50 Ally Executives 2019
Banco J.P. Morgan S.A.
As CEO of one of the most respected US banks in Brazil, and the first one to be granted the seal ‘Empresa Amiga da Diversidade’ (Diversity Friendly Company), José is aware of the influence he can have. He leads by example as the Executive Sponsor of J.P. Morgan’s LGBT+ network since its inception 6 years ago. J.P. Morgan was the first bank in Brazil to launch an LGBT+ network, and José participates in the majority of their activities and sponsors a number of projects to increase diversity in the workplace. José has spoken annually at the Out & Equal Forum Brazil since 2016, and was the first non-US C level executive to deliver a plenary at the 2017 Out & Equal Workplace Summit in Philadelphia. José also championed a public statement that called on all of Brazil’s presidential candidates to come out in support of LGBT+ inclusion, resulting in signatures from 35 companies and NGO’s employing more than 110,000 people in Brazil. José has supported both Itaú, the largest bank in Latin America, and B3, the Brazilian Exchange, with the launch of their LGBT+ networks. These actions leveraged the creation of an LGBT+ Financial Markets Group, co-founded by J.P Morgan and championed by José, which comprises 12 leading financial institutions.
Chief Executive Officer, Asia Pacific
Hikaru has been Executive Sponsor of Société Générale Asia Pacific’s LGBT+ Diversity Committee since its creation in 2015, providing advice and support for the bank’s LGBT+ inclusion initiatives both internally and externally. Hikaru has promoted Société Générale as an inclusive organisation, actively participating at events including the annual Pink Dot event and Queer Straight Alliance’s student recruitment conference. Under Hikaru’s leadership, Société Générale has publically expressed support for LGBT+ non-discrimination in Hong Kong, as well as for the landmark QT legal case. Hikaru has spearheaded the implementation of changes and improvements to Société Générale’s HR and benefits policies, procurement practices and facilities in Hong Kong to ensure an LGBT+ inclusive environment for all employees. Outside of work, Hikaru has spoken at an HK Interbank LGBT+ meeting, been a panellist at the 2017 Out Leadership Asia Summit and delivered an acceptance speech at the Community Business awards ceremony when collecting an LGBT+ Inclusion Index Gold Standard.
Chief Marketing Officer
Elizabeth has worked hard to actively drive and support D&I efforts at American Express, championing Pride campaigns in support of marriage equality and the celebration of the 50th anniversary of the Stonewall Uprising. Elizabeth has also worked on the development of an LGBT+ Leadership Academy, empowering the next generation of LGBT+ non-profit leaders working in the community. Outside of work, Elizabeth is a member of the ANA CMO Growth Council working on closing modern marketing’s talent gap, and partnered with Verizon to help expand their Ad Fellows program, supporting fellows with mentoring and training. Elizabeth has recently become a member of AdWeek’s inaugural Diversity & Inclusion Council, working alongside other leading industry executives to fuel diversity and inclusion in the marketing industry, fostering an inclusive environment that empowers collaboration and innovation. Elizabeth has won numerous industry awards including Ad Age’s 2019 U.S. Women to Watch, Brand Innovators 2019 Top 100 Women in Brand Marketing list and The Holmes Report’s 2019 Influence 100 list.
Chairman and Senior Managing Director, Accenture in India
Rekha M Menon is a champion of diversity and inclusion, and recognizes the critical role played by organizations in promoting equality for all. In her capacity as Chairman and Senior Managing Director at Accenture in India, Rekha uses her networks to promote LGBT+ inclusion and advocacy within the firm, and also externally within Accenture’s client and partner networks. Accenture boasts several industry leading LGBT+ benefits enabling all of its 170,000+ employees in India to bring their authentic selves to work. These include medical cover for LGBT+ partners, gender-neutral washrooms in all facilities, a self-ID system, a strong ally program, and an inclusive internship program specifically targeted at trans employees. She actively engages and supports other firms with coaching and ideas to help shape their inclusion policies and programs, and also engages with external LGBT+ networks to strengthen their efforts. Rekha has received numerous accolades, including places on Fortune’s list of Most Powerful Women in India, and Business Today’s Most Powerful Women in Business in India.
Peter is a leading force behind Bloomberg’s diversity and inclusion efforts, believing firmly that everyone deserves respect and fair treatment, and that employees should feel comfortable being their authentic selves at work. It is a top priority of his that the company continues to build diversity and inclusion into its businesses, taking a proactive and thoughtful approach towards comprehensive inclusion. He advocates vocally for the importance and value of a diverse work environment and holds his business leaders accountable by regularly reviewing each group’s diversity business plans and achievements. Peter’s commitment to equality is unwavering as he believes that senior leaders need to be the catalyst for change. He leads D&I Town Halls for employees, and mentors a new cohort each year of 12 individuals across multiple strands of diversity. Under Peter’s leadership, Bloomberg has launched a Pride podcast series, and seen an increase of nearly 27% in the membership of its LGBT+ and ally community, BPROUD, over the past year. Bloomberg has been named one of the Best Places to Work for LGBTQ Equality, receiving a perfect score of 100 on the Human Rights Campaign Foundation’s Corporate Equality Index all three years. Peter is a vocal advocate for equality outside of Bloomberg as well, serving as the Founding Chairman of the U.S. 30% Club, comprised of Chair and CEO members committed to improving gender balance at all levels of organizations. Additionally, Peter served on the Out Leadership Global Advisory Board from 2013-2018, providing strategic advice on global initiatives focused on making LGBT+ equality a priority in global C-Suites.
General Counsel & Head of Legal, Compliance & Controls, Asia
As Executive Sponsor for the Women’s Network and LGBT+ Network at Nomura, Wanda has leveraged her position to lead improvements to diversity and inclusion and policies across the Asia region. She has used learnings from the women’s network and her position of influence to strategically position Nomura’s LGBT+ network to increase internal visibility, support and outreach. Wanda has recruited new network leaders to reinvigorate the group, diversify representation and grow the membership. Wanda is delivering internal policy changes to better address LGBT+ rights and concerns at work, launching news trans guidelines, amending the harassment and discrimination policies and making D&I training mandatory. Her success won her a Community Business 2018 LGBT+ Executive Sponsor Award, and took Nomura through as a finalist in the 2018 Community Business LGBT+ network award. Wanda also helped Nomura to receive a Community Business LGBT+ Inclusion Index Gold Standard 3 years running. Outside of work, Wanda has spoken on panels for Community Business and The Economist Pride & Prejudice conference, co-hosted Singapore interbank Diversity Movie Night, sat on a Community Business judging panel and led Nomura’s LGBT+ network in the 2018 Hong Kong Pride Parade.
