in the Fourth of an ongoing series we talk to people who are committed to working every day for an inclusive and diverse society for lgbt+ people and their allies




The New York Times has called you a “leading LGBT expert” and you are a speaker and author of Creating an LGBT+ Inclusive Workplace:  The Practical Resource Guide for Business Leaders. What does your role involve?

My role is tied to a mixture of things; I am an author of multiple books bringing inclusion into a variety of industries and spaces; I am an educator at numerous universities; I am a public speaker/trainer; I am an inclusion consultant; and I am an activist! It’s a lot of hats to wear, as they say, but they all feed into one another and they are all rooted in activism, so while my schedule can get hectic, each of the roles informs the others.

What is your professional background?

I earned my Bachelor’s degree in Human Development & Family Sciences, specialising in Family Studies and in how LGBT+ identities impact families. I earned Master’s degrees in both Social Work, specialising in LGBT+ issues, and in Education: Curriculum & Instruction, specialising in creating inclusive curriculum. I earned my PhD in Leadership, specialising in Higher Education, subspecialising in making campuses and instruction more inclusive. I have two licences to practise mental healthcare and about 30 years of experience in LGBT+ activism and work, largely focused on work with transgender youth. I’ve been a consultant, author, and subject matter expert for decades and am perhaps most known for my books and my work on the international hit TV show I Am Jazz.

How important do you think it is to be out at work – and indeed in the wider community – and what advantages does being out have, both on a professional and on a personal level?

I think it completely depends on a person’s safety and sense of self. In an ideal world, every person could be themselves in the workplace to whatever degree they feel comfortable. Unfortunately, it is often illegal or socially problematic for many to come out as LGBT+ to their colleagues. As a result, this perpetuates myths about how many LGBT+ people are within an industry, which harms so many from understanding that LGBT+ people are everywhere, in every industry, doing incredible work. It is also harmful to children, as so many can only imagine and aspire to what they can see, so not seeing LGBT+ people out at work can lead kids to think that LGBT+ people cannot achieve certain career milestones or that LGBT+ people are less capable of professional success.

What steps can an employer take to create a genuinely inclusive and diverse work place?

(laughs) I wrote an entire book about this! One of the best ways an employer can create an inclusive workplace is to be mindful of their own implicit biases. Most of us think we are inclusive but we are perpetuating what we were raised to believe, what society showed us was true, and what outdated or biased research indicated. When we look within and do the work to undo these internal inaccuracies, we are better able to show up for people of all identities and backgrounds. In terms of how to create a diverse workplace, some of this can be achieved by being mindful about where job postings are placed. Local LGBT+ websites and community centres, rehab facilities for those with physical disabilities, Deaf/HoH centres, mosques, and so many other spaces typically have job boards. Just remember that, when you invite people to apply, you need to have an inclusive space and culture ready so you aren’t inviting them into a place to be harmed!

In the past few years we’ve seen great advances in our rights. What more needs to be done?

I think we need to do the most work internally; so often we miss looking at the ways we can improve the world by showing up different and we do that by deeply examining what beliefs, values, and truths we operate with and seeking to find out if these are helpful or harmful to others.

What is a typical day in the life of Kryss Shane?

There isn’t a typical day anymore! Often, I start the day with a snuggle from my pup, and then do some school-related work (teaching at five universities simultaneously means lots of lesson planning, grading, and answering student emails). From there, it’s on to reading about policies, bills, and impending laws to see what’s happening politically where I can help or prepare to support the impact on others. I respond as needed, sometimes reaching out to offer my expertise to support inclusion efforts, other times putting out a statement about things for others to read (via social media or the like), and sometimes reaching out to LGBT+ people in that community whom I know personally to check on them as they process the information. Then I may have a training or consulting session to give via video platform or in person. After, I’ll circle back to school-related work and respond to emails and requests for appearances or media quotes. I end the day with more pup time and probably some reading (Bell Hooks’ work is my current read) and/ or TV before bed… and hopefully with some meals and water moments throughout!

On a personal or professional level, what has been your proudest achievement?

When I was four, I added “Write a book” to my life goals list, so the day I held my first book in my hands was pretty personally meaningful to me. On a professional level, every time someone posts a photo of themselves with one of my books shows how many hearts and minds are opening and actively making efforts to learn to do better and be better, which is all I’ve ever wanted to achieve in my career.

