For a long time, I believed my queer identity belonged outside of work. It felt like something personal, something to keep separate from my professional world. At the time, I thought I had to show up in a certain way to be taken seriously at work.
As my career progressed, I began to realise that hiding parts of myself was limiting not only my sense of belonging, but also my ability to lead with authenticity. The turning point came when I started connecting more deeply with who I am, and recognising that the foundation of strong leadership is genuine, human connection.
When I came out in 2007, I didn’t yet have the language that truly reflected how I felt. I tried on labels that never quite fit, because the choices felt limited. It took time to discover that identifying as queer or pansexual gave me the space to feel seen on my own terms. These identities allowed room for fluidity and growth and embracing them became part of my own leadership evolution.
I’ve learned that connection begins with self-awareness. The more I understood myself, the more I could show up for others. That’s when leadership started to feel real. No longer about ticking boxes or playing a role. It’s more about presence, honesty and care. But through it all, one thing has guided me: understanding my role through connection.
- Connection to myself - because I lead best when I’m grounded in who I really am.
- Connection to others - because leadership is never a solo act.
- And connection as a philosophy - because building inclusive, high-performing teams starts with truly seeing the people in them.
At Thomas, connection is at the core of what we do. We help individuals and teams understand themselves and each other, so they can work together more effectively. For me, that work is deeply personal. When people feel seen, safe and connected, they perform better, stay longer and grow together.
Part of my journey at Thomas included co-founding the Thomas Rainbow Alliance. What started as a Pride initiative quickly became something bigger: a space where people could be open, ask questions, and feel supported in being themselves. Creating that space made me feel more connected to my colleagues, and more confident in myself.
But being a visible queer leader can come with pressure. I’m straight-passing, which means I often have to clarify my identity or correct assumptions. There are moments when I feel the weight of representing something bigger than just me. I want to be the role model I didn’t have early in my career, but I’ve also learned the importance of looking after my own wellbeing. Being visible and vocal matters, but so does doing that in a way that is sustainable for me.
This is where allyship makes all the difference. The support of colleagues who step in, speak up, and stand beside me has made my experience so much more balanced. Inclusion isn’t the responsibility of LGBTQIA+ people alone, it’s something we all co-create. And when we share that responsibility, we create stronger, more connected workplaces.
I now believe that connection isn’t just a value. It’s a leadership strategy. When you’re connected to yourself, you can lead with clarity and confidence. When you’re connected to others, you build trust and resilience. And when your teams are connected to a shared purpose, that’s when real impact happens.
This Pride Month, I’m celebrating the power of showing up fully. I’m proud of the work we’re doing to build a culture where everyone feels they belong - not just in name, but in experience.
Because when we lead from who we truly are, we create space for others to do the same. And that’s how we build workplaces where people can truly thrive.
