Queer Representation in Leadership: Why It Matters & What You Can Do About It
Dear nonprofits & corporations,
Over the past decade, in most of today’s workplaces, the push for diversity, equity, and inclusion (DEI) has gained traction, but many sectors still struggle with meaningful representation of LGBTQIA+ individuals in leadership roles—and we may be facing our biggest challenge yet come the 2025 Administration. This absence is not just a missed opportunity; it’s a critical gap in creating equitable environments where all voices are valued and heard. Queer representation in leadership is more than a diversity checkbox—it is a transformative force that shapes company culture, drives innovation, and ensures that policies reflect the needs of all employees. As a Queer nonprofit leader for more than a decade, here’s why Queer leadership matters and what organizations can do to foster it.
1. Queer Leaders Bring Unique Perspectives
LGBTQIA+ individuals often navigate systemic (and even intersectional) barriers and societal challenges that provide them with unique perspectives on resilience, adaptability, and empathy. These qualities make Queer leaders particularly adept at understanding the diverse needs of their teams, fostering inclusivity, and solving complex problems. Leaders with lived experiences of marginalization can also better identify and address inequities within workplace systems.
Real-world Example: Annise Parker, former Mayor of Houston and current President of the LGBTQ Victory Fund, has made significant strides in advocating for LGBTQIA+ representation in public office. As one of the first openly Queer mayors of a major U.S. city, her leadership has paved the way for greater inclusion and visibility in government and beyond.
2. Representation Fosters Inclusion and Belonging
When employees see Queer individuals in leadership, it sends a powerful message: “You belong here.” This visibility helps create a sense of safety and inclusion for LGBTQIA+ employees, empowering them to bring their whole selves to work. Representation at the top also normalizes diversity and helps dismantle stereotypes about what leaders should look like or who they should be.
Impact: According to a McKinsey study, workplaces with diverse leadership teams have higher employee satisfaction and retention rates. Queer representation signals to employees that their organization values authenticity and equity.
3. Queer Leaders Drive Innovation
Diverse leadership teams—including those with LGBTQIA+ representation—are more likely to foster innovation. Why? Different perspectives challenge the status quo, encouraging out-of-the-box thinking and creative solutions. LGBTQIA+ leaders bring a wealth of lived experiences that can inspire fresh approaches to old problems. In my experience, no one has challenged the status quo quite like a Queer professional!
Data: Research from Boston Consulting Group shows that companies with diverse leadership teams generate 19% more revenue from innovation than their less diverse counterparts. Queer leaders are a vital component of this innovation equation.
4. Policy Advocacy and Workplace Equity
Queer leaders often play a pivotal role in advocating for policies that benefit all employees, such as anti-discrimination protections, gender-neutral restrooms, and equitable benefits for same-sex partners. Their lived experiences equip them to identify gaps in workplace policies and push for systemic change. There’s a common saying—which is 100% accurate—that giving LGBTQIA+ people more equal rights does not take away from everyone else; in fact, everyone else benefits as well.
Case Study: Sarah Kate Ellis, CEO of GLAAD, has leveraged her leadership position to challenge discriminatory policies and amplify LGBTQIA+ representation in media. Her work underscores the ripple effect of Queer leadership beyond the workplace and into broader societal change.
5. The Ripple Effect on Broader Societal Change
Queer representation in leadership doesn’t just impact the workplace—it influences society at large. Leaders who advocate for LGBTQIA+ rights set examples for other organizations and contribute to the broader movement for equality. This visibility can challenge biases, reduce stigma, and inspire future generations of Queer leaders.
Broader Impact: Companies with openly Queer leaders often use their platforms to advocate for social justice issues. For instance, organizations like Salesforce and Google have taken public stances on anti-LGBTQIA+ legislation, showcasing how leadership representation can extend influence beyond corporate walls.
6. Barriers to Queer Leadership
Despite these benefits, barriers to Queer leadership remain pervasive. LGBTQIA+ individuals face challenges such as discrimination, lack of mentorship opportunities, and tokenism. Many are pressured to conceal their identities to avoid bias, limiting their potential to lead authentically.
Statistics: A 2021 study by the Center for Talent Innovation found that over 46% of LGBTQIA+ employees remain closeted at work, highlighting the ongoing challenges of workplace acceptance.
7. Steps to Foster Queer Representation in Leadership
Organizations can take intentional steps to increase LGBTQIA+ representation in leadership:
Create Inclusive Talent Pipelines: Establish mentorship and sponsorship programs that prioritize LGBTQIA+ employees (and other minority groups!) and help them navigate career progression.
Invest in DEI Training: Provide robust training on unconscious bias and LGBTQIA+ inclusion to ensure fair promotion practices.
Measure and Report: Track representation metrics and set measurable goals for increasing diversity at leadership levels.
Amplify Voices: Encourage LGBTQIA+ employees to share their experiences and insights through employee resource groups (ERGs) and leadership forums.
Normalize Visibility: Celebrate and highlight Queer leaders within your organization to normalize their presence and inspire others (in collaboration with those Queer leaders of course).
Take Action
As we navigate a politically charged climate where LGBTQIA+ rights face unprecedented challenges, Queer leadership has never been more critical. Don’t be like Mark Zuckerberg, sell-out to the MAGA movement. It’s time to double down on our commitments to equity. Representation in leadership roles is not just about filling seats at the table—it’s about transforming the table itself. By fostering Queer leadership, organizations can build cultures of resilience, innovation, and equity that benefit everyone.
To Queer individuals aspiring to leadership: Your voice and perspective matter. To allies and organizations: Invest in Queer leadership not just because it’s right, but because it’s essential for progress.
Let’s work together to ensure that leadership truly represents the diversity of the world we live in. The future is inclusive, and it’s ours to create.
Sincerely,
Queers
Queer For Hire provides fundraising support and LGBTQIA+ diversity training for nonprofits, professionals, and corporations.
Learn about our Fundraising Services <here> – we’ll lead or support your fundraising efforts, whether you need general support or want to focus on raising money from and for the LGBTQIA+ community.
Learn about our Fundraising Trainings <here> – we can coach your board, staff, and fundraising team on how to fundraise and how to engage LGBTQIA+ donors.
Learn about our other services <here> or our resources <here>.
