LGBT+ History Month is a celebration of the continual progress made towards equality, whilst also serving as a reminder of the work that still needs to be done to ensure everyone has the opportunity to thrive, contribute and lead.
While organisations have strengthened their focus on inclusion, leadership pathways for LGBTQ+ employees remain uneven. Many individuals still face biases, structural barriers, and underrepresentation in senior roles, making tailored leadership development more important than ever.
Understanding the need
The LGBTQ+ population in the UK has grown steadily in recent years, with younger generations increasingly open about their identities. As more LGBTQ+ employees enter the workforce, organisations are recognising the need to create environments where they can develop and progress.
However, research into LGBTQ+ leadership experiences remains limited, relative to other underrepresented groups. Existing studies indicate that LGBTQ+ individuals often face pressure to self-censor, conform to heteronormative expectations, or navigate concerns about visibility and acceptance in the workplace. Transgender employees may experience additional structural and interpersonal barriers throughout and beyond transition. These challenges can shape leadership identity, confidence and wellbeing.
This context demonstrates the importance of leadership development that acknowledges the realities LGBTQ+ leaders face, not as a separate process, but as part of a modern, inclusive approach to talent development.
The “collision” of identity and leadership
Recent research has explored how an individual’s LGBTQ+ identity intersects, or ‘collides’, with their leadership journey. This collision can influence how leaders see themselves, how others see them and the strategies they adopt to navigate organisational life.
Three themes consistently emerge:
1. Recognising identity as a leadership factor
Leadership programmes have historically assumed a universal experience, often overlooking how identity shapes access, expectations and opportunities. For LGBTQ+ leaders, structured spaces that explore identity, self-acceptance and lived experience can strengthen clarity, alignment and confidence. Acknowledging identity does not “other” participants, it validates their experiences and signals that the organisation sees leadership potential in all its forms.
2. Strengths emerging from lived experience
LGBTQ+ leaders frequently develop strengths such as empathy, advocacy, adaptability, and relational insight, often forged through navigating complex or non-linear career experiences. Strengths-based development approaches, supported by tools such as psychometrics, can help individuals recognise and channel these capabilities more consciously and confidently.
3. Shaping leadership roles through experience
Identity can play a meaningful role in the leadership positions LGBTQ+ individuals gravitate toward or are expected to take on. Many become natural advocates or bridge-builders due to their lived experiences. Recognising these patterns enables leaders to refine their approach, clarify their leadership identity and feel empowered to lead authentically.