Which are your preferred pronouns?

We don’t use the word “preferred” in the US though some other nations still do, as there are debates on whether it indicates a choice and someone’s identity isn’t a choice, it’s just who they are. I use she/ her pronouns. However, I am also a doctor, so one can call me that too… or if you see me on my birthday wearing a plastic crown, you can call me “Your Highness!” 




For over 13 years you have been a principal consultant on LGBTQ inclusion and have spoken on the issue across the USA. What does that role involve?

I’ve been doing this work in some capacity since the 1990s. In the early 2000s, I started focusing on education and training around gender identity and trans inclusion, working with employers, educators, and healthcare providers and administrators to understand cisgenderism and heterosexism at the institutional level (even within LGBTQ organisations), how marginalisation impacts health outcomes, and how to create more inclusive organisations, clinics, policies, and curricula. Sometimes that involves conducting training or giving a talk; sometimes it is an extended look at policies and procedures, employee engagement, and many other things. It really depends on what the client needs; I try to meet folks where they are and build from there. I also coach individuals or groups who are trying to figure it all out, either trans/ LGBTQ folks or their loved ones, friends, and allies who want to be supportive.

It can be argued that we have come a long way in terms of LGBTQ rights. What more needs to be done?

Sooooo much! LGBTQ Americans are still living without full constitutional rights. We need to immediately pass the Equality Act and codify LGBTQ rights by amending the Civil Rights Act of 1964 to include sexual orientation and gender identity. No real national protections currently exist for us, which is why conservatives have been able to get away with these egregious, hateful legislative and administrative attacks on trans kids and trans women in the last few years. The Equality Act, which has already passed in the House, addresses public accommodations and facilities, education, federally funded programs, employment, housing, credit, and jury service. But like so many other monumentally important issues like voting rights, despite wide popularity, it can’t get through the Senate without breaking the filibuster.

  The Equality Act isn’t perfect and it won’t automatically fix everything—and it certainly won’t stop the haters from hating, but it is a critical step in protecting people’s lives and livelihoods.

How important do you think it is to be out at work – and indeed in the wider community – and what advantages does being out have, both on a professional and on a personal level?

 I think it’s a very personal decision and completely depends on your individual circumstances. While I encourage folks to be brave and not let their own fears get in the way, those of us who are privileged enough to be out often take it for granted and forget that it can still not be safe for everyone.

That said, it is personal connection that makes the biggest difference in how cisgender straight people feel about LGBTQ people. Visibility is important in busting myths and those who know someone personally tend to be more open to equity and inclusion than those who don’t think they know anyone gay or trans. But, of course, they do, because we are everywhere.

What steps can an employer take to  create a genuinely inclusive and diverse work place?

You have to start with the right policies and the right practices. Use the right words and know why they are the right words. (See your question at the end for a good example…) Be sure your benefits are not inadvertently exclusive or inappropriately gendered. Also, inclusion being taken seriously starts at the very top and must be demonstrated through action, not just words. Form an employee affinity group to advise or, of course, hire a consultant to help you navigate.

Describe your typical day.

 Things have changed quite a lot since the pandemic, of course. Previously I would spend a lot of time on-site with clients; now it is almost all virtual. That is both good and bad. It saves a lot of time and a lot of travel expenses, but we have lost that sense of connection and comradery that being in physical proximity to the same group of humans day after day brings. That also impacts the work environment and how we interact with each other around inclusion.

Either way, my day usually consists of meetings with leadership and other stakeholders to discuss policy recommendations and develop implementation plans; researching and writing (or rewriting existing) inclusive policies; reviewing marketing and recruiting materials; providing cultural competency training; conducting climate surveys, answering questions; keeping up with advocacy efforts around the country; sometimes giving speeches; and every now and then even performing a song or two!

 On a personal or professional level, what has been your proudest achievement?

The thing that always makes me feel good is when a former client or student finds me sometime down the road and tells me how much I changed their perspective, or helped them navigate a situation at work or to accept their child’s request for “they/ them” pronouns. I know I have literally saved a few lives over the years, just by being myself, sharing my story, and living my life openly and without shame or fear.

Which are your preferred pronouns?

My pronouns are he/ him/ his, but they are not “preferred,” they are just my pronouns, period. A person’s pronouns aren’t optional. “Preference” in regard to identity is pejorative.

 “Preferred pronouns” is akin to the old “sexual preference” and goes in the “don’t” category.





