More queer business leaders, please
The demand for inclusive workplaces echoes louder than ever in today’s landscape, even with the attacks on DE&I efforts. To truly champion diversity and power through the negative blowback, we need more queer leaders at the helm. Their presence isn’t just desirable—it’s essential for ushering in a new era of authenticity, innovation, and equality in business.
The value of queer business leaders
In the realm of business, advocating for queer diversity and inclusion (QD&I) simply for the sake of it falls short. After all, businesses exist primarily to turn a profit. While many strive to be pillars of their communities and enhance the lives of their stakeholders, sustainability hinges on financial viability. If profitable enterprises falter, their altruistic endeavors and community impact cease.
However, the significance of QD&I extends beyond moral obligation. The Harvard Business Review highlighted its prominence by featuring it on the prestigious Davos World Economic Forum agenda in February 2016. This acknowledgment underscores the growing recognition of QD&I’s market value. Numerous studies corroborate its positive impact, reflecting an increasing tide of support:
- queer-friendly businesses attract the best overall talent
- queer-friendly businesses win the loyalty of discerning consumers
- queer-friendly businesses win the loyalty of discerning consumers
- queer-friendly employers attract top queer talent that helps them better target a demographic with $3.7 trillion in global disposable income
To bolster the business case for queer diversity and inclusion (QD&I), recent findings from the Economist Intelligence Unit (EIU) shed light on its tangible benefits. Released alongside the second annual global Pride & Prejudice Summit: Business as a Catalyst for Change, the EIU survey highlighted a Credit Suisse study revealing that companies embracing queer-friendly policies outperformed the market average in stock performance.
Michael Gold, editor at The Economist Intelligence Unit, underscored these findings: “Our research indicates that executives in companies with openly LGBT advocates exhibit a greater inclination to invest in initiatives that amplify the visibility of LGBT individuals within the organization. Merely publicly acknowledging one’s LGBT identity can significantly influence others within the company.”
Moreover, the EIU Pride & Prejudice Survey revealed a compelling trend: while a growing number of employees recognize the necessity for businesses to cultivate a queer-friendly environment, a notable percentage remain uncertain about leadership in QD&I initiatives. Specifically, 40% of junior employees and 16% of senior executives admitted uncertainty regarding who would spearhead QD&I efforts within their companies.
Step out and step up to become queer business leaders
Amidst the tumult of populist waves sweeping across the West, the queer community, particularly in the U.S., has forged remarkable strides. Yet, with progress comes an amplified call to action.
In 1978, Harvey Milk implored, “Gay brothers and sisters, you must come out.” Today, the imperative extends beyond personal disclosure to encompass our roles as vital contributors and leaders within broader society and industry.
Media and cultural narratives often confine us to narrow roles, impacting perceptions of the potential return on investment (ROI) in queer-friendly initiatives. The EIU’s Pride & Prejudice survey revealed a concerning statistic: only 37% of millennials perceive such policies as beneficial, echoed by a mere 29% of professionals at large.
Yet, we defy stereotypes. We encompass a rich tapestry of professions—from doctors and lawyers to scientists and entrepreneurs, teachers to artists, mathematicians to politicians.
Rather than awaiting broader acceptance in corporate echelons, it’s time for proactive engagement. Let’s ascend to leadership roles and champion queer diversity and inclusion (QD&I) ourselves. Rather than waiting for others to take the lead, let’s amplify our voices through platforms like gay blogs and podcast that talk about something other than the 3Ps (penis, politics and pop culture), reshaping narratives and driving change from within.
How do we make more queer business leaders?
looking and feeling fabulous to embody greatness, we break free from the constraints of yesterday’s experiences and shatter today’s limiting beliefs. Our diverse contributions to various industries position us as participants and leaders.
Three compelling reasons compel us to seize control of our destiny. Firstly, the slow, meandering path to progress fails to serve the urgent needs of many among us. Secondly, allowing others to define the contours of queer diversity and inclusion (QD&I) risks outcomes that may not align with our vision. It’s incumbent upon us to shape the narrative and set the agenda. Thirdly, to transcend society’s narrow perceptions of us, we must demonstrate our multifaceted identities, showcasing our talents, skills, and leadership beyond mere sexual orientation and gender identity.
Leadership extends far beyond marches and protests. It encompasses driving ROI, fostering innovation, and challenging norms—both in business and society. Our allies have extended a helping hand to the United States, but now it’s our turn to seize the reins. It’s our moment, our responsibility, to demonstrate through our queer leadership that we are not just participants but integral pillars of our industries.
While some wait for leaders to spearhead QD&I efforts, it’s time for us in the queer community to step into those roles ourselves. Take action today and begin leading toward a more inclusive and equitable future.