Alongside other senior leaders within Aon, Greg is a firm believer in setting the tone from the top and as such, regularly shares the message within and outside the firm that diversity and inclusion is a powerful force and key business imperative. Greg takes personal responsibility for leading Aon’s 50,000 staff globally, and is committed to shaping a culture and environment where each and every person feels they can be their authentic self in the workplace. Greg has overseen Aon’s sponsorship of vital research and supported initiatives such as the UN LGBTI Standards of Conduct for Business, Out & Equal Workplace Advocates and Dive In – the Festival for Diversity and Inclusion in Insurance. Aon also sponsors Team Pride, the consortium of firms that drive the Rainbow Laces LGBT+ equality in sport campaign. Greg also helped found LINK, a professional network for the LGBT+ community working in insurance in the UK. As a founder, he helped recruit members, donated resources and was the keynote speaker at LINK’s first event. In addition to numerous accolades for Aon at a company level, Greg was listed in Harvard Business Review’s ‘The Best Performing CEOs in the World 2018’
Director and Chief Executive Officer
Jean-Laurent considers that creating a respectful environment for all employees, including the LGBT community, is a fundamental component of any successful organisation. His activities have included updating the BNP Paribas Code of Conduct so that it refers to all criteria of non-discrimination, including sexual orientation and gender identity. He made this a mandatory training session for all employees globally. BNP Paribas Diversity policies have been also reaffirmed in the agreement signed with UNI Global Union related to fundamental rights at work and the establishment of a global social framework. BNP Paribas was a top sponsor for the 2018 Gay Games in Paris. BNP Paribas participated with the largest delegation of over 230 participants from 15 countries. During IDAHOBT, Jean-Laurent also played a strong and centralised role in ensuring BNP Paribas reiterated its determination to combat discrimination in all forms against LGBT+ people. He signed the L’Autre Cercle commitment charter setting out best practice for combating discrimination based on sexual orientation or gender identity. Jean-Laurent Bonnafé was nominated in 2019 in the Top 20 Ally Executives “Autre Cercle” list in France. He led the initiative for BNP Paribas to be a founding signatories of the United Nations LGBT Charter, and played a central role in ensuring that BNP Paribas were a member of the Out&Equal Workplace Advocacy Group.
Chief Marketing Officer
John is the proud Executive Sponsor of Audible Pride, and works closely with the network to promote respect and goodwill for Audible’s LGBT+ employees, improving engagement with them and making Audible a great place to work. In 2019 Audible Pride participated in Pride events globally, marching in parades and curating and elevating the visibility of LGBT+ titles and authors across their platform. John played a pivotal role in this expanded activation of Pride Month, preparing a history of Newark’s LGBT+ community and partnering with Rutgers University to host a prominent guest speaker. John is also working with the Pride team to partner with business functions across Audible to inform and support initiatives that align with the firm’s strategic direction, build allyship and improve recruitment, engagement and retention efforts. Outside of work, John has supported the Pride Center of New Jersey Youth Drop-in Programme.
EVP & General Counsel
Hyatt Hotels & Resorts
In her role as Executive Co-Sponsor of HyPride, Hyatt’s LGBT+ network, Margaret is a strong voice within the organisation supporting diversity and inclusion. She has had the opportunity to represent the interests of her colleagues at executive level, helping to foster a culture that encourages all of them to be their authentic selves every day. She has also sponsored the Hyatt Legal Department’s participation in the London Legal Insight Programme, which allowed a group of LGBT+ students to intern with various in-house law departments, showing them how their authenticity can be a strength and need not hold back a fulfilling career. Outside of work, Margaret is on the board of a not-for-profit that supports women experiencing homelessness, many of whom are trans. Margaret is proud to support this ‘no judgement’ organisation, ensuring that all women are treated with respect and dignity.
King & Spalding International LLP
Jules is an active and visible champion of diversity and inclusion who has worked hard to make the workplace more diverse across the board. She challenges gender bias in the recruitment process, and is the only non-US member of King & Spalding’s diversity committee, where she has been central to helping diverse talent flourish and mature. Jules has been a champion of the Pride network at K&S, personally sponsoring and underwriting the London office’s first ever Pride reception and client dinner in 2019. Jules is a an advocate of diversity at an intersectional level, supporting female colleagues on issues around flexible working and maternity leave, and mentoring two senior LGBT+ lawyers, for which she was awarded the firm’s Mentoring Award this year. She organised the first ever diversity and bias training for London partners, and initiated compulsory anti-harassment seminars for the office; an initiative which is now being rolled out globally. Externally, Jules has helped draft the Diversity Charter for a global technology company’s legal team and regularly discusses LGBT+ inclusion matters with clients. She also provided pro bono support on the creation of PARAPRIDE, and served as a founding board member of the P3 network. Jules is one of the most prominent lawyers in her field, named in the global Best Lawyers 2019 guide, and ranked Band 2 in Chambers Global.
EVP, Performance Formulations & President Americas
Larry Ryan has a commitment to be the most vocal and public ally he can be, creating a more inclusive world for all. He realises that allies and advocates can provide support and foster cultural change. Throughout his tenure at Dow, Larry was an active member of GLAD, Dow’s LGBT+ and ally resource group. Under his leadership, the network has grown significantly, boasting over 4,000 members at 186 Dow sites globally. Larry has played an instrumental role in this expansion, launching chapters in Tel Aviv, Shanghai and Mumbai. Larry served on the Dow President’s Inclusion Council, driving Dow’s global inclusion and diversity strategy. He was also a panellist at SOAR, Dow’s fist ever immersive inclusion summit for employees, customers, community members and staff. Larry regularly hosts events and serves as spokesperson on LGBT+-related topics globally. Additionally, he has spoken out publicly against Texas Senate Bill 6, the Privacy Protection Act. Larry has been on the PFLAG Board of Directors since 2016, helping provide scholarships for LGBT+ and ally students, and represented Dow at the Mexico City launch of Human Rights Campaign’s Corporate Equality Index there. Recently, he was one of six global leaders on a HRC panel on the business case for diversity and inclusion. As he transitions to a new role at Nouryon, Larry plans to bring his powerful, inclusion-focused leadership to his new company.
