A Quiet Revolution

After years of political upheaval, it felt like we could finally breathe, knowing we had an Ally at the top.

And he delivered. On day one, President Biden signed Executive Order 13988, extending nondiscrimination protections to include sexual orientation and gender identity across employment, education, housing, and health care.  He appointed openly LGBTQ+ leaders like Pete Buttigieg and Admiral Rachel Levine to historic roles, and signed the Respect for Marriage Act into law, reaffirming federal recognition of same-sex and interracial marriages.

But less than four years later, the landscape has shifted.

We’re not living in The Handmaid’s Tale—not exactly. But as author Margaret Atwood herself reminds us, “Nothing in the book hasn’t already happened in history.” And lately, some of it feels uncomfortably close.

Politicians using religion to justify exclusion
Reproductive rights rolled back
Gender-affirming care criminalized
Books banned
Teachers silenced
Employees afraid to be out at work
CEOs staying quiet

And what I worry about most is how easily so many leaders have begun to accept it all as the new normal.

There’s a kind of social engineering underway—and in our silence, we are slowly losing ground. It’s a dangerous narrative that’s being spread–that inclusion threatens someone else’s freedom, or that diversity takes something from you. The idea that someone else’s equality comes at your expense has surfaced in various forms for as long as the idea of diversity has existed.

But that’s the same fear Atwood’s not-so-distant future thrives on.

Nearly every day, either I or someone from the Out Leadership team is asked:

 “Are you all still able to do business?”
“Isn’t it illegal now to promote LGBTQ+ equality at work?”
“Are companies totally giving up on DEI?”

We also hear more personal questions—sometimes based in confusion, usually in a genuine desire to understand:

 “Do I have to use these new pronouns?”
“Why are more people identifying as trans or nonbinary?”
“I’m gay—am I supposed to use the word ‘queer’ now?”
“Why do I feel like I’m the bad person at work?”

These are not abstract debates. These are the lived realities of leaders and employees just trying to show up, be themselves, and belong.

So here’s our answer: Yes, we are still here. And yes, we’re still doing the work. We’re navigating the answers with you and for you.

At Out Leadership, our North Star hasn’t wavered. In fact, it’s grown brighter.

We’re still convening CEOs and board members. We’re still developing the next generation of LGBTQ+ and Ally leaders (the OutNEXT Global Summit is September 9-10!) And we’re still guiding companies and offering private strategic counsel across the world.

And, thankfully, our membership is growing–with new inquiries each week–because this work is more urgent than ever. Companies are looking for guidance and support, and talent opportunities do not disappear just because the current occupant of the White House says so.

So we will continue to use our global network (and the monthly conversations we have with companies) to help connect our Members as they navigate choppy waters.

Our new webinar series, “The Out Hour,” launching this week, is inspired by real conversations with our member companies who are facing a new wave of challenges. They’re asking how to support employees through uncertainty, how to communicate with care, and what’s actually working in other organizations.
This weekly series across the month of August (and into the Fall) will bring together experts and insights to help you move forward—no matter your starting point.

If we’re all feeling a little overwhelmed, then maybe that’s a good thing. It means we’re paying attention and we can’t look away.

So I’m asking:

If you’re already an Out Leadership member, renew, re-engage, and consider adding just one new initiative over the next year—host an event, sponsor research, support a talent program.

If you’ve partnered with us in the past, come back. We’d love to welcome you again. (You’re still recognized on our site for a reason—you’ve helped us get this far.)

If you’ve never officially joined, now is the time. We need leaders and companies like you in every room we enter—from the U.S. to Europe, Asia, Australia, and beyond. And our new Membership structure will allow even more companies to engage in a custom way.

And if you know someone who shares your values—a client, colleague, or peer—introduce us.
Please consider:

 – Hosting a Summit, CEO/C-suite dinner, or talent workshop
– Nominating a leader to speak on one of our global stages
– Simply reaching out—we’re ready to partner with you.

Take a moment to look around—and then move forward with us.

With gratitude,
Todd Sears

At Out Leadership, we’re in a unique position to hear the concerns of companies across industries, and we’re here to offer thoughtful, practical support.

This Series is inspired by heartfelt conversations with our members who are facing a wave of new realities, from shifting government policies to evolving workplace practices and renewed scrutiny around diversity and inclusion.

You’ve asked how to support employees through uncertainty, how to communicate with care, and what’s working in other organizations.

Our response is to bring together experts and peers to share insights, real tools, and a common language to help teams move forward with confidence, wherever you’re starting from.

Register for the OutNEXT Global Summit!

After nearly 50 years as a cornerstone of queer nightlife, Berlin’s iconic SchwuZ—the oldest and largest gay nightclub in Germany has filed for bankruptcy. Since 1977, SchwuZ (pronounced “sh-voots”) has been more than just a club–it’s been a creative, electric space for LGBTQ+ art, activism, and community. But rising rents, inflation, and changing nightlife habits have taken a toll. Still, the party isn’t over. SchwuZ’s management says they’re not giving up. A grassroots social media campaign is gaining momentum across Germany’s LGBTQ+ scene. The community is rallying to save a space that’s been a safe haven for generations.