What is your professional background?

I currently work for Midland Heart, one of the largest Housing Associations in the Midlands, as a Senior Independent Living Officer, managing a team of staff who support young, homeless people. My background is in Health and Social Care. 

You are an LGBT+ activist and Founder of Birmingham South Asians LGBT+ – Finding A Voice, an independent, organisation for South AsiaN LGBT+ people. What does the organisation do?

Finding a Voice is to encourage, empower and support South Asians LGBT+ to be their authentic selves and to educate others against homophobia, biphobia and transphobia. We have had monthly social meet-ups, which include dining out and watching films, discussing topics of interest and exploring issues which have affected us as South Asian LGBT+. This includes supporting predominantly gay Muslim men, asylum seekers and refugees. 

Finding A Voice co-ordinated the inaugural South Asian LGBT+ Conference in 2018, in partnership with British Asian LGBTI+ and the first LGBTIQ+ Intersectionality and Islam Conference in 2019. Since Covid, Finding A Voice has been on a hiatus, though still offers online support and is currently communicating with the Queen Elizabeth Hospital in Birmingham to re-start the monthly meet-ups. 

It can be argued that we have come a long way in terms of LGBT+ rights. What more needs to be done particularly in the South Asian community?

I think the Equality Act, same-sex legislation and RSE education needs to be reinforced with the South Asian community. I know there are some South Asians who accept the LGBT+ community but there are still many who will reject anyone who identifies as being part of the LGBT+ community or question their sexual orientation or gender identity. One of the main challenges is to try and have conversation with religious or faith leaders and teachers about what it means to struggle with being your authentic self and being able to express it in a way which is culturally acceptable. This will also involve sensitive discourse about how rejection impacts on the individual who is seeking validation, love of the family, and solace/ support. 

Religious, cultural, traditional and familial pressure will also need to be addressed as this is intertwined in the upbringing of the individual who is considering or wants to “come out”. The change in the dynamics of the family unit can be detrimental to the individual and lead to conversion therapy, forced marriage, or being disowned or ostracised. 

Having an education, positive role models and representation and sharing positive narratives of South Asians LGBT+ can shift attitudes towards a more inclusive South Asian community. Activism and campaigning in different language formats can also spark a conversation for change.  

As a Muslim you came out as gay. Are there any challenges a gay Muslim faces which others of different faiths may not encounter?

Gay Muslims seem to face more pressure from the family to conform to heteronormative standards of what is acceptable behaviour, a palatable life, or lifestyle. This tends to stem from religious indoctrination, which is a misinterpreted version of verses in the Qur’an. We are almost always taught from a young age that homosexuality is a sin but there is absolutely nothing in the Qur’an which states this is the case. 

Many Muslims, from varying backgrounds, will state you cannot be gay and Muslim and reference the Story of Lot to prove a point. But they conveniently omit the other themes and issues discussed within the story. When faced with such prejudice and bigotry, it can be very difficult to navigate the conversation so there is better understanding, especially on social media. 

Family and community are integral to the individual and how they interact with others. Most of the time, respect for elders transfers to secondary thinking i.e.: “If I did this, what will others think?”  Muslims are also drip-fed that sinful actions can lead to negative repercussions, either in the here and now or the hereafter. So, the added pressure is religious guilt and shame. 

However, there are some gay Muslims who are able to reconcile being LGBT+ and have a faith or religious affiliations and manage to lead happy, autonomous lives with or without the blessings of the family or wider community. 

Describe your typical day.

I rise at 5.30am. My partner brings me breakfast in bed. I watch Breakfast News to start the day before getting out of bed at 06.00am. I get ready for work. I take about one hour to travel to work, which starts at 08.00am. The working day varies as I work with a diverse range of young people who present a range of issues and behaviours, and staff are supported to meet their needs. 

Sometimes I finish work at about 6pm and make my way home, to a nice, home cooked meal. I then check my emails and messages to see if there is anyone from the South Asian LGBT+ community who is seeking, or in need of, support. The correspondence I receive is not exclusively South Asians LGBT+ as I also receive communication from students, media requests and organisations which are looking for LGBT+ Muslims who can share their personal experience or observations on what it means to be LGBT+ and Muslim. 

On a personal or professional level, what has been your proudest achievement?

