracle about, and she has had great support from her manager in how the workplace can be adapted to make it easier for her. For example, she often struggles to read long paragraphs of text, so someone simply putting longer emails into bullet points makes a world of difference. “If you’re working with someone neurodiverse, just ask how you can best support them because it’s very different for each person. Just asking your colleagues how you can adapt your working style to support them is a simple way to show up for them.” The events organised by Oracle’s ERGs are crucial in increasing the visibility of the challenges marginalised people may face both in and out of the workplace. Recently they had Mark Foster, the competitive swimmer, come in and share his experiences with them. As a professional swimmer, he didn’t feel comfortable coming out until he was 35, and this story is a reminder of the different pressures and barriers many LGBTQ+ people face and that everyone’s stories are different. “Having these events helps people to understand that no journey is the same. And having allies there further makes LGBTQ+ people feel safe and supported, knowing they’ve got people there for them, who are always ready to speak up and advocate for them.” The visibility these events and the ERG bring to the LGBTQ+ community is also critical to Georgie. “A lot of people still might not feel comfortable showing parts of their identity because of the fear that they might be judged,” she says. So, by increasing LGBTQ+ role models in the workplace, she hopes this will act as a beacon, exemplifying to others that it is safe to show up wholly as yourself. “Being visible with your identity shows others that you can be open and authentic if you really want to. For me having role models who are open about their identities empowered me to share mine as well. This visibility also helps others to understand the different experiences we all have and the different challenges we may face.” Role models have been present throughout Georgie’s life, including her gay aunt, who helped show her she would be accepted by her family when she was growing up. Georgie laughs, explaining that she did ask her aunt to use her “gaydar” to tell her if she was gay when she was still trying to figure this out, but having a visible LGBTQ+ person to look up to made figuring this out for herself that much easier. Fast forward, and Georgie now lives in Brighton with her girlfriend and rescue pup and can be that role model for so many others. Whether she is simply showing up authentically, platforming others on her podcast or demonstrating that it is okay to ask for support when needed, these actions have a domino effect, inspiring others to do the same, fostering inclusion one conversation at a time. By Zoë Schulz 168

Tyler O'Toole She/Her ESG Leveraged Finance Scores Analyst

Tyler O’Toole on being an ally to the bisexual community in the workplace For Tyler, sustainability has always been a priority. Growing up surrounded by nature and witnessing the impact of human actions, she developed a love for the environment. Her childhood was spent moving between states – starting in Vermont, moving to Connecticut, and then later Texas, experiencing the differing cultural and political climates as she went. “I didn’t come out until 2017, during my sophomore year of university. I had known before, but I grew up in a small town. It wasn’t explicitly said that you couldn’t be this way, but I’d never seen anyone LGBTQIA in my community and felt I risked being ostracised. This made me feel odd,” Tyler says. It was listening to Katy Perry’s ‘I Kissed a Girl’ when Tyler first realised that girls who liked girls existed – but even then, the song left her feeling like it wasn’t that acceptable. Her school was void of any LGBTQIA representation – not a single book in the library or conversation in the classroom. Tyler eventually chose to come out at university, opting to tell a few girls in her sorority who she knew would gossip to such an extent that they would do all the work for her. In no time, she was out to everyone at school and knew she needed to come out to her family. “I came out to my mom first because I wasn’t sure how she’d take it – this would be quite different than what she probably anticipated for me. I took her to a cafe to tell her, with friends of mine who knew sat around the corner in case it went wrong, and I needed support.” Tyler’s mother received the news and asked only a single question: would Tyler be cutting her hair off? “It killed me inside because her first question wasn’t ‘How does it feel?’ or ‘Does anyone else know?’ She had a stereotype of how queer women looked and was concerned that her feminine-presenting daughter would suddenly resemble that.” Stereotypes continued to play a role in how Tyler labelled and navigated her identity as time went on. Particularly, stereotypes around bisexuality led her to doubt her own identity. “I thought you had to choose one way or another because everything seemed to suggest so.” Growing up in Texas and coming out had its challenges. Stares were a frequent part of being out with her girlfriend, Tyler says, and you’re aware that whilst you want to stand up for yourself, you must also consider your