Sanjeev is Managing Director, Global Banking and Financial Markets at IBM. He has worked in Financial and Information Services industries for over 23 years at Global firms including IBM, Citigroup, Standard Chartered Bank, and Thomson Reuters. Sanjeev has lead large, diverse teams and P&Ls of upto USD 2 Bn, and has a track record of building, transforming and managing businesses to success. Most recently, Sanjeev was Managing Director, Region Head, Asia Pacific and Japan, and chairperson of Global Operating Leadership Team for Thomson Reuters’ Financial & Risk business. Sanjeev chaired the Corporate Responsibility & Inclusion Asia Council for the firm and embedded inclusion as a business imperative, recognising that business needs to represent the needs of its diverse customers. He personally advocated for and implemented policy changes across Asia, including 100% diverse candidate slates in recruitment process. Sanjeev curated an interactive exhibit on inclusion at his Annual Sales Team Meeting for over 800 frontline employees in APAC, and sponsored panel discussions on Diversity & Inclusion at Pan-Asia Regulatory Summits. Sanjeev has partnered with OutLeadership, Community Business, The Women’s Foundation, and Stonewall, supporting their efforts to drive inclusion in Asia. He has regularly spoken at the OutLeadership Asia CEO Summit and was a sponsor of the Stonewall Global Workplace Briefings in Hong Kong, the first of its kind outside of UK. He has also spoken on diversity at World Economic Forum’s Summer Davos in China. In 2018, Sanjeev and Thomson Reuters team’s efforts earned them Community Business LGBT+ Best Newcomer Award.
CEO, Channel Islands and Isle of Man
Sue leads by example, placing diversity and inclusion firmly on the business agenda with her senior leadership team. In all staff communications she emphasises that it is a core value within HSBC, and she encourages storytelling so that staff can share their experiences – good or bad – to help others understand the issues faced by those facing discrimination. Sue is Executive Sponsor of HSBC’s D+I Allies group which has seven strands, one of which is PRIDE. This year, Sue endorsed and attended a new LGBT+ and Ally training programme to help build a large ally community within the workplace who are ready to challenge stereotypes and provide visible support. She also supported Channel Islands Pride, attending the parade and adorning HSBC’s flagship building in Jersey with Pride decorations, as well as several internal activities as a visible celebration of diversity, difference and unity. Externally, Sue has partnered with The Diversity Network, a Jersey organisation committed to breaking down barriers and spreading inclusion messages within the community. She has provided practical support to their committee and gave a keynote speech on inclusive leadership at one of their events. Sue also supported the sponsorship of a new category in the Pride of Jersey Awards, celebrating Diversity and Inclusion Champion of the year. In putting HSBC’s weight behind this category, Sue has achieved widespread awareness and acceptance of LGBT+ issues.
FBN Bank (UK) Limited
Lesley has been a voracious champion of D&I throughout her career. In her previous role at Lloyds Banking Group, she supported all strands of diversity by fostering a positive culture where people’s different backgrounds, views and values are given appropriate respect at work. She led the hugely successful Breakthrough Mentoring programme to promote and retain female talent – the success of which she then used to raise the profile of other diversity initiatives including, the Rainbow Network. Lesley sits on the board of EurOut at London Business School and is a regular keynote speaker on LGBT+ issues. She is the Founder and CEO of Through the Looking Glass Charity (which provides less affluent students with rare insight into City professions) and Founder and President of The Eagle Club (which helps women in leadership positions to realise their potential and build strong support structures). Lesley has won numerous awards including the Power of Women in Leadership 2019 and Chambers’ Europe Outstanding Achievement to Diversity 2015. She was previously featured in the Guardian as one of 10 women changing the face of the City. In her new senior leadership role at FBN Bank, Lesley is committed to promoting a good culture of equality and meritocracy across the organisation. She uses her influence as General Counsel to help shift cultures in the legal and consultancy firms that she works with and, while Lesley has witnessed change for the better in the legal profession, she is also aware of how much remains to be done.
Partner, Head of Healthcare
Aisling has shown a deep commitment to LGBT+ inclusion both inside and outside of the workplace. Aisling is a Partner and Head of Healthcare with Eversheds Sutherland. She is a member of Eversheds Sutherland’s Diversity & Inclusion Firm SteerCo, as well as a prominent member of Perspective, the firm’s internal LGBT+ network. Aisling has led ‘stand up, show up, speak up’ initiatives through Pride week, encouraging the sharing of information and support and has openly shared her own personal story – being parent to a trans child – and therefore her motivations for being an ally. Alongside OUTstanding and TENI, Aisling has led training and lunch and learn sessions for staff at Eversheds Sutherland with a focus on “Inclusive leadership”. She has also contributed to the Mental Health Reform Consultation Group, the Gender Recognition Act Review Group and been a TENI parent representative at an LGBT+ Adult Strategy Consultation and Review Group with the Departments of Health and Justice. She has supported TENI as a spokesperson in both radio and print media. Aisling received global ally leadership kudos following the publication of her opinion piece ‘Parent on Transgender Journey’ printed in the Irish Independent and quoted regularly across Ireland, England, Scotland and Wales. Aisling discussed her role as an ally for the recent heroes segment on the involve website. Aisling recently participated in OUTlaw’s, Back to School Event.
Chief Marketing Officer
In her tenth year as Executive Sponsor of State Street Global Pride and Friends, Hannah has been instrumental in growing the firm’s LGBT+ and ally network beyond the US, establishing 19 chapters globally. State Street boasts 1200 registered allies openly showing their support for LGBT+ colleagues, something assisted by Hannah’s support of the launch of the Global Ally Initiative. Hannah has also lent her support to initiatives focused on attracting, engaging, developing and retaining diverse talent. Hannah has championed the introduction of fertility benefits for same-sex couples, promoted diversity and inclusion through external media and met with Pride chapters in Ireland, the UK and Luxembourg, helping drive greater visibility for State Street’s support of the LGBT+ community. Hannah speaks regularly in support of the LGBT+ community both at internal State Street events as well as in public forums. She was also instrumental in State Street joining the Massachusetts LGBT+ Chamber of Commerce 2018 as a Corporate Founding Sponsor, and is a key advocate for State Street’s engagement with numerous LGBT+ organisations.
Chief People Officer
As Executive Sponsor and ally for Mpride – Metro Bank’s LGBT+ network, Danny supports the organisation’s extensive LGBT+ inclusion efforts. Danny is proud to be able to use her position of influence to create an environment at Metro Bank where all colleagues feel included. Mpride runs a number of events to enable colleagues to be their best selves at work, and forms part of a committee covering wider inclusion and intersectionality. As an inclusive employer, Metro Bank has signed the Armed Forces Covenant and Social Mobility Pledge, and is also a Stonewall Diversity Champion. Metro Bank has participated in a number of regional Prides, and flies the Pride flag in store windows in support. Danny has supported Metro Bank’s inclusive policies, including the mention of inclusion within all job ads, non-gendered parental leave and non-binary gender identification options for customers. Additionally, Danny has spoken at panel events on LGBT+ inclusion topics, mentored several LGBT+ mentees and is a regular face at LGBT+ and ally networking events.