On a professional level, I’m proud of setting up Finding A Voice in 2014, which was the first voluntary-led organisation for South Asians LGBT+ in Birmingham. Without any financial resources, I have managed to run the group and co-ordinate two SALGBT+ conferences which were ground-breaking in that they highlighted the various issues and challenges faced by South Asians/ Muslims LGBT+

How would you describe yourself in three words?

Compassionate, Dedicated, Honest




What is your background both personally and professionally?

I am a mixed-race Black gay woman. My father is Black Caribbean and from London and my mother is white, also from London. I grew up in Bermondsey against the backdrop of 80s Britain during a time when race and racism in the UK, and in particular where I lived in Bermondsey, was literally on your door-step in the form of The National Front (NF) and the British National Party (BNP). My mum was a single parent. I went to a multi-cultural school. I was about eight or nine when I remember stepping outside the front door once and seeing “NF” scrawled in graffiti on the wall on our balcony. That is why I say the racism was literally on your front door. It was all around you.

I am an Equity, Diversity, Inclusion and Belonging leader with a particular focus on LGBTQ+ inclusion and race equity. I have worked with businesses throughout the UK and elsewhere promoting inclusive workplace cultures through speaking, workshops, training, and consultancy. I began my career as a police officer for the Metropolitan Police Service where I spent eight years policing Lambeth, one of London’s busiest boroughs. 

After leaving the police, I joined Stonewall, Europe’s largest LGBTQ+ organisation where I helped to develop and implement a suite of programmes and supported individual programme members with navigation in organisational structures. I apply an intersectional lens to my work with a robust track record of achievement, guiding strategic relations and partnership development initiatives within organisations such as the NHS and not-for-profit sports development charity, Chance to Shine, as their Diversity and Inclusion Manager. I began writing and developing their first ever EDI strategy. As well as working strategically, I use my own lived experience to drive social change and support people to understand equity, diversity, inclusion and belonging at all levels.

I am also on the Board of Trustees at Mosaic LGBTQ+ Young Person’s Trust and have been for two years. It is an absolute joy to collaborate alongside a team of people totally committed to our mission of supporting, educating, and inspiring LGBTQ+ young people. As a trustee I am responsible for helping shape and drive the strategic vision of the Trust through collaboration and inclusive leadership approaches.

You are the director of Community Engagement Equity, Diversity, and Inclusion AT Unleashed Org. What does that role involve – and how important is it?

The Director of Community Engagement plays an important role in helping Unleashed achieve their social and commercial objectives by leading, developing, and delivering on our Arena Network proposition to clients. The role is a critical part of the business, as a specialist in learning & development, talent management and diversity & inclusion. Actively engaging with The Arena community to diagnose and support their Talent, Diversity & Inclusion needs is an integral part of community building and growing a network of people from all walks of life including advocates, activists, allies, and leaders passionate about making the world a more inclusive place.

How prevalent do you consider racism to be in the LGBTQ+ community, and what actions can we take to eradicate it?

Racism, sadly, exists in all areas of society. History tells us that. But I think for anyone denying that it still exists or says, “It’s not as bad as it used to be,” were quickly reminded that is it is simply not the case when the stark events of 2020 took hold and suddenly Black Lives Matter was thrust into the spotlight. 

When you look closely and break down the experiences of racism in different communities, there are several specific factors that affect those people in a number of ways. Research by Stonewall investigated the experiences of LGBTQ+ in their home and communities and found that half (51%) of Black, Asian, and Minority Ethnic people face discrimination within the LGBTQ+ community and then, if you go one step further, it found that the situation is particularly strong for Black LGBTQ+ people: 61% said they have experienced discrimination from other LGBTQ+ people. The report found that racist language and behaviour leaves already marginalised folk of the LGBTQ+ community feeling shut out and isolated. Testimonies and research into the experiences of people facing racism in the LGBTQ+ community does not lie, and I think the first action to help eradicate it is acknowledging that racism still exists and that it lives within the systems and structures of our society. 

There must also be an acknowledgement that racism is not always overt. You cannot always see it. It is not always going to be the most explicit racist language leaving someone’s mouth. Racism exists in policy; it exists in the form of legal oppression, and it also presents itself in the everyday. Everyday racism, everyday micro-aggressions, which is thinly veiled racist language or racial profiling from people. Being LGBTQ+ does not exempt you from being racist or having personally held beliefs which uphold white supremacist ideals.