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safety. The LGBTQIA neighbourhood in Dallas provided a refuge for Tyler at this time, but even that was fraught with difficulties. “Many people avoided those streets and didn’t want to be seen there.” After her studies ended, Tyler moved to New York to join Sustainable Fitch, a part of the Fitch Group, to work as an ESG Finance Scores Analyst. The company bridges the gap between corporate interests and sustainability through ESG scores and ratings, encouraging companies to innovate and minimise their environmental impact and allowing Tyler to bring together her dedication to looking after the planet and her career. New York also offered Tyler a completely different environment, where she felt comfortable being out, where people didn’t make assumptions about who she was or who she was dating. The inclusivity throughout Sustainable Fitch was a breath of fresh air – from the very beginning, Tyler could see how ingrained this was in the fabrics of the company. “If you could see the amount of Pride flags across our offices, you’d instantly understand that this is a place of acceptance. Richard Jefferies, who leads my Scores team for Sustainable Fitch, is the Global Head of Fitch Pride Network and invited me to join the group on my first day without knowing if I was a member or ally. As our team has grown, so has the visibility of the community. I recently moderated a Pride Panel for Pride Month in NYC, and every single member of my team showed up to support both me and the community. That support meant the world to me.” Sustainable Fitch is a workplace that prides itself on its people, who are passionate about sustainability and making the world a better place, Tyler explains. The depth and breadth of knowledge at Sustainable Fitch is unparalleled, and the team’s dedication extends not only to the environment and society but also to each other’s well-being.

“I’m proud to be a member of a team that cares relentlessly about, yes, the environment and society, but also for each other. We make space to check in on one another’s mental health, external communities, and how we can help at the workplace and beyond.”

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Tyler understands how crucial allyship is in supporting the LGBTQIA community and hopes more people will act rather than just adopt the label. She explains that challenging harmful jokes or biases is a meaningful way to combat prejudice and make a positive impact. “The easiest way to start is inclusive language,” Tyler notes. Simply replacing the usual he/she with they or addressing emails with gender-neutral language are small ways people can show up for the LGBTQIA community, she adds. Challenging our own assumptions makes life easier for everyone, not just the LGBTQ+ community; as a cisgender woman named ‘Tyler’ she jokes that she can’t even count the number of times people have addressed her with ‘him.’ “Remember the word “lead” in leadership,” Tyler says. “Model inclusivity, support local queer communities and listen with empathy to the needs of your people. Changes begin through conversation, so if you are struggling, just start there. “Recognizing your advantages and working to dismantle systems that benefit you more than others is hard. It is hard but necessary because the LGBTQIA community cannot do this alone.” Looking forward, Tyler is hopeful for a world where conversations about LGBTQIA equality are no longer necessary – a society where coming out is no longer an ordeal and where love is celebrated without fear or judgement. Creating a world where everyone can show up exactly as they are will take everyone actively educating themselves and speaking out, particularly when it comes to bisexual allyship. We can’t do this alone is the sentiment – whether in the workplace, the streets or our homes, we all have the chance to challenge stereotypes and misconceptions. “Help others acknowledge our existence. Bisexuality is not just a stepping stone to being gay or an experimental phase. It is its own identity. There are strong negative connotations about bisexuality, such as being greedy, promiscuous or unsure. Uniquely, biases against bisexuality are strong in the lesbian and gay communities as well, so allyship extends into the LGBTQ+ community. Checking biases and learning more about bisexuality is the number one way allies can work towards equality.” By Zoë Schulz

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John L Williams He/Him Global Head of Scotch

From Newcastle to Nairobi, DIAGEO exec discovers there’s no place like home John’s story begins as a teenager in Newcastle, Northeast England, in the early 1980s. “Growing up as a teenager [who knew he was different] in Newcastle, at the height of the AIDS pandemic, wasn’t particularly joyful,” he recalls, as he recounts difficulties for young LGBTQ+ people that seem to permeate across the ages: bullying, hiding, the feeling of rejection. This continued at home and at school, as his parents struggled – in some cases outright rejected – having a son who was “different”, but John describes this as a blessing and a curse. “I count myself lucky that it was what drove me: I knew I didn’t belong, and nothing motivated me to get out of Dodge quicker.” John’s mantra became three core maxims: to look after himself, to take care of himself, and to have a plan – not necessarily a detailed one – to get away and to achieve what he felt he was capable of achieving. It was a simple plan and one that in many respects John has stuck to throughout his years; to keep moving forward, to take the opportunities that he sees, and to be flexible about where he’s going. Over the course of our conversation, what strikes me most about John is this planned spontaneity: he constantly affirms that he had no firm or constant idea or goal in his mind, other than simply achieving what he felt he was capable of, and collecting enough stories down the years that he hopes one day to be able to tell anyone who will listen. I ask him whether he ever imagined as a 14-year-old sitting in a bedroom in Newcastle, that he would be sitiing being interviewed like this to reflect on his life and a successful 20-year career at DIAGEO, now leading the global Scotch department of the business. He did not. John left school early as a result of the difficulties he faced and enrolled in a youth training Scheme. “I got paid £25 a week to train as an office junior – learning to file and type, because I wanted to start creating my own independence.” He did A Levels at night school whilst he worked, and graduated both into an insurance firm where he worked for four years before deciding it was time to go to university. “There was a difficulty with universities, where they wanted you to have gone to a certain school, and have predicted grades from teachers – none of which I had.” However, after several rejections, an opportunity presented itself: a business school in Germany, keen to teach more English students, made John an offer. “It was another way to get as far away from home as possible,” John laughs, describing the ordeal as a baptism of fire. Facing a feeling of imposter syndrome, John took away from the experience the core of his worldview today: “that anyone, from anywhere, can achieve anything they want to do if they’re prepared to work to achieve it.”