Global Director of Supply Chain & CEO of the Vodafone Procurement Company
As Global LGBT+ Executive Sponsor at Vodafone, Ninian sees his position as a great opportunity to drive change within and beyond Vodafone. He is a passionate believer in Inclusion for All, and takes every opportunity to engage the Group CEO and other members of the Executive Team on LGBT+ topics. Ninian has co-sponsored and participated in a reverse mentoring programme, whereby LGBT+ leaders from around the world provided coaching and skills to Executive Sponsors and other senior leaders on LGBT+ inclusion. Ninian also participated in the launch of Vodafone’s Partners with Pride programme with the UN. This programme brought together over 30 companies and 56 senior leaders representing 3 million employees worldwide, creating an ecosystem of partners to share knowledge and best practice for overcoming common challenges. He has also hosted a virtual LGBT+ network lunch webinar, and shared a video message publically opposing the new penal code in Brunei against people from the LGBT+ community. Outside of Vodafone, Ninian has developed his knowledge and understanding through sessions with Stonewall, engaged with Senior UN Advisor Charles Radcliffe on the role of UN Business Standards, as well as held conversations with the Prime Minister of Luxembourg and trans cyclist Philippa York on the subject of ‘Don’t be afraid to be different’.
EVP Global Customer Delivery
In her role as LGBT+ Ally, Jennifer focuses her effort in two areas: visible advocacy and career coaching. She leverages her visibility at Mastercard to be a very public supporter of LGBT+ employees, marching with colleagues at the New York and London Pride parades, and using internal communications and social media to show her advocacy. This year, Jennifer funded an internal competition for 2 free trips to World Pride for employees living in other countries. Not only did the winners get to march in the parade with their Mastercard colleagues, they are also now receiving coaching from Jennifer to support their development and empowerment. In addition to extensive mentoring and coaching responsibilities, Jennifer provides support to Mastercard’s UK Pride team in their evaluation of HR policies and documentation for LGBT+ components, including assessing the business against the Stonewall Index. Outside of Mastercard, Jennifer is on the Board of Directors of the American Red Cross in Greater New York, and has been an active member of London’s House of St Barnabas since its inception. Jennifer believes in making the world around her more equitable, tolerant and joyful.
Latham & Watkins
Veronica has worked at Latham & Watkins since graduating from Harvard Law School. From her early days as a junior associate, alongside several colleagues, she identified a need for a forum to share different perspectives and strengthen the firm’s culture of inclusion. They founded the Latham NY Office Multicultural Promotion & Attainment Coalition (MPAC) to support the recruitment, retention and promotion of diverse attorneys – including those from the LGBT+ community. MPAC has grown in size and impact over the years, and Veronica is still involved as a partner mentor to the LGBT+ lawyers group, a member of the firm’s Diversity Leadership Committee, and partner mentor to many other minority group networks. Outside of Latham & Watkins, Veronica participates in networking events for LeGaL (LGBT+ Bar NY), fundraisers for The Center and supports diversity-led NYC theatre productions. Veronica has a strong desire to level the playing field for minority groups, and feels that she has a role to play in effecting positive change for others.
Group Managing Director
Building on recent success and growth of the organisation’s Pride Network, Richard continues to ensure that Manchester United remains a welcoming and inclusive environment for all individuals, regardless of their protected characteristics. Throughout 2019, Richard has empowered the Network’s Executive Sponsor to promote LGBT+ inclusion across the business, beginning with HR recruitment practices, and resulting in a gender neutral candidate journey. Richard has worked with the Pride Network to develop Manchester United’s first LGBT+ supporters group, the Rainbow Devils, hosting a launch event at Old Trafford. Through Richard’s efforts, Manchester United has received the Premier League Equality Standard Advanced level, and is the first, and only professional sports club to be part of Stonewall’s TeamPride consortium. Richard provides advice and guidance to Stonewall to help develop their influence across the industry, and he and his team has advised club partners on how to develop their own work in this area. Richard has increased Manchester United’s association with equality through their #allredallequal campaign, and has worked with the media and external organisations The LGBT Foundation, Kick it Out and Level Playing Field. Richard recognises that he is in a unique position to directly influence the club’s approach on equality, and is passionate about ensuring their workplace is as inclusive as possible.
International Head of Human Capital Management
As International Head of Human Capital Management and a GSI Board Director, Sally has driven efforts to incorporate expansive and innovative thinking on global LGBT+ workplace issues across all aspects of the employee experience, including: LGBT+ inclusive policies and benefits, LGBT+ specific recruitment events and mandatory training on sexual orientation and gender identity. For the past seven years, Sally has co-sponsored the LGBT+ networks in Europe, Middle East and Africa. During her tenure, the networks have grown, and members have praised its positive impact and visible leadership. Sally has engaged and supported senior MD advocates via our Managing Director Ally Programme, which has facilitated reverse mentoring and been instrumental in creating a more LGBT+ inclusive environment. Sally also sits on the firm’s Global Diversity Committee and co-chairs the EMEA Diversity Committee – these leadership teams are pivotal to maintaining a diversity focus across the business. Sally frequently hosts internal and external events exploring LGBT+ relevant topics, and supports partner organisations, clients and cross-industry forums in their LGBT+ inclusion efforts.
Chief Marketing Officer
Pete has a strong belief in making TSB as welcoming and inclusive a place as possible for LGBT+ people. He believes that diversity should be celebrated for both TSB Partners and the communities they serve. He has led the rollout of rainbow lanyards for all staff at onboarding, the rewriting of the TSB trans guide, increased diversity within marketing campaigns and the option of Mx in addition to binary gendered titles for customers. Under Pete’s leadership, TSB’s LGBT+ network has increased five-fold, alongside an increase in LGBT+ partner engagement. Pete has taken his allyship beyond TSB, leading inclusion discussions with external organisations, participating in Schroeder’s LGBT+ society senior management breakfast meeting, and mentoring people from diverse backgrounds. Pete has focused on normalising LGBT+ relationships in TSB’s external communications and ensures that LGBT+ characters feature prominently in TSB’s suite of illustrations. Pete has won numerous awards including Top 10 LGBT+ Corporate Ally at the British LGBT+ awards, and Winner of the Campaign Media Awards 2019 for Banks and Financial Services Category with Guardian Labs, which featured a same-sex couple.
