Reflections on Inclusive Leadership

October 11 marks National Coming Out Day, a moment that invites reflection—not only on personal journeys, but also on the broader responsibilities of leadership.

In today’s climate, it can feel easier to remain silent on issues of diversity and inclusion. Silence, however, comes at a cost. It overlooks the long-term imperative to invest in people as part of any credible growth strategy, and it neglects one of my core leadership beliefs: leaders do difficult things. That often means raising difficult issues and creating space for crucial conversations.

Innovation Requires Inclusion

When I think about the challenges before us—whether in space, climate, energy, or technology—one truth is clear: solving them requires extraordinary creativity and innovation. That kind of progress is only possible when career paths and opportunities are open to people of all backgrounds and life experiences. And that, in turn, requires workplaces where individuals feel safe, welcomed, and included.

Events like National Coming Out Day, Pride Month, and cultural heritage observances remind us that barriers still exist. They are also reminders that there is more work to do to ensure that inclusion is not aspirational, but operational.

A Personal Journey Toward Authenticity

For many years, I was not fully open and authentic in professional settings. When I chose to change that, I was fortunate to receive support from close friends and colleagues. Yet I also recognized that my position of leadership afforded me a level of safety not available to everyone. That realization shaped my decision to embrace visibility and engagement as a way to help others move toward authenticity and comfort in their own journeys.

Why Representation Matters in Leadership

Is it relevant that I am a leader who identifies as LGBTQ+? I believe so. My lived experience gives me perspectives that strengthen my ability to build teams and lead organizations.

• Having navigated the process of openly challenging societal norms, I am less daunted by questioning entrenched systems, strategies, or workflows. Challenging existing norms and processes is the only way to adapt to rapidly changing environments and stay relevant.

  
  

• Being “the only one” at the table has made it easier for me to voice minority or dissenting opinions when they add value. Such tough discussions are crucial to avoiding mistakes that can lead to costly, and sometimes tragic, consequences. (My NASA experience will cause me to always remember the lessons of Challenger and Columbia.)

  
  

These perspectives are not liabilities—they are assets that help leaders approach tough conversations with courage and creativity.

Leading with Empathy

Leadership requires empathy. I try to remain mindful of the diverse circumstances people bring with them to work—whether as working parents, individuals facing personal struggles, or colleagues navigating life disruptions. High-performing organizations succeed not by ignoring these realities, but by supporting people through them.

Looking Ahead

Wherever people are in their personal and professional journeys, they deserve to know that leaders see them, value them, and support them. As we move forward with policies and practices that emphasize sustainability, growth, and abundance, I believe there must also be room for these human conversations.

On this National Coming Out Day, I want to thank the leaders who have made inclusion a priority, the LGBTQ+ professionals who continue to show courage and resilience, and the allies who stand alongside them. Together, we are building stronger, more innovative, and more inclusive workplaces.