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Arriving in Germany, John resolved that he was going to be authentically himself, to not let back about who he was or how he felt, and to live openly. He had tried this in Newcastle, going to a gay club called Powerhouse that had just opened as he navigated his way through the community as an adolescent. He was photographed by Gay Times at the club and was very proud of this – especially when he found out he made it into the magazine – until his mother discovered, and an argument ensured. “I can laugh about it now but her three concerns, she told me, was that I would never get a job, I would die of AIDS, and that she was worried about what to tell the neighbours. This was just fuel to the fire to get out, get away, and live my life as who I was.” The estrangement from his family and home subsequently spurred on this ‘nomadic’ approach to life – first Germany, where he made his chosen family, before embarking on a career that would take him to Frankfurt, London, New York, Nairobi, Dublin, and now Amsterdam. As ever, John hadn’t chosen his degree with a specific career in mind, instead seeking to optimise the opportunities that he had available to him. Three days after his graduation, he secured a job at a haircare company and began his professional career. It is at this point John points out to me, tongue in cheek, that his being bald is not a result of their products, and he remembers fondly the opportunities and time he had which started him on a trajectory in brand marketing. Wanting to move from Frankfurt to London, he joined DIAGEO – it offered exciting opportunities to him, represented brands he was familiar with and passionate about, and give him the ability to maximise his potential. John has been at DIAGEO for over two decades now, describing it as “the longest relationship he’s ever been in.” He attributes his stay to the culture at the business, where relationships and support are valued, as well as the truly global and interesting nature of the brands and business being undertaken. John threw himself eagerly into the work as a result, saying yes to every opportunity that came his way – moving first to New York, in part of a “pinch me, I’m dreaming” moment. He then moved to Nairobi, Kenya to run the East African section of the business. “It was probably the opposite of living and working in New York, but it was amazing for my skills and experience.” Next came Dublin, and Amsterdam for the last six years, graduating to manage the global Scotch sector of the business. Outside of work, John enjoys traveling to experience different cultures and locations. He blames Eurovision for this, growing up with exposure to the varying languages and nations involved, and it has encouraged him to see as much of the world as possible. Living transiently, he grew further and further away from home in Newcastle as it just became another destination he has been to, until Covid-19 hit. Suddenly John was moving home to Newcastle to support his mother, and it truly felt like home: “The place I needed to be.” He could picture himself living there again, and suddenly appreciated more the place he had come from, he wasn’t running away anymore. As John now begins to consider where he wants his roots to be, the teenage boy from Newcastle has come full circle: there’s no place quite like home. By myGwork 173

Eric Callmann, MS, MBA He/Him Head of Data Operations

Eric Callmann of Fitch Group on family, allyship, and diversity Eric Callmann is the child of immigrants; his father, a Holocaust survivor, and his mother, arrived from Germany after the war to build a life for their children in Pennsylvania. “My father’s survival was very unusual. His family escaped to Shanghai, the last place in the world that was allowing Jews without visas.” Family was important, and Eric believes this – as well as his father’s experiences – have shaped how he engages with the world. “We were taught to treat everyone with kindness and respect, regardless of who they were. I was raised to be open to new ideas and new thoughts, and to push myself out of my comfort zones to build relationships with people and understand their lives.” When Eric was ten, his father came out as gay, and his parents split. His father was able to stop living in the closet and could be out as his authentic self, which led to a fundamental change in Eric’s relationship with him. “As I grew up, he was an angry man, which I now understand was because he couldn’t be himself. We reconnected, properly, after some time and I realised that he had changed so much since being able to live authentically.” Despite growing apart as Eric got older, they reconnected in the mid 1990s. Eric’s father had met his soulmate, George. The couple annually made the nine-hour drive from Denver, Colorado to Santa Fe, New Mexico every summer to watch the Santa Fe outdoor opera against the backdrop of the Rocky Mountains. Then, in 1996, George was diagnosed with inoperable stage four brain cancer. Eric got the call from his father asking if he could drive the couple down to Santa Fe for the summer opera that year. He obliged and embarked on the journey to take the couple to New Mexico and back. George passed away less than a month after they returned. “That could have been the end of the story,” says Eric, “But the following year, dad rang me to ask if I’d come to Santa Fe with him again. I said yes and did so every year for over a decade.” This experience, and the years that followed, taught Eric the importance of being there for family but also as an ally to the LGBTQ+ community. “I’d been a ‘shy ally’ during the 80s for fear of being ridiculed, and I began to realise that it really wasn’t effective or meaningful allyship at all. I wanted to be supportive, and proactive, and supporting my dad and growing closer to him after all those years reaffirmed that to me.” Eric now works at Fitch Group, heading up the Data Operations team. “I’ve been in data operations forever – long before it was cool,” he jokes. He worked at a number of firms before Fitch, but in his current capacity explores topics such as AI and automatic data extraction. 174