Chief People Officer
Neta has initiated a number of cross-company initiatives and regularly advocates for LGBT+ rights in the workplace to ensure an inclusive welcoming environment which thrives on diversity. Initiatives launched include contributions towards surrogacy costs for employees, contributions to carefully selected LGBT+ non-profits, and office-wide Pride week celebrations. Neta also ensures Natural Intelligence’s commitment to the Israel Diversity Standard, a statement of principles that aims to harness corporate Israel’s dedication to LGBT+ in the workplace. This commitment is also discussed, referenced and celebrated in all employee onboarding materials. Outside of Natural Intelligence, Neta coaches LGBT+ tech professionals through LGBT+ tech, and partners with Ma’avarim, a trans-focused charity, supporting them with job search and work placements. Natural Intelligence also hosted the first LGBT+ Hackathon in their office in 2018, and held a meetup for HR professionals discussing the LGBT+ community in the workforce. Natural Intelligence has become a pioneer advocate for LGBT+ rights in Israel, and Neta’s role here has allowed her to leverage her position for the greater good.
Chief Executive, Centrica Consumer
Sarwjit has been passionate about diversity and inclusion from an early age – firmly believing that everyone deserves a voice. As Chief Executive he is committed to ensuring that every single Centrica employee – more than 23,000 – feels included. Sarwjit is a leading figure for LGBT+ inclusion activity within Centrica, engaging with Spectrum, the firm’s LGBT+ network to listen to people’s stories and take concrete steps to make a difference. Sarwjit uses internal communications to demonstrate his allyship to the LGBT+ community, has championed Unconscious Training within the firm and is a leading advocate for the ‘Count Me In’ campaign which encourages colleagues to feel comfortable registering personal information about themselves. He has also made a public commitment to cultural change within Centrica for trans people, through the publication of the Transitioning at Work guide. Sarwjit is also on the board of Ignite LLP, an impact fund investing in social enterprises in the UK that deliver commercial and social outcomes.
Hitachi Rail Ltd
Rory is currently involved with OUTstanding, to raise Hitachi Rail’s visibility as a welcoming and inclusive organisation for all employees. His aspiration is that Hitachi Rail can stand on the stage with other multinational corporations and clearly demonstrate its progress and commitment to this goal. He is an active mentor to LGBT+ talent, ensuring mentees learn to support each other after formal programmes have run their course and externally, Rory is a visible, positive, role model and advocate for inclusive and diverse thinking, as well as inclusive and diverse teams.
Vice President Disneyland Paris Event Group
Launching the very first official Pride event at a Disney park was one of Gustavo’s proudest moments in his 19-year career with Disney. The event, which has already been announced to return to Disneyland Paris in 2020, was a huge success, and was the result of a close partnership between Diversity & Inclusion teams in France, the UK and the US and local NGOs. Disney Pridewas more than just a one-night celebration. It also included a Cast Member conference with local and international speakers, covering various LGBT+ themes. The event was promoted across Europe and received global media coverage, reaching 2 million people via social media alone. Gustavo was especially touched to see Disney, the world’s most respected family entertainment company, launch such a special event with significance to so many people of different ages. Gustavo shared his own pride in the event via his personal and professional social media channels, demonstrating his proud allyship, and commitment to LGBT+ inclusion.
Chief Risk Officer
HSBC Bank Argentina
Moizes has supported LGBT+ inclusion efforts during his 11 year tenure at HSBC, and since 2018 has been the Executive Sponsor of Pride, HSBC’s LGBT+ network. He is dedicated to supporting HSBC’s diversity strategy and has hosted and supported numerous inclusion workshops. He is an active promoter of the global ally programme and has seen the enrolment of more than 200 allies at HSBC Argentina. Moizes recognises the importance fostering an inclusive culture where employees feel supported rather than marginalised, and knows that those who feel comfortable being themselves at work will be happier and perform better. Moizes has taken his inclusion efforts beyond HSBC, as one of 14 leaders who collaborated to launch the Pride Connection Network in Argentina in 2018. This network of companies seeks to create a world where workplaces are always inclusive and LGBT+ people can always be themselves. In addition, he works as a role model for the National Diversity and Inclusion Office, and uses his social media presence to share LGBT+ related news and opinion pieces.
Chris Grigg realises the importance of all of his employees feeling able to bring their whole selves to work, and works hard to create an environment that is safe, fair and inclusive. Four years ago, he sponsored the establishment of the BL Pride Alliance, an LGBT+ network for British Land. Over that time, it has grown to over 200 members and had significant impact internally and as an example to the wider property industry. Under Chris’s sponsorship, BL Pride Alliance has amended HR policies to ensure that the language is non-binary and parental leave is non-gendered.; established a toolkit to support those transitioning at work; introduced gender non-binary facilities at the British Land head office and promoted LGBT+ inclusion internally via events, presentations, Pride celebrations and visible role modelling of LGBT+ employees. Chris recognises that diversity was a subject often left un-addressed by the property industry, and is proud that his actions have been part of “shifting that dial”. He has written numerous blogs and articles in support of LGBT+ inclusion, participated in industry panels on this topic and has signed up to a ‘CEO Commitments to Diversity’ within the property industry. Chris believes in supporting the communities where British Land operates its assets and as such has a sponsorship agreement with the Albert Kennedy Trust, a partnership with Just Like Us and works with the Regents Place Pride Forum.
Ernst & Young LLP
An International Tax Partner at Ernst & Young LLP, Enrique is an active member of the EY National Tax Inclusiveness Steering Committee, and the Steering Committee for Unity, the EY LGBT+ professional network. Through these roles, Enrique has worked in teams to shape the organization’s relationship with The Trevor Project, to increase EY support of LGBT+ youths. Outside of his committee commitments, Enrique is a vocal advocate and supporter of LGBT+ professionals and EY families with LGBT+ members. He has participated in panel discussions on trans-related topics, and he has used his Mexican heritage to expand Unity’s membership in several Latin American countries. Outside the EY organization, Enrique works with Gender Spectrum, a California-based organization supporting LGBT+ children and teens. He is also a member of the Advisory Council of the Gender and Family Project of the Ackerman Institute in New York City, which provides gender-affirmative services, training and research and promotes gender inclusivity as a form of social justice. Enrique has introduced Spanish-speaking initiatives to help expand both of these organizations’ reach. In his home town of Mexico City, Enrique was part of the foundation of Mexico’s first support group for families of trans and gender-expansive youths, which successfully lobbied to change laws around birth certificate changes for transgender and gender-expansive people. Enrique dreams of a world where everyone is accepted just as they are, and his advocacy underscores his belief that everyone can do more to support the LGBT+ community and be more than allies.