The LGBTQ+ community must do better at challenging racism whether that be within the workplace, social circles, or family. There are several ways this can be done and there is plenty of information out there on how to do it, but it takes work. Action. It is not easy, and mistakes will be made, but nothing changes or feels easier by remaining passive and ignoring the issue in the hope that it will go away. 

Call out racism when you hear or see it. Call people in too. Sometimes you might find you are speaking to one person about something they did or said, other times you could be speaking to several people. If you are posting things online to demonstrate that you’re anti-racist, ask yourself if your actions align with what is in your post. Is your post performative or can you back up what you say because you are doing the work?

You can donate time or money to organisations that support queer, trans and intersex Black people and people of colour, such as the Black Trans Alliance and UK Black Pride. You can fundraise for them too.

Understand what racism actually is and the different types of racism. It can be both intentional and unintentional. But primarily, listening is key. Listen to the experiences that LGBTQ+ people of colour have faced not only now in the present day, but also historically. And as well as learning about the struggle, also learn about all of the amazing contributions that LGBTQ+ people of colour have made to the community. People like James Baldwin, bell hooks, Gertrude Pridgett “Ma” Rainey, Gladys Bentley, Marsha P. Johnson, and many others.

On a personal, and on a professional level, what achievements are you proudest of?

On a personal level I am most proud of overcoming some of the mental health challenges that I had after leaving the police. It was a tough time, and I found the transition from police officer to civilian life quite difficult. I felt a bit lost and was trying to find my place in the world again. It has been seven years since I left the job, and I am so proud of the journey that I have been on and the healing and growth through which I have worked. I also attribute this to some amazing people in my life that have accepted me for me and, without even knowing it, have supported me in stepping into my power. 

Professionally, I am most proud of the work I do on a day-to-day basis. I know that I am standing on the shoulders of those who came before me and there will be people standing on the shoulders of mine and others like me in years to come. As hard as the work is sometimes, we are leaving an important legacy. It is hard to pinpoint one moment as there are several, but I am just proud to wake up every day and work in a space that at times is tough and exhausting, yes, but it allows me to be me. And it feels like home.

the lgbtq+ and bame communities have often adopted “anthems” to celebrate their communities and diversity. which are your favourite “anthems” in the lgbtq+ and bame cause?

I probably need to separate these out but one of my favourite Black anthems, as cheesy as it sounds, is Candy by Cameo. Any time you go to a Black event where there’s music and food, this is the anthem that is going to bring the community together, dancing that dance. You know the chorus, you know the words, and the whole thing is just a vibe. It is a feel-good feeling, and this song never fails to make me smile and feel proud to be part of the Black community. 

One of my many LGBTQ+ anthems is Bronski Beat’s Smalltown Boy. I am a huge fan of 80s music anyway, and aside from having one of the most recognisable 80s sounds and a gorgeous melody, it discusses the oppression and mistreatment of closeted young gay men during the 1980s.

What is a typical day in the day of Emma Palmer?

Waking up, hitting the shower, that important first coffee, talking about some aspect of equity, diversity, and inclusion with one or more people, a 5K run and going to the gym. And not forgetting going down Instagram rabbit holes every now and then and sending my friends 10-minute voice notes! (I have been known to leave longer). I would say that is a typical day for me.

Ten years in the future – where would you like the LGBTQ+ community and our allies to be?

Despite the challenges still facing the LGBTQ+ community, there has been progress. However, there are still people struggling for acceptance and equity, and that is the trans community. I would like to see changes to the way trans people are treated, viewed, and talked about. I want the government to act faster and reform the 2004 Gender Recognition Act (GRA), to enable trans and non-binary people to legally change their gender without having to jump through several hoops. Trans people have the right to dignity just like anybody else, but right now there are too many barriers that disproportionately discriminate against trans and non-binary people in terms of accessing healthcare and services. 

At a time when identity politics and “culture wars” are the most hostile than they have ever been, I want to see more support from allies about the mistreatment trans people face and stand in solidarity. More empathy and compassion are needed for a community who just want to live their lives and be valued.




What is your professional background?

I’m a journalist and film-maker. I’m also a partner in the production company Forest.


I believe conversation has a large part to play but we need activism and collective action to bring forward real change. So much of the world, including Pakistan, Europe and the US are in the grip of populism and economic upheaval. 

The old systems are not working for many, many people. We have a climate emergency that must be addressed right now. 

