Leading with authenticity takes boldness and intention.
In honor of Pride Month, we asked members of Chief’s LGBTQIA+ community to share what keeps them motivated to lead out loud, bringing their whole selves to their roles in a time of complexity and change.
From building LGBTQIA+ leadership pipelines to addressing bias in real time, they offered tangible actions all executives can take to ensure all of their team members can do the same.
‘Normalize inclusive leadership as a matter of culture and business continuity — not politics’
— Chris Hwang, Partner, Jones Day
“For me, it comes with a deep sense of responsibility — to my colleagues, my clients, my family, and the communities I represent. I grew up in a small Midwestern town where I never saw leaders who looked like me or loved like me. So today, when I lead as a partner, parent, and professional without fragmenting any part of myself, I know I’m modeling something that didn’t exist for me. I don’t take that lightly, especially when authenticity can feel risky. I believe in creating cultures where people can focus on the work because they’re not spending energy hiding who they are.
“Executive leaders can normalize inclusive leadership as a matter of culture and business continuity — not politics. That starts with modeling the behavior we expect from others: listening deeply, addressing bias in real time, and making it easy for colleagues and team members to feel seen without having to explain themselves.”
‘Move beyond allyship statements and into sustained, accountable actions’
— Sandra Denton, Advisor, Pipefy
"I live by this truth, 'You are what you do.' I remember what it felt like to be silent. As a student, my refuge was the University's Catholic Center — one of the few places I felt seen. How ironic. Today, I channel that experience by supporting student programs and inclusive communities where others feel safe to ask hard questions and show up fully.
“Inclusion is a strategy that continues to drive proven results. In 2025, executive leaders must move beyond allyship statements and into sustained, accountable actions by supporting LGBTQIA+ leadership pipelines and funding and creating environments — both physical and virtual — where employees are empowered to show up authentically and thrive professionally.”
‘Create and foster a judgment-free, safe space where employees feel comfortable sharing their thoughts and experiences’
— Emily Gerhardstein, CEO and Co-Founder, Stealth Mode
“I draw so much inspiration from my parents. They’ve always supported me in my many ventures, and their strength, resilience, and values are the foundation of everything I do. I want to use the lessons they’ve taught me to build something they would be proud of. I’m also deeply inspired by the next generation of leaders — especially my nieces. I want to create a path toward a more inclusive workforce for them and for others. As an Asian woman, I want others to look at me and know there’s a place at the table for people who look and think differently.
“(Executive leaders need to) create and foster a judgment-free, safe space where employees feel comfortable sharing their thoughts and experiences. Truly listening to your team — without assumptions or interruptions — can go a long way in understanding how to support them. You might not be able to move mountains, but providing a space for open dialogue builds trust, strengthens relationships, and ultimately boosts productivity.”
‘Keep your own energy high and your inspiration close at hand’
— Angela Griffiths, Chief Administrative Officer, UC Davis Clinical and Translational Science Center
“I often try to think about what motivates me and do the same for my team — it is so important to keep your own energy high and your inspiration close at hand. My mom, a Chief in her time, is an excellent listener and empathizer with me. Staying current on the latest trends in leadership and ways to create space for all team members to work and thrive authentically by incorporating nuggets of wisdom in monthly staff meetings is a fun way to lead out loud.
“As an executive leader, supporting all team members by engaging in community and inclusivity, both during working hours and outside of the office, can be so impactful. Taking a moment at the start of a meeting to ask how someone is doing or listening to a ‘roses and thorns’ check-in offers the space to show leadership interest and support.”