Asia Managing Partner
As the Asia Managing Partner for Linklaters, Nathalie has reinforced the focus on diversity and inclusion within the region. She mentions D&I – and specifically LGBT+ inclusion – at each internal town hall she does across the 10 offices in the region, and attends as many LGBT+ and ally events as possible. During her tenure, Linklaters has been awarded Gold status for LGBT+ inclusiveness in Hong Kong in the Community Business LGBT+ Inclusion Index 2019, and the Morgan Stanley Asia Legal & Compliance Division Leadership and Excellence in Inclusion & Diversity 2019 International Firm Award. Nathalie has spoken extensively on the topic of LGBT+ inclusion, at an Out Leadership event in Hong Kong, Community Business roundtables and at the Morgan Stanley Pride Month Law in Transition session. Nathalie has also appeared on the RTHK 3 radio show, reinforcing Linklaters commitment to LGBT+ inclusion and progress. Nathalie is proud to be a vocal ally to the LGBT+ community, and proud that more people in Linklaters Asia teams feel comfortable being out at work now than they were 4 years ago.
General Manager, Nielsen Advanced Video Advertising
For the past 3 years, Kelly has been Executive Sponsor for Nielsen Pride. In this role she has played a key role in shaping Nielsen’s more inclusive language and workplace policies, such as parental leave. Kelly has leveraged her influence and internal relationships to highlight important issues affecting the LGBT+ community to Nielsen’s senior leadership team, including the CEO and Board of Directors. Under Kelly’s influence, Nielsen changed its iconic blue logo for the first time in its history to rainbow colours in celebration of Pride month 2019. She has also ensured Nielsen maintains a perfect score of 100 on the HRC Corporate Equality Index for the past 6 years. Kelly has taken her LGBT+ allyship beyond the workplace, supporting other LGBT+ organisations such as Out for Undergrad, Human Rights Campaign and OUT Professionals NYC as a speaker, mentor and supporter. Kelly is proud to be an ally of the LGBT+ community, and is not shy about using her voice and her position at Nielsen and across the media industry to speak up and demand fairness and equality for all.
Asia Regional Managing Partner
Freshfields Bruckhaus Deringer LLP
Georgia uses her platform as a senior leader to advocate for equality and inclusivity regularly. In 2015 she launched the Asia chapter of Halo Champions, the firm’s global LGBT+ network, and has championed LGBT+ allyship ever since. Georgia encourages all partners and staff to participate in activities to mark key dates such as IDAHOT, has filmed internal messages for Pride, and leads the firm’s sponsorship of Pink Dot Hong Kong – an important celebration of inclusion and love for all. Georgia spearheaded campaigning for Freshfields to sign up to the UN Standards of Business Conduct for LGBT+ people, and has led efforts to implement policies and best practices within the firm. Georgia has utilised her passion for diversity and inclusion to provide collaboration opportunities with clients, notably working with Barclays and InterAlia, an LGBT+ business network in Singapore and Hong Kong, on an event around tackling LGBT+ incivility and discrimination in the workplace. Georgia has also led many pro bono projects, and supervised completion of the ‘LGBT+ Legal FAQs’ for the Hong Kong LGBT+ Lawyers and Allies Network – an important source of information for the LGBT+ community for which she has received positive recognition. Since being selected as Stonewall’s Global Senior Champion, Georgia has maximised opportunities to lead by example, starting with the publication of an OpEd for Reuters online around LGBT+ inclusive leadership.
Co-Founder & CEO
Heidi recognises the power of allies for the LGBT+ community, and her experience at Emerald Life – an LGBT+ focused insurer – has given her a unique insight into what constitutes a good ally and how their support can best be harnessed. She has taken this knowledge beyond the firm, speaking regularly to other companies such as Google and Telefonica. Additionally, Heidi has led unconscious bias training for Emerald Life claims handlers, spoken at a number of conferences and works regularly with the Chartered Institute of Insurance and the Women’s Insurance Network on longer term reform of the sector for LGBT+ and women customers. Intersectionality is particularly important to Heidi, and she uses her position as a straight female ally to speak up as an ongoing advocate for the ‘underinsured and under-represented’. There are shocking statistics around the takeup on insurance products by people from the LGBT+ community, and Heidi is proud that under her leadership, Emerald Life is able to help change this, with historic achievements such as travel insurance where people with HIV do not have to declare their medical condition if they are undetectable and on stable meds. Heidi knows that the insurance sector can be slow to change, but is keen to emphasise the role that smaller, younger companies such as Emerald can play in shifting the dial.
Jackie has strived to promote inclusion throughout her career, and has never been afraid to stand up for what she believes in. Over the past four years, Jackie has embedded diversity and inclusion at Deloitte’s core, growing the Northern Ireland practice significantly as a result. Jackie has launched a number of LGBT+ inclusion initiatives to empower and educate staff, including Toilet for All facilities across the Belfast campus, a ‘Bring your whole self to work’ campaign and company-wide support ahead of Belfast Pride Festival. Alongside other key businesses in Northern Ireland, Deloitte called on decision makers in government to change the law on marriage equality in the region, something that aligned with both the firm’s and Jackie’s personal values. As a result of Jackie’s efforts, Deloitte Northern Ireland has seen growth in its LGBT+ ally network, and offers a culture where staff are empowered and speak openly about themselves. Jackie highlights the importance of diverse and inclusive workplaces in all client interactions, and has advised many clients on how to embed inclusion in recruitment channels and company culture. She has also worked with local schools and colleges, helping to empower young people and future leaders to feel open and supported. Jackie was awarded the Institute of Directors, Director of the Year – Inclusivity Award, 2019. In 2019 she was awarded an MBE for her services to the Northern Ireland economy.
Global Head of Consumer Operations
Dan helps ensure many diversity dimensions, such as gender, accessibility, culture, generational and LGBT+, are championed for maximum visibility, success and impact. Dan has demonstrated incredible commitment to ensure LGBT+ diversity receives top mind-share, resourcing and support from the executive leadership level through to individual contributors – from keynote event speeches, sponsorship and mentoring of LGBT+ individuals, to sharing his personal journey to grow ally networks. Dan validates the true spirit of leading by example with action, exhibiting great enthusiasm to define and implement corporate diversity initiatives, such as the company’s LGBT+ Pride Month celebrations and LGBT+ specific diversity training, and LGBT+ leadership conferences. Dan is a called-upon speaker outside of Microsoft, frequently sharing his own allyship journey, guidance on inclusive leadership and advocating his sponsorship of various minority communities; he is also a member of The Human Rights Commission, the 30% Club, and Men Advocating Real Change (MARC). Microsoft has been a pioneer in workplace diversity. In 1993, it was one of the first companies in the world to offer employee benefits to same-sex domestic partners with comprehensive transition related health benefits also provided. The company has achieved a 100 percent score on the Human Rights Campaign Foundation Corporate Equality Index for over a decade.