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“I’m pleased that big firms like Fitch are proactively exploring and promoting diversity and inclusion. As I steadily climbed the ladder across my career, it was important to make sure that it wasn’t just people who looked like me who were getting promoted too, and to see the extent that business has embraced this philosophy is reassuring to me.” Eric explains that a large part of the success comes from senior management having overt goals. “Businesses are now thinking consciously about who they hire and what their teams look like, and I can see businesses commit to saying that their leadership, their boards, will be more diverse in terms of race, sexuality, gender, religion and so on – and then acting on those commitments – helps support other underrepresented voices to come aboard and join the push for better representation.” Allyship, Eric concludes, is a journey, and one he has been on his entire life. His partner came out to him as nonbinary a short while ago, and this has presented Eric with the task of educating himself about non-binary identity, listening to and understanding his partner. “For me, it’s reminded me why allyship is important, and why supporting the LGBTQ+ community is important. We moved to New York City, and I think my partner expected they would be much more supported and accepted, but that hasn’t always been the case. There’s always growing to be done.” Being a visible, supportive ally to marginalised communities can go a long way, particularly in lightening the load of people who often find themselves justifying their existence, Eric adds, and it’s constant work, too. “You still regularly read articles and think to yourself, why are people suddenly turning on LGBTQ+ people now, particularly those that are trans and non-binary? We’ve all been here, we’ve all worked together, and its society that has forced LGBTQ+ people not to be themselves. It was society that forced my dad to feel like he had to live like a heterosexual man for all of those years, to not be able to live a happy and open life but instead keep secrets. I think the drive to increase awareness and acceptance of LGBTQ+ people, and diversity in our society, is important. It’s important for businesses too, because they can play an important role in using their platform to further raise awareness, stand up to discrimination and help drive change in society.”

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Bliss Anderson

Inside Sales Manager – National Accounts

Bliss Anderson on the impact her unique upbringing had on her passion for inclusivity “I started from the ground up, and that was a pivotal moment for me – just being able to be recognized. I always had a voice, but I never felt like it was heard until then.” An immediately noticeable characteristic in Bliss Anderson, evident within seconds of meeting her, is the undisguised positivity and openness with which she leads her life. As she relayed what many would describe as a difficult childhood – losing her mother at a very young age and dealing with an absent father – she did so with resilience and optimism, describing the incredible role her great-grandmother played in her upbringing. With no one else to take her in and look after her properly, Bliss’s great-grandmother stepped up, providing an almost century-long gap in life experience. Typical assumptions would point towards this resulting in a rather conservative upbringing, but Bliss described how any differences they had merely opened her eyes to various life perspectives. With her great-grandmother passing away by the time Bliss turned 21, she looks back on this time with fondness and great appreciation for her guardian. “My great-grandmother was definitely my saving grace; she was my hero,” Bliss reminisced. “I probably put her through the wringer a lot, as we do as children and teenagers, but I appreciate her more now in my life than ever. And I know she’s my angel watching over me, and I hope she’s proud of me.” After experiencing an unsuccessful marriage in her early 20s, it took a while for Bliss to feel comfortable exploring new relationships without the memory of her ex-husband impacting her confidence. However, after a few years, she began going on nights out with friends to LGBTQIA venues, being properly exposed to the community for the first time. Here, she discovered the depth of her feelings towards women and entered her first queer relationship. Though it didn’t last, they remained friends, and Bliss expressed gratitude for being introduced to a community of people who finally truly understood her. “This world was so vibrant and so loving, and I just loved it. I love the feeling I had when I was around these people.” Throughout her work life in the sales industry, Bliss found comfort in the social aspect – making connections and meeting new people. This natural knack for adding a personal touch to her work allowed her to excel in her application for electronics distribution company RS Americas (previously Allied Electronics). Starting in 2011 as an Inside Account Representative in what they called the National Sales Center, then advancing to the Fort Worth Branch as an Inside Key Account Manager, excelling to end up in a hybrid role in domestic and export/international sales. 176

