Every time I step into a boardroom, I take a deep breath. Not out of nerves—I’ve been in plenty of these rooms before—but because I know that simply being there matters. As a queer woman, I understand firsthand the importance of representation in leadership spaces. It’s not just about having a seat at the table; it’s about what that seat signifies and the impact it can create for those who come after us.

Boardrooms have long been dominated by straight, cisgender men. While progress has been made, women and LGBTQ leaders are still drastically underrepresented. According to studies, women hold just a fraction of executive positions, and LGBTQ leaders are even less visible. This needs to change—not just for the sake of diversity, but because representation leads to better business outcomes, stronger communities, and more inclusive policies.

The Business Case for Diversity

When companies prioritize diverse leadership, they don’t just look good—they perform better. Research shows that businesses with gender-diverse executive teams are more profitable, and those with inclusive cultures see higher employee satisfaction and retention. Companies that actively support LGBTQ employees attract top talent and build stronger customer loyalty.

Diverse perspectives lead to better decision-making. A boardroom filled with leaders from different backgrounds brings a wider range of ideas, problem-solving approaches, and lived experiences. When businesses lack diversity at the top, they risk becoming echo chambers—missing out on innovative solutions and failing to truly understand their employees, customers, and communities.

Breaking Down Barriers

If diversity in leadership is such a clear advantage, why do so many barriers still exist? The reality is that systemic biases and outdated leadership models continue to favor those who fit traditional molds. Women are often judged more harshly for assertiveness, and LGBTQ leaders may feel pressured to downplay their identities to fit into corporate cultures.

For queer individuals, the challenge goes beyond gender bias. There’s the fear of being seen as “too much”—too outspoken, too political, too different. Many of us have spent our careers navigating spaces where we’ve had to code-switch, minimize our identities, or constantly prove our worth. But true leadership isn’t about fitting in; it’s about driving change.

The Power of Visibility

One of the most powerful tools we have is visibility. When women and LGBTQ leaders take up space in boardrooms, we signal to others that they can, too. Seeing someone who looks like you, shares your experiences, and has overcome similar obstacles can be transformative. It’s why mentorship is so critical—we need to lift as we climb.

I didn’t get here alone. I had mentors who showed me that leadership wasn’t just for a select few. They encouraged me to take risks, to use my voice, and to demand my place at the table. Now, I try to do the same for others. We can’t afford to wait for an invitation to these spaces—we have to claim them.

Changing the Culture

Taking up space isn’t just about filling a seat—it’s about shifting the culture of leadership. Traditional leadership models are often built on hierarchy and exclusivity, but true leadership should be about collaboration, empathy, and inclusivity. When women and LGBTQ leaders are in decision-making positions, we help create workplaces where authenticity is valued, where employees feel seen, and where diverse voices are not just heard, but respected.

This means advocating for policies that support work-life balance, equal pay, and inclusive benefits. It means calling out discrimination and ensuring that leadership pathways are accessible to everyone. It means challenging outdated norms and redefining what leadership looks like.

What We Can Do

So, how do we make this happen? First, we need to support and uplift women and LGBTQ professionals at all career stages. This means mentorship, sponsorship, and actively creating opportunities for others. If you’re in a position of power, use it to bring others in. If you’re aspiring to leadership, know that your presence matters.

We also need allies. True change happens when those in privileged positions recognize their role in dismantling barriers. Men in leadership should be advocating for more diverse boards. Straight and cisgender executives should be championing LGBTQ inclusion. Change is a collective effort, and everyone has a role to play.

The Future of Leadership

The future of leadership is diverse, inclusive, and unapologetic. We are not just fighting for a seat at the table—we are changing the way leadership looks, feels, and operates. Women and LGBTQ leaders bring necessary perspectives, challenge outdated systems, and create spaces where everyone has the opportunity to thrive.

So, to every woman and every LGBTQ person who has ever been told they don’t belong in leadership: Take up space. Speak up. Be visible. Your presence is not just important—it is essential.