Managing Director, Asia Pacific Company Counsel
Morgan Stanley Asia Limited
Su-Ling recognises the power of allies, and believes in commonplace dialogue about LGBT+ rights and inclusion as a way of encouraging more allies to be visible. In her senior leadership role with Morgan Stanley, Su-Ling’s promotion of LGBT+ allyship influenced many across all levels of her organisation and beyond. As Chair of the Asia Legal and Compliance Diversity and Inclusion Committee, Su Ling sponsored a regional programme on LGBT+ rights across seven countries, had a leading role in promoting an Outside Counsel Diversity Survey and was a pro-bono contributor to a report for the Hong Kong Equal Opportunities Commission promoting LGBT+ rights. She was instrumental in Morgan Stanley’s intervention in support of same-sex visa rights in the Hong Kong Court of Appeal, and has featured in employee diversity initiatives such as diversity training, marching at Pride, and actively promoting Pink Dot. Su-Ling is a mentor for an LGBT+ future leader and others in the LGBT+ community, and has featured as speaker for various external LGBT+ networks as well as public events such as The OUT Leadership conference and The Economist Pride and Prejudice conference. She also initiated a forum for senior allies at peer firms to exchange ideas and share information. She was awarded the Community Business LGBT+ Ally Role Model Award in 2018. Su-Ling has very recently moved on from Morgan Stanley and remains committed to supporting LGBT+ inclusion going forward.
Boston Office Managing Principal
Ernst & Young LLP
Jane recognizes the importance of an inclusive environment and prides herself on creating and promoting equality for all professionals and internal stakeholders. She has developed a reputation for building successful diversity and inclusion platforms and has helped create diverse teams that can tackle business issues with a broad spectrum of knowledge. The EY LGBT+ inclusive culture includes self-identification and LGBT+ benefits, as well as engaging LGBT+ diverse suppliers, advocating for LGBT+ equality, engaging LGBT+ allies and supporting LGBT+ transitioning in the workplace. Jane sponsors the New England chapter of EY Unity — the organization’s LGBT+ professional network — which hosts activities and discussions to drive inclusion within the EY organization and the Boston community. Jane also advocated for the organization to take an unprecedented position in support of the Massachusetts ballot initiative “Yes on 3 Campaign,” publicly defending the dignity and rights of trans people. EY teams amplified the conversation in the community through traditional and social media coverage, phone bank volunteering and debate participation. These efforts led to widespread discussion and awareness and contributed heavily to upholding anti-discrimination laws. As a senior female leader, Jane understands what it is like to challenge the status quo. She sees her position as having a great responsibility to set an example for all minority representatives in the profession.
Regional Head of Private Wealth Management New York
Gary has made it his conscious priority to ensure an inclusive culture not only within his business area at Goldman Sachs, but also across the broader firm. He is very open about his allyship to the LGBT+ community – displaying signs and flags within his office and influencing other regional heads to hire and support more LGBT+ professionals. Gary has been involved with the firm’s LGBT+ Network for the past 20 years, and has hosted many panels and conversations to ensure that LGBT+ critical topics are discussed openly. Gary’s efforts across the business have led to the incubation of the work that has been done around transgender and gender identity at the firm, as well as empowering a number of colleagues to feel comfortable coming out and being their authentic selves at work. Outside of Goldman Sachs, Gary lends his time and financial support to Knights OUT, supporting LGBT+ rights for those who serve openly in the U.S. military; the LGBT+ Center in New York and the Ali Forney Center, with whom he is currently working on building a more formal relationship with Goldman Sachs. Gary is passionate about helping others to realise their full potential, and empowering his peers to be their authentic selves.
Chief Legal Officer
Through Laureen’s role as Global Sponsor of American Express’ PRIDE+ colleague network she has helped to cultivate a culture of inclusiveness for LGBTQ+ colleagues. Due to her commitment, the network has successfully secured funding for global PRIDE+ activities, held annual summits for PRIDE+ chapter leaders to optimise their impact, expanded the global PRIDE+ network and held events in countries who do not yet have their own PRIDE+ chapters. Additionally, Laureen helped champion American Express’ inclusive leadership experience for all VP and above leaders around the world, a training that explores how leaders can individually and collectively create a sense of belonging for our colleagues. Laureen has also supported town halls with LGBTQ+ colleagues and allies globally, formed an Executive PRIDE+ team to identify opportunities to support LGBTQ+ colleagues at the highest levels across the company, and engaged senior executives from American Express with World Pride in New York. Laureen is passionate about inclusion, and firmly believes that allies both together and separately can make a huge difference in the communities where they work and live.
Jon is an active Ambassador for Shine, PwC’s LGBT+ network, regularly attending events and encouraging other straight colleagues to do so. In addition to participating in activities for Pride and Trans Awareness Week, Jon has also facilitated joint events with other organisations’ LGBT+ networks. Jon has used his influence to push LGBT+ inclusion further up the company agenda, looking at the business benefits of a more inclusive workplace, and establishing ‘creating a more diverse and inclusive practice’ as one of four priority areas for PwC’s global financial services practice. Jon is a regular speaker on the topic of LGBT+ inclusion, speaking at events for TNON and the Lord Mayor’s Office amongst others. He led the publication of ‘Out to succeed’, the first global research into issues in the workplace for LGBT+ talent, in collaboration with Out Leadership and launched the report at a series of events around the world, attracting extensive media coverage. Jon is an active member of various industry bodies’ diversity boards, including WiH2020 and the Diversity Project and an active supporter of the LGBT+ activities.
Chief Compliance Officer, Asia Division
Sören has recognised the impact that can be made as a result of having senior support behind inclusion initiatives, and has used his network of contacts within the business and beyond to bring about positive change. Inspired by the dedication of a colleague, he has been a key part of Manulife’s PROUD network, helping with the build-out of the network in Asia and using his influence to add structure, obtain funding and drive progress. Together with an enthusiastic team, he started the PROUD ally campaign, resulting in a doubling of membership, and launched a series of awareness days and campaigns such as ‘Ask me why I’m a supporter?’ encouraging people to share their personal stories. As a result of the impact he has made with PROUD at Manulife, Sören has also had the opportunity to provide training, and be a judge for the Hong Kong LGBT+ Inclusion Index & Awards.
Chief Risk Officer and Member of the Management Board
This year, Stuart sponsored Deutsche Bank’s agreement to found the Partnership for Global LGBTI Equality in conjunction with six other multinational companies and the World Economic Forum, worked with other business leaders to take a clear stand against anti-LGBT+ laws passed in Brunei and supported dbPride’s continued work with Diversity Role Models, a clear statement that Deutsche Bank takes LGBT+ inclusion at all ages seriously. Stuart led Deutsche Bank’s celebration of IDAHOBIT 2019 and participated in various dbPride events globally as a panellist or speaker, as well as being the first Deutsche Bank Management Board Member to march in a Pride celebration at World Pride in New York City. These achievements all reflect Stuart’s profound conviction that as a business leader, it’s vital for him to support, defend and celebrate diversity and inclusion – both among his Deutsche Bank colleagues, and in their communities.