The fight for equality can seem like it’s not a priority but we must acknowledge that so many of these struggles are connected. It’s really about the “haves” and the “have-nots”. That’s a progressive way to look at our struggles, in my opinion.  

You are a Muslim and gay. Are there any challenges a gay Muslim faces which others of different faiths may not encounter? And how can one address those challenges?

I think religious people can be some of the kindest, most principled people in the world. They can also be dogmatic and cruel. Ultimately people are just people so within any faith group there are friends to be found. 

All ideologies are living entities in a constant state of evolution. Islam and Muslims are no different. 

In the past few years, at least in the UK, we’ve seen great advances in LGBT+ rights. What more needs to be done?

I would like to see much less of an emphasis on identity politics and more of a focus on the things that will make all our lives better. 

When so many people are now living in dire economic circumstances or dealing with housing instability, we must focus on united struggle and united progress. LGBTQ people also need housing, stable jobs and a compassion focused society. We all need a healthy environment and a world that isn’t on fire. These things are universal. 

What’s a typical day in the life of Mobeen Azhar?

I am very lucky to have a portfolio career. I’m making two new series and some single docs for the BBC. I’ve just had a Panorama go out. I have a show on the World Service called Outlook where I interview brilliant people with extraordinary stories from around the world. I front a podcast called Lives Less Ordinary for the BBC too. I often front shows for 5Live and Radio 4. I’m having a great time across TV and radio and running a production company. 


On either a personal or professional level what has been you proudest achievement?

I’m very happy to be doing what I’m doing right now. A BAFTA, an Amnesty Award and a Royal Television Society gong are all very nice things to have but generally I’m just very happy to be doing what I’m doing. I got married a few years ago which was a big deal for me. I have a great life and most of the time, I’m happy. I think that’s a real achievement.




What is your professional background? You describe yourself as a Public Speaker, Educator, and proud transgender man. What does your work involve?

I’m a public speaker and LGBTQ+ inclusion consultant, which I’ve been doing part-time since I came out at 15 and full-time since I graduated college in 2020. I deliver speeches to organisations across many domains: high schools and universities, law firms and global corporations, hospitals and conferences, and groups like NASA! I share key vocabulary, my personal story, and allow people to ask me whatever they’d like. I often follow this up with policy review work and other internal projects to help clients be active allies to the transgender and LGBTQ+ community. Outside of my formal speaking, I spend a significant amount of time doing free coaching for queer youth and their families. 

Did you experience any challenges coming out as a proud transgender man?

Definitely. Even now many years since my first coming out, I still struggle with finding a place for myself in the world. Where I really struggled at first was feeling like I was the first person to do anything. I hadn’t met, seen, or even heard of a transgender adult before, especially not a transmasculine adult, and so I didn’t have any idea that there was a future for me. According to the news and to the TV shows I watched, there was no such thing as “happily ever after” for people like me, and that weighed on me heavily for a long time. 

Trans visibility has increased in the past few years. What more needs to be done?

The main issue that I see is that there is a lot more visibility in many domains, but that isn’t paired with education. So, you have a lot of people hearing that there are more transgender people or meeting transgender people and not knowing what that means and feeling very confused, which then turns into anger towards the trans community. What we’re seeing now is a huge wave of anti-transgender activism around the world because people are lacking that education and empathy for the trans community. 

You have been writing a book called “My Child is Trans. Now What?” So, now what? 

The most important pieces of advice I can give to folks who have children that come out are:

1. Don’t forget to celebrate! There is a tendency to jump right to solving problems that may come up, but coming out is also a beautiful process of truth and acceptance that deserves celebration. 

2. Follow your child’s lead. They will share with you what they need, what they’re comfortable with, and what questions they have. 

What advice would you give anyone considering their gender and/ or sexuality?

Try to think about who you would want to be if you knew no one would judge you and no one was watching. In a dream world where you could be anyone, love anyone, who would you be? Are there things you’ve been afraid to do, say, wear, or ask? If you realise something about yourself, then ask yourself who or what is holding you back. Are you able to surround yourself more with people who lift you up and make you feel comfortable? 

Describe a typical day your life.

I start every day by making breakfast, walking my dog, and reading before I look at my phone. I spend a lot of time sending emails, and then attend virtual speaking engagements in the afternoon. When I’m done working, I’ll take my dog to the park, spend more time reading, and find a new recipe to try for dinner. In the evenings I find time to wind down with my fiancé or join personal coaching calls with newly-out trans youth and their families. 

what are your preferred personal pronouns?

