Pride and the Power of Inclusion — A Leaders Perspective
Living Authentically at Work: Why Personal Identity Matters in Cybersecurity
Photo by Ivan Samkov
Pride Month is here — a time to celebrate LGBTQ+ identities, honor our collective history, and push forward toward true inclusion. For me, Pride is a moment of reflection, authenticity, and visibility.
I’m proud to say I’m both non-binary and pansexual, and I use he/they pronouns. For a long time, I didn’t have the language or confidence to share that in a corporate setting. I worried whether people would understand, whether my identity would affect how I was perceived in a field as structured and security-driven as cybersecurity.
But what I’ve learned — especially as I’ve grown into a leadership role — is that authenticity is powerful. Every time I’ve shown up as my full self, someone else has felt a little more comfortable doing the same. That ripple effect matters.
“When you show up authentically, you give others permission to do the same.”
According to McKinsey, LGBTQ+ professionals — especially those with non-cisgender identities — are more likely to experience isolation at work. That’s why visibility isn’t just a personal act — it’s a leadership responsibility.
Creating Inclusive Workplaces: Turning LGBTQ+ Values into Action
I feel lucky to work at an organization that prioritizes diversity, equity, and inclusion (DEI). Our LGBTQ+ active allyship training, and open dialogue spaces help foster belonging.
But I’ve come to see that inclusion isn’t just about systems — it’s about culture. It’s about the small, daily decisions we make: respecting pronouns, inviting diverse voices into decision-making, and calling out bias when we see it.
Inclusion becomes real when you don’t have to explain your identity every time you introduce yourself. When someone corrects others on your behalf. When the workplace feels like a space where difference is celebrated, not tolerated.
A 2024 Deloitte study confirms that inclusive leadership drives team innovation and employee satisfaction. In cybersecurity — where we rely on agile thinking and collaborative teams — that kind of environment is critical.
“Belonging isn’t a side effect of culture. It is culture.”
As a non-binary person in a traditionally rigid industry, I know how powerful it is when someone simply sees you — fully.
Representation in Cybersecurity: The Power of Being Seen
Cybersecurity is more than protecting data — it’s about trust, resilience, and adaptability. And those same qualities are foundational to fostering inclusive workplaces.
There’s a perception that cybersecurity is all logic and structure. But I’ve seen firsthand how diverse thinking — often shaped by our identities — helps teams anticipate threats, challenge assumptions, and find elegant solutions. LGBTQ+ professionals bring resilience, empathy, and creativity sharpened through navigating complex personal realities.
Yet visibility is still a challenge. When I first entered the field, I didn’t see many people like me — queer, non-binary, leading teams. It took time to carve that space, but now I use it to mentor others, especially those navigating their identities in professional spaces.
“We need more leaders who reflect the reality of the world — not just its norms.”
A 2018 BCG study found that companies with diverse leadership were 19% more innovative on average. Innovation doesn’t happen in echo chambers — it happens when we make space for difference.
Inclusion in cybersecurity isn’t just good ethics. It’s good defense.
Building LGBTQ+ Allyship and Equity in the Workplace
Pride Month is a celebration — and a commitment. A reminder that we must keep building a world where every LGBTQ+ person, no matter their label, can thrive openly in their careers.
For me, being non-binary and pansexual is not something I compartmentalize outside of work. It informs my leadership, fuels my empathy and helps me show up with courage and inspire others to do the same.
But inclusion doesn’t happen in isolation. It takes intentional allyship, constant learning, and policies that reflect modern identity realities: inclusive benefits, pronoun usage in systems, support for trans and non-binary employees, and strong accountability for equity.
Here’s what each of us can do:
- Normalize pronouns in meetings, bios, and email signatures
- Speak up when you witness bias
- Invest in LGBTQ+ leadership pipelines
- Create space for intersectional stories — especially from trans and non-binary colleagues
- Stay open, curious, and kind
“Allyship isn’t about having the right words. It’s about showing up — especially when it matters most.”
So to those still exploring their identity: You are valid.
To those who feel alone at work: You are not.
And to the allies walking beside us: Thank you. Keep walking.
Cybersecurity is about safeguarding the future. Let’s make sure it’s one where everyone — regardless of how they identify — is safe to thrive.
🏳️🌈 Happy Pride.
🏳️⚧️ With Pride, Always.
Additional Reading
- Mckinsey – 2020 How the LGBTQ+ community fares in the workplace
- Deloitte – 2024 Human Capital Trends
Note: The views expressed in this blog post are my own
I am an experienced IT professional with over 14 years in the industry, specializing in various domains within IT and Security. My expertise includes incident response, digital forensics, malware analysis, threat hunting, and compromise assessment. Additionally, I have a deep understanding of threat intelligence.
Throughout my career, I have honed my skills and knowledge to effectively safeguard digital landscapes and respond to security incidents. I am also actively involved in the community, serving as the Null Mumbai Chapter Leader, where I strive to empower others with my experience and insights.