Group Chief Information Security Officer
Simon is on the Steering Committee for BP Pride, driving awareness of LGBT+ issues and both attending and facilitating relevant training and events. Simon leads the Allies training programme, creating a safe space for both LGBT+ and non-LGBT+ staff to discuss the importance of bringing their full selves to work, and the positive impact on productivity it can have. This programme highlighted the need for more trans awareness, which led to Simon starting a Transgender Working Group; a group which has subsequently delivered training programmes internally and externally to 1700 attendees and has provided support to trans staff members throughout their transition. As part of his commitment to trans inclusion, Simon co-facilitated a fundraising event alongside four other companies, raising thousands of pounds for Mermaids UK. Outside of BP, Simon has spoken on panels at RSA Group and Deloitte, worked with the Jockey Club on their Allies Programme, and been interviewed about the importance of allies for IBM’s global communication.
Executive Director, Head of Retail and Business Banking
As Executive Sponsor of Embrace, Santander’s LGBT+ network, Susan has grown the membership almost ten-fold in the past three years. She is an active participant in Embrace events, raising the profile of the network internally and raising the profile of Santander externally as an LGBT+ friendly employer – something which will attract the best talent, and promote the best company culture. Susan has successfully led the introduction of trans medical benefits, and the rainbow livery to ATMs. She has also contributed to Santander’s high profile presence (and often sponsorship) at Pride events in 16 locations this year alone. Embrace has also worked closely with Diversity Role Models, and has 31 trained volunteers who have shared their stories in schools within their local communities, raising awareness of the LGBT+ community and helping to prevent discrimination. Susan has been an event attendee and fundraiser for Stonewall, Pride and the Terence Higgins Trust, and has an active presence on social media on the theme of LGBT+ inclusion. Susan recognises that in her senior position, the behaviour and values that she demonstrates can have a significant influence on many. As such, she tries to set the tone from the top, advocating for LGBT+ colleagues at all levels of the organisation and sending a clear message that Santander UK is somewhere everyone has a right to feel comfortable bringing their full selves to work.
Partner and Global Head of Legal Personnel
Reed Smith LLP
As Reed Smith’s Global Head of Legal Personnel and a member of the firm’s Senior Management Team, Casey has worked to promote the recruitment, retention, advancement and leadership of LGBT+ attorneys. She also serves as the Senior Management Team Sponsor for PRISM – Pride, Respect and Inclusion Simply Matter – the firm’s LGBT+ network. As a member of PRISM, Casey works closely with colleagues to support their LGBT+ lawyers and administrative staff through a variety of efforts, including community involvement, advocacy inside and outside of the firm, recruitment of LGBT+ talent, and professional development of the existing LGBT+ workforce. PRISM also works with Reed Smith’s clients and allies to advocate systemic change within the legal profession with regards to opening doors and creating impactful networks for LGBT+ attorneys and professional staff. Casey worked with PRISM leadership to lead Pride celebrations across the firm this year as part of efforts to raise the profile of PRISM. She has also provided pro bono services to the Transgender Legal Defense & Education Fund (TLDEF) Name Change Project. For the past two years, Casey has undertaken reverse mentoring with junior LGBT+ lawyers, something she specifically requested in order to gain a better understanding of their experiences and challenges. This experience has provided Casey with insights which allow her to be a better leader and stronger advocate.
Head of Customer Care Transformation
AXA Hong Kong & Macau
Having grown up in Malaysia, Sudesh is keenly aware of issues of societal inequality for minority groups. Moving to Hong Kong opened his eyes to what can be achieved when people work collaboratively to champion equality, and since then has taken it upon himself to be a visible role model and ally to the LGBT+ community. Sudesh is a founding member of the AXA Hong Kong D&I Council and founded the Pride@AXA ally community. Through these groups, he has organised a number of events including LGBT+ fireside chats during Pride month, mini-LGBT+ awareness sessions at departmental town halls and an in-house Pride Party. He has also influenced the sponsorship of the LGBT+ workstream by senior management, and effected policy change, introducing inclusion themes into HR and recruitment processes, and working on developing the first Transgender policy for employees. Beyond AXA, Sudesh is a member of the HK Interbank group on LGBT+, has spoken at numerous external events and regularly publishes initiatives and thought leadership via his personal social media channels. Sudesh’s inclusion efforts have been recognised with a Community Business 2019 LGBT+ Ally Award.
As a senior partner at global management consultancy Oliver Wyman, Rebecca ensures that she always role models LGBT+ inclusion in her language and actions. From attending and speaking at Pride events to sharing her knowledge with the Partner group, Rebecca constantly ensures that she is a visible supporter and advocate for the LGBT+ community. Rebecca has spearheaded a number of activities which have led to an improvement in the firm’s position in the Stonewall Workplace Equality Index – including linking the LGBT+ network with HR, updating people-policies with inclusive language and updating documents and communications toolkits to be gender neutral. She has also lent her voice to communicating significant dates and topics such as World AIDS Day and National Coming Out Day. Rebecca has recently participated in the Oliver Wyman ‘It gets better’ project, inspiring others to tell their stories and giving hope to the next generation of LGBT+ youth. Across everything she does, Rebecca strives to use her privilege to be an active and visible ally, allowing all colleagues to thrive regardless of their sexual orientation and gender identity.
Head of Talent Management, UK & Ireland
TATA Consultancy Services
Jennifer is proud to celebrate Tata’s inclusion journey – from being unable to talk about inclusion matters within the firm to participating in the London Pride March this year. Tata started its support for LGBT+ employees before homosexuality was decriminalised in India, so it was always a sensitive area. Jennifer supported the launch of an internal community called ‘We support LGBTQ+ rights’ which anyone globally was allowed to join as an ally, without having to out themselves. This then evolved into an LGBT+ & Allies network across different Indian cities, connected to the more established UK chapter. Jennifer led Tata’s first ‘Walking with Pride’ campaign in the UK reaffirming the firm’s global commitment to LGBT+ inclusion through a series of networking events, webinars and representation at the London Pride March. Jennifer is proud that her efforts at Tata have had a ripple effect, helping to impact the views and mindsets of other companies in India when it comes to LGBT+ inclusion. She believes that by standing up for our own rights and those of others, we can support people to come out of their comfort zone and into their courage zone, making the world a safer space for everyone.