OutNEXT: Understanding our Resiliency as LGBTQ+ Leaders
LGBTQ Leaders on activism, labels, and the power of owning your narrative.

For Out Leadership, August is all about OutNEXT, a program convening, growing, and learning from emerging LGBTQ leaders around the globe. For our first module, we convened more than 200 leaders from over 20 countries to discuss resiliency, and how the way that we understand resiliency shapes our workplace experience. The module began with a presentation from Chris Fredricks, Head of Events at Out Leadership, Jane Barry-Moran, Manager of Programs and Partnerships, and Kelly Ver Haeghe, Events Coordinator at Out Leadership before splitting into breakout groups, where leaders were able to convene to discuss the contents of the module.

  • Resiliency is a key means to be able to analyze one’s life and meaningfully tell a personal story in a professional setting

 

Resiliency takes determination, and the ability to weather the storm. But another part of that is being able to understand how you yourself have been engaging in resilience, and how this can be a key aspect of your workplace identity.

  • The need for resiliency is an even larger in LGBTQ+ people but intersectional identities compound this need

 

LGBTQ+ people face added workplace stressors that can make the need for resilience to adversity especially necessary in all facets of life. When LGBTQ+ identity is coupled with the added challenges of being a BIPOC, the need for resilience grows exponentially.

  • Active allyship is needed to keep people from covering, or obscuring their identity as an LGBTQ+ person in a workplace environment

 

Allyship cannot be a simple performative acknowledgement from a company. It needs to be an active attempt to cultivate a supportive, inclusive work environment that fosters productivity and belonging. Without this, employees often engage in covering, hiding their identities and introducing new stressors to their work

 

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