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Though she was enjoying her career, and her newfound expression within the LGBTQIA community, there were still aspects of her life that inhibited her enjoyment. Feelings of abandonment and the betrayal she had experienced throughout her life left her feeling guarded and cautious when it came to romance. However, just one week into her new job, Bliss met the woman who would become her wife – and everything changed. “I never thought I would go down the path of being married and having children with a woman,” Bliss said. “I’d felt like everything was going downhill and I started seeing myself drowning. But when I met my wife, it was like everything made sense. I dropped all my walls; every single one I’ve had in my life. She opened my eyes and we just connected.” In 2021, she landed herself in a conversation around the opening of an Inside Sales Manager role to manage a newly created Inside National Account Managers team. Despite a lack of experience in management, the interview process went incredibly well, and a combination of her existing knowledge and expertise, as well as a personable aspect of what she could bring to the team, landed her a role as the Inside Sales Manager – National Accounts at RS Americas. “I took a leap of faith and just said, ‘This is not a bad thing’,” she said. “So, I started from the ground up, and that was a pivotal moment for me – just being able to be recognized. I always had a voice, but I never felt like it was heard until then.” The relaxed and inclusive culture at RS Americas allowed Bliss to talk openly about her relationship without any fear of discrimination or judgement from colleagues. An essential part of coming to work for her is being able to feel like she can be her authentic self and not be wary of how she may be treated. This confidence was also built through the help of other LGBTQIA people at RS Americas who were out and proud in the workplace. “If I’m amongst my peers, I can say ‘my wife’ and I actually don’t hesitate like I used to. Watching other people be able to do it made me feel more confident that I can, and that’s exactly the culture we want to build.” Looking to the future at RS Americas, Bliss has nothing but admiration for how her team handles matters of diversity and inclusion. Her main concern now is maintaining that support net for employees, and encouraging others to live authentically. “I love my job, I love the company I work for, and I love everybody there. We just need to continue to go down this path of being vocal as an organisation, and continue our support.” By Dylan Mann-Hazell

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Celia Navarro She/Her Sr Talent Acquisition Manager for R&D - Product - IIT

To LGBTQIA people struggling to come out to their colleagues… It would be easy for many to assume that growing up with loving, caring and supportive parents would make the coming out process much simpler for any LGBTQIA person. However, being born to what she described as “perfect parents,” Celia Navarro found it all the more nerve-wracking. Living in a relatively small suburban area near Paris, there was little to no queer representation, and open discussion of sexuality and identity rarely took place. Despite knowing her parents were tolerant and broad-minded, Celia’s hesitation in coming out stemmed from not wanting to disrupt what she saw as the ideal family dynamic. “I was always aware that my family was really caring,” said Celia. “They spent a lot of money on my schools, and they were always there for me, and still are today. I had the perfect parents, but because they were so perfect, I didn’t want to upset them by telling them that I was gay.” This wariness to interfere with a loving parent/child relationship resulted in Celia waiting until she was 28 to come out to her parents. Despite being convinced that her father would hold relatively traditional views towards homosexuality, she was pleasantly surprised to find that he was immediately accepting of her. After coming out, her parents’ main concern was that they hadn’t created an environment in which she felt safe to do so – something Celia was quick to reassure them to the contrary. As with many LGBTQIA people, the difficulty in coming to terms with identity originated from experiences in school and wider society. She has early memories of developing crushes on girls through school but was told repeatedly that her feelings should be for boys only. “I remember I told myself that I should keep my dreams for women and my real life for men. I was really ready to start my life like that.” In her early career, this lack of self-confidence and the courage to be her authentic self had a direct, negative impact on her experience in the workplace. In a previous company, Celia was subject to school-bully levels of homophobic language and passive-aggressive comments, despite not being out of the closet. As a result, she felt a complete inability to be her best self at work and subsequently quit the role in search of a more accepting workplace. Immediately upon joining, she decided to be out and proud at work from day one. When colleagues asked if she had a boyfriend, she corrected them, telling them she was in a relationship with a woman. Since then, she has been open and unapologetic about her identity – something she is adamant can be so lifechanging that it could be compared to having a superpower. “The percentages of lesbians still closeted at work are far too high,” voiced Celia. “I’d love to insist on being authentic at work. It’s like having a superpower. I really believe that. I’ve been able to double my potential at work thanks to that.” 177

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Soon after adopting this newfound confidence, Celia joined the recruitment team at online advertisement company Criteo, eventually climbing up the ladder towards the role of Senior Manager Talent Acquisition. As well as immediately building friendships with colleagues and creating a family-like atmosphere in the workplace, the strong, open-minded values held at Criteo allowed Celia to think about having a family of her own without fear of prejudice or potentially discriminative action. So, after meeting her wife in the United States, she was able to settle down and do just that. Constantly reflecting on her own experience of growing up unsure of how her identity could impact her relationship with her family, Celia explained why she now puts a concerted effort into making sure her children know they will be accepted no matter how they identify or feel. “My parents were cool with me, but I didn’t know that,” explained Celia. “So, I was closeted for ten or fifteen years, because I was afraid of their behavior or their response or their attitude. That’s why getting the words out is important. It’s not just saying ‘I’m okay if my kids are gay,’ it’s important to let them know that whatever or however they feel, that you are there for them. Mentioning it a lot, saying it with words, that I am always here.” Five years into her role at Criteo, Celia joined the company’s LGBTQ+ Pride employee resource group. Helping to steer exciting, progressive decisions in the company, she was very proud of her efforts in commemorating Lesbian Visibility Week, where Criteo gave a platform to LGBTQ+ women to share their experiences and advice. The combined achievements of everyone within the network resulted in Criteo being nominated for its outstanding efforts. Looking to the future of the network, Celia expressed a desire to increase the level of global communication around LGBTQIA issues and normalize environments that focus on maintaining employee wellbeing. She explained how the members of Criteo’s LGBTQ+ network strive to ensure a safe workspace is provided for all professionals all year round, and why such efforts shouldn’t be restricted to just the occasional discussion during Pride Month. “It’s important to keep up support for the LGBTQ+ community all year,” she said. “We’re not gay only one month per year, so we should talk about LGBTQ+ rights all year. I do like the fact that we put aside this month to look at our history, but overall, we should all communicate more often if we want to make a difference.” By Dylan Mann-Hazell

