Leadership in the LGBTQ+ Context

What drove the creation of this new program, Leading as an LGBTQ+ Executive?

Frances X. Frei (FF): At the highest level, this program was developed to address the fact that very few executives are from the LGBTQ+ community. The exact numbers differ depending on the source, but for example, even though some estimates put the U.S. LGBTQ+ number at 10% of the population, we estimate that less than 1% of executives identify that way. As a result, LGBTQ+ leaders are typically isolated within their organization—they are the "only" or perhaps one of very few. They don’t have the opportunity to exchange insights, challenges, or experiences with others who are like them within their company. With this program, we are bringing together these individuals to share, to learn and, most important, to create a true community of LGBTQ+ leaders.

This program presents so many possibilities. None of us have ever explored business issues as part of an LGBTQ+ community before. We designed the program to help LGBTQ+ executives maximize their potential and incorporate their LGBTQ+ experience into who they are as a leader.

Why is the notion of community such an important component of this program?

FF: I know from experience what it's like to be the "only," as I was the only queer member of the tenured HBS faculty for a decade. When Carrie Elkins came aboard, I went from being the only to "one of." This was huge, because I no longer had to represent all queer people in a professional setting. With this program, executives may enter as an "only," but they will leave the program as one of a group of many peers.

Caroline M. Elkins (CE): Becoming part of a community is so impactful. Those of us who are spearheading this program are doing so for very personal reasons that intersect with our professional reasons. The participants will feel that from the moment they step into the classroom. This is a learning journey that we'll all go on together. It's a journey that could be intimidating at times, even with most of us coming from a similar place. In the program, we'll explore that shared commonality, our strength as a community, and how we’ve individually navigated our own paths. We hope this will result in a community that lasts long after the program is over.

What are some of the highlights of the program?

CE: Through cases, visits from case protagonists, discussions, and exercises, we'll look at key leadership topics in an LGBTQ+ context, such as leading with purpose, building trust, creating a more inclusive and collaborative culture, and overcoming obstacles. We will also explore important personal themes like designing a meaningful life, telling your story, and connecting with your identity—all things that feed into more authentic, effective leadership. Finally, we will look at the very latest in DEI research, demographic trends, and policy initiatives.

How is the program structured?

FF: This is a two-module program, which starts with a three-day, in-person session full of lectures, cases, guest speakers, and plenty of time to share and interact. Participants will then return to work and have a chance to apply what they learned in their day-to-day work. We'll then regroup about six weeks later for the second module, a virtual session during which we'll explore more cases and reflect on the learning.

Who is the target audience?

FF: The program is open to any executive in any industry with at least seven years of experience and who is in a leadership role or about to move into one. But not surprisingly, the main audience is executives who identify as LGBTQ+. For these executives, the program offers a unique opportunity to engage with peers and explore leadership challenges from an LGBTQ+ perspective. The program will also offer significant value to who we call "allies"—executives who work to foster inclusion within their company. Allies include DEI or talent management executives—or anyone who is looking to understand the LGBTQ+ experience and create a more supportive, inclusive company.

CE: We expect that people will come to the program with very different goals. Some executives may be driven by the need to feel more confident in their interactions with straight colleagues. Some may be looking for guidance on how to talk about their personal life at work. Others may want insight into how to better support LGBTQ+ team members, and so on. The program addresses all of these goals and beyond.

FF: The differences in personal goals will likely reflect the ages of the participants. This is one of the very few programs where I prefer there be a wide range of ages in the classroom. The LGBTQ+ experience stretches across generations, and each generation will bring unique insight to the conversations. We predict there will be valuable mentorship in both directions.