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Kelsey Stobbs She/Her Administrative Assistant, Pharmacy and Retail Ops

Kelsey Stobbs on allyship and inclusivity at Walgreens “It was my first real job,” says Kelsey Stobbs of her work at Walgreens, having joined the team at just 18. It began as part-time work at college back in 2016 when she joined the company as a Pharmacy Technician. Several promotions later, she found herself a Certified Pharmacy Technician and became an Administrative Assistant in Retail and Pharmacy Operations. Kelsey’s story begins in Louisville, Kentucky, where she was born and raised. After her parents separated, she and her siblings moved frequently as they balanced living with her mom and visiting her dad at weekends. “We’re a multiracial family that grew up in a low-income household in undesirable neighbourhoods.” Kelsey recalls describing herself as the “black sheep of the family”. Her interests differed from her siblings, to whom she was frequently compared, but her small, tight-knit friend group offered a haven. “I eventually wanted nothing more than to be like everyone else,” she recalls. “It’s sad when you think about it. Fortunately, I don’t feel like that anymore.” Just over a year ago, Kelsey joined the Pride Business Resource Group (BRG) leadership team at Walgreens. “I have the pleasure of driving engagement within the group, bringing our members together through discussions and social posts, and providing them with resources. I was inspired to step up when I realised how much of a positive impact the group had on my own life and work experience.” She introduced the sharing of ‘Member Spotlights’ in which members could introduce themselves and their stories. “Hearing other people’s stories is what initially spurred me into motion and getting involved – I know how impactful it can be. I wanted to allow our members to share their stories and speak about their experiences. It’s been incredible getting to hear these stories, and it means a lot to me that people entrust me with their words and stories. It’s incredibly rewarding.” In addition to this, Kelsey also leads community outreach. Altruistic by nature and passionate about giving back, Kelsey spearheads the network’s participation in local Pride events, as well as setting up donation drives and volunteer opportunities for the team. “It’s just something I do because I love it. It brings me great joy when we’re out at a community event, and someone is pleasantly surprised that the pharmacy they go to is there.” Kelsey knows exactly how impactful visibility can be – particularly having not seen any LGBTQIA representation growing up. “The LGTBQIA community was not visible to me when I was younger”, Kelsey remarks. “I grew up in a very religious household, and we attended a church that had pretty strong opinions on things like being queer, having tattoos, and so on.”

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The impression she got was that being LGBTQIA just wasn’t something that was okay for Kelsey to be: instances come to mind of her and her siblings being told that a family friend was gay, that this was okay for that friend, but not for them. It comes as little surprise that Kelsey subsequently felt she was “fighting” her queerness for years because of this lack of visible support. Suddenly, the years of wishing she was like everyone else made sense; only with acceptance did this change. “When I eventually came out, it went much smoother than expected. I came out to a few close friends, co-workers, and then my mom and dad. It finally felt like I had let out a breath I had held for so long.” Encouragement and support came from Kelsey’s best friend, a gay man who supported her and introduced her to the LGBTQIA community. Spending time with him and his friends made her feel comfortable, welcomed, and loved. Kelsey readily started to attend as many Pride BRG events as possible. The affirmation it brought as speakers told stories that resonated with her made Kelsey realise it was a safe space where she did not need to hide her identity at work. “Now I happily spend a lot of my time with other passionate queer folks and allies on our BRG board.” Workplaces must be safe for LGBTQIA staff to feel comfortable at work, Kelsey believes; with Walgreens striving for inclusivity with its non-discrimination policies and commitment to diversity and inclusion as a top priority, the business certainly does what it can to make that a reality. The network supports leadership to formulate policies, such as the trans and non-binary inclusion policy, and guides for staff on LGBTQIA-specific benefits. Allyship is another focus of the BRG, particularly ensuring this is visible. “A wider goal of ours is to make sure people outside of the community have understanding and acceptance. Once you’ve provided a safe and inclusive environment, you have to branch out and make your allyship visible.” If LGBTQIA people can’t see you’re supporting them, Kelsey explains, how can they be confident that you do? “A good ally will listen to your experiences and needs so they can support you with their actions. An ally will equip themselves with the knowledge they need to understand you and your experiences.” That visibility also includes LGBTQIA role models. “Representation matters. When you don’t see people like you in business, in specific roles or industries, you question whether that space is for you,” Kelsey says. By amplifying the voices of LGBTQIA people in business, more role models can be created to encourage those who come after them. “When we have the opportunity to bring queer people into spaces where they weren’t previously, we should be doing so.” By myGwork

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Paul Wheeler

corporate affairs director

Breaking boundaries: Kellogg Company’s unwavering drive for inclusivity Paul Wheeler describes his upbringing in Hampshire as comfortable and fairly privileged. However, it took him until his teenage years to realise his life was missing something incredibly important – exposure to diversity. Having a rather sheltered lifestyle as a child meant that Paul missed out on experiencing different cultures and identities. But this all changed the moment he began volunteer work. “Until that point, I’d had quite a closeted privileged life,” he explained. “Then, I worked in an Oxfam shop, and I had to partly manage teams of volunteers and deal with customers, all from different backgrounds and ages. That experience really opened my eyes.” The joy he felt being surrounded by people from different walks of life inspired Paul to take a whole new path in life. When looking through university options to study politics, Manchester quickly became his first choice. This was due to its diverse and expressive culture, not to mention its visible LGBTQ+ community. Going from the subdued environment of Hampshire to walking down Canal Street with a community devoted to unabashed selfexpression, Paul’s confidence increased immensely. Opting to use this opportunity to build a new life, Paul decided to be out and proud from the moment he joined university. He helped to run the student union, even joining the LGBTQ+ club on campus. This new, assertive outlook eventually led to him meeting his partner – who he celebrates 25 years together with this year. When it came to coming out to his family, he described their reaction as simply “okay.” Though not overtly negative, it was a reaction typical of the 1990s, following the damaging stigma the community frequently faced because of the AIDS crisis. He always had the support of his grandmother, though, who had a gay friend at the time. Paul says he has always cherished the caring role she played in his life. After graduating, Paul entered a career in PR, enjoying roles in agencies and continuing to campaign in his spare time. His experience at university inspired a passion for communications which he pursued, eventually joining the team at Kellogg Company. Paul has an accomplished career with many highlights, including meeting King Charles and working with prominent celebrity book launches. But the standout aspect of his journey so far is the bond he has created with his teammates at the company. “I have an amazing team of people that I work with, who continue to go the extra mile, continue to be creative, and continue to challenge me,” he stated. “The people that I’ve worked with in my career have been the highlight of it.” 182

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Paul’s dedication to unions and campaigning in university continued into his adult years. He joined the Kellogg Company LGBTQ+ network when it was formed in 2018. At first, this network only consisted of a few LGBTQ+ employees and allies sitting in a cramped room. There, they’d discuss the small efforts they could make to inspire change. Since then, the network has evolved and grown beyond their expectations. The frequent events, including sponsored picnics and charity partnerships, proved the increasing impact of the network on Kellogg Company’s placement on the Stonewall Index. In 2019, the company ranked 432nd, and in 2023 they ranked 108th. Paul puts this great success down to following frameworks and keeping as organised as possible. “I think that just shows the power of a couple of things,” he explained. “Being out and being visible, but also being organised. I really passionately believe that. Don’t be complacent with companies if they aren’t doing as well as you think they should – get involved. Ultimately, organisations and companies want to be better, but you’ve got to stand up and help people see how they can be better.” Beyond the prominent progress made by the LGBTQ+ network, Kellogg Company has also branched out into other areas of promoting diversity in an effort to make its business as inclusive as possible. One such example is the 50/50 Gender Parity group, organised with the goal of achieving gender equality in the workplace in areas of employment number and salary, and opening discussions of intersectionality. Kellogg also set up a specific program focused on peer mentorship called Women in Leadership, along with actively changing company policies and procedures. Upon setting up this network, they set themselves the goal of achieving gender parity at the managerial level by 2025 and have already reached this goal in 2023. This impressive achievement is down to the organised skills of the hardworking professionals at Kellogg Company, who are set on not only reaching their targets, but maintaining them once they have been met. A great concern for Paul, looking at the future of diversity and inclusion efforts, is businesses becoming complacent and shifting the focus elsewhere. It’s important to him that this narrative of social progression is maintained permanently moving forward for the sake of authentic inclusivity. “Over the last five years or so, there’s been a renewed focus on inclusion and diversity in the corporate world,” said Paul. “And yet, I worry that that time will come to an end when businesses at the top retrench and feel the need to just focus the narrative of their business results because that’s what investors are saying to them. Maintaining that social dialogue and the social impact that businesses have on diversity and inclusion is so important.” By Dylan Mann-Hazell

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Namrata Dutta Director of Data Operations

Women Leaders On Top: “These are the people who will be role models tomorrow, so we have to ensure we give them a safe environment today” Allyship is more than simply accepting the existence of other identities. It’s about showing a concerted effort in understanding different cultures, lifestyles, and being educated on the issues surrounding the treatment of others. From a very young age, Namrata was no stranger to the idea of multicultural identities, gaining an appreciation and uncommonly advanced exposure towards diverse groups that would end up shaping and inspiring decisions throughout her life. With her father working a government-oriented career, she found herself regularly travelling the country, absorbing an array of societies and communities, quickly understanding the value of cultural differences. “My understanding of a lot of things that I do now, if you take it back, was impacted from how my childhood went,” Namrata explains. “Because I’ve been around the country, and I’ve been a part of alot of these social circles, which kept moving as I moved around.” Namrata’s journey towards LGBTQ+ allyship was not immediately evident – she always knew she wanted to provide a voice and a platform for communities that needed it, it was only a matter of finding that group. It wasn’t until a close friend came out to her as transgender, and Namrata learned that her friend had been suffering in silence this entire time while she was completely unaware, that she wanted to do more to help this community. “That’s when I realized, not so much from a corporate point of view, but personally, I would really want to be a part of that voice. Even if I can help maybe five people in my immediate circle, that would be great,” she remarks. And through joining S&P Global Market Intelligence, and subsequently their Pride network, Namrata has been able to accomplish just that. S&P Global Market Intelligence, a division within S&P Global, is a leading provider of information services and solutions to global markets. Providing important data and market intelligence, Namrata’s team plays an essential role in the success of many businesses. Beyond the economic and commercial triumphs, the staff of S&P Global also pride themselves on the inclusive nature of their workspace. Diversity is a strongly considered measure throughout the hiring process, as well as dedicated inclusion training – not just for the benefit of the LGBTQ+ community, but for disability groups, neurodiverse groups, veterans, all age groups, and much more. This is all to ensure that the efforts behind diversity, equity, and inclusion are not abandoned upon hiring but maintained and consistently improved upon over time at the company. Beyond the hiring process, S&P Global has implemented a Pride people resource group (PRG) for both LGBTQ+ colleagues and allies. Namrata proudly represents this network and sees it as one part of how she is able to show up as an active ally to the community. 184

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“We want to be the voice behind some of their needs, some of their challenges, and give them a safe space to come and be themselves to help the organization to create that safe space.” Workplace allyship is particularly vital in the development of LGBTQ+ rights in India. Offering aunique view from witnessing the development of this community over her 15-year career, Namrata explains the slow but steady progress being made in the country. Though there is still stigma attached to identifying as LGBTQ+, it is becoming increasingly inappropriate for businesses to exclude people based on their identity. “We have sort of woken up to realize that this community should also have a seat at the table,”Namrata explains. “And that presence of that seat, especially on the corporate side, should not be dependent on which gender you belong to or what your sexual orientation is. Those things should not matter. You should own that seat, you deserve that seat, irrespective of what community or what orientation you belong to.” However, Namrata finds that the biggest issue regarding the normalization of the community is thedifficulty surrounding the disclosure of LGBTQ+ identities. She has seen the exhaustive energy andtime people can spend on concealing their identities out of fear of judgement or dismissal, whichcould instead be focused on work achievements and company success. “Fear prevents a lot ofLGBTQ+ employees from bringing their full selves to work. These are the people who will be rolemodels tomorrow, so we have to ensure we give them a safe environment today.” Though progress must be made overall for LGBTQ+ acceptance in India, the increased workplace awareness is indicative of a developing attitude in general. If LGBTQ+ people feel safe and free to be themselves in their workplace, less time is spent fretting over their identity and more time is spent developing and improving business for their respective company, mutually benefitting employees and business owners alike. Namrata believes that the role organizations play in the development of queer rights is “foundational” and explains the importance of authenticity in the hiring process. “Once we give more opportunities, it means better financial independence. It means more societal acceptance; it means medical benefits. And all of this means a better morale for the people who belong to the community.” By following S&P Global’s steps in authentic hiring, the incorporation of inclusion training, and maintaining respectful workplace etiquette, other businesses should be able to reap the benefits of a healthy work environment. Looking to the future of LGBTQ+ rights in the workplace and wider society, Namrata firmly believes the focus should be on transgender inclusion and advancing rights through action, sponsorship, and allies using their voices. The initial intent behind creating a safe working space is admirable, but without progressive action taking place, attitudes cannot develop. “We need to shift the needle from ‘intent’ to ‘impact’, and help people make those changes in our thoughts and actions and create real impact. I think the value of building a very positive discrimination-free and safe working environment climate for the LGBTQ+ community, especially in India, is immense. That value needs to be understood.” By Dylan Mann-Hazell

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