I use he/ him pronouns, though tend to avoid the phrase “preferred pronouns”. It isn’t a preference, it’s a fact! It’s like online shopping: if you ordered a package to a “preferred address”, would you fully trust your package was going to come to you and not your neighbour? 




You are an award-winning educator, advocate, and consultant on LGBTQ+ issues and inclusive communication strategies. What does that role involve, and what is your professional background?

I’ve gone down a few different professional paths in my lifetime but all of them are about working with interesting people trying to make the world a better place. Every role and city has taught me more about how to make change from wherever you are located. From Chicago to New York City to New Orleans to Harvard I have rolled up my sleeves in pursuit of lifting up the voices and lives that need to be centred in a more just and equitable world. 

Today, my work is focused on health and wellness and ensuring that LGBTQ+ people are able to receive the care and support they need to live long, happy, healthy lives.

How important do you think it is for a person to be out as a member of the LGBTQ+ community both in the workplace and in the wider environment and what advantages can it bring?

So many people cannot be out at work and home. The pay check and safety concerns are too much. We must protect them and work to make change for them. For those of us who can be out at work and home – we must use our voice to make the world safer for all. 

There is research that shows being out and open at work helps our careers. The ability to bring our whole selves, being more authentic and open and not censoring ourselves – all of that leads to being seen as more trustworthy and honest. Try it out for yourself. Try not dimming your light. Try sharing your magic. I bet you might just tap into the energy and ideas needed to thrive!

What challenges FACE LGBTQ+ people which are not necessarily faced by their heterosexual friends and allies?

LGBTQ+ people often lose the love and support of their birth families and for many of us that hurt creates a lifetime of pain. We are all on a journey to heal this original trauma – whether it was one bad conversation or being kicked out. I hope all of us are taking the time to heal. Too often I hear people speak from their wounds and not their scars. 

We must move on and create new family and find support and flourish from where we are now. We must heal any internalised homophobia and transphobia. Shake it off, my friends. We are beautiful, perfect humans who deserve nothing but pure love and joy.

In at least some countries the LGBTQ+ community has come a long way in the past 50 or so years in terms of our rights. What more needs to be done?

Our community knows what it means to live with shame and stigma. My hope is that more of us bring this expertise to wherever we find ourselves. Wherever you may be located right now, there is a role you can play in healing yourself, lifting up others, and connecting across difference. Even if you are in a place where you cannot be out all the time, you can still bring your unique perspective and experience to wherever you are.

what has been your proudest achievement?

I am preparing to celebrate some dear mentees as they go off to become doctors. I connected with this amazing group of people when they were just starting medical school and many were apprehensive about being out, wondered what path in medicine would be welcoming, and if they’d be successful. They allowed me to be part of their journey of figuring out these hard questions.

Describe a typical day in YOUR LIFE.

One word: muesli. I start every day with a bowl of cold muesli and it starts everything off on the right foot. I love my Peloton. I love watching television. I work hard and rest easy. You should too.




What is your professional background? 

I come from a hospitality background. I started out my working life in pubs eventually becoming relief manager and moved into working in breweries. Dispersed in that I’ve held positions of responsibility working in postal delivery and hotels. A logistics position doesn’t seem the most natural progression, but it is the ability to communicate with different groups and prioritise workloads; a somewhat eclectic way of thinking enables me to see different ways of approaching issues. We all bring our individual brilliance to the wider team.

You are a Delivery Co-ordinator at Nestlé, Proud@Nestlé UK&I LGBT+ Network and Bi and Pan Rep. What do these roles involve? 

As Delivery Co-ordinator I work in a team of 13. We work shifts 24/7 364 days a year, we ensure collections and deliveries are made providing cover for Scheduling and Planning, Customer Service and Delivery Confirmations outside office hours and at weekends. Day to day we are a reactive team mostly. As soon as a load is put on a vehicle it is our responsibility to ensure its delivery to customers, and up to 50 Distribution Centres, Co-packers and Factories inside Great Britain working with our own fleet and up to 60 3rd party hauliers.

Although I’ve been involved in the LGBT+ Network at Nestlé for over five years I was confirmed as Bi and Pan Rep in 2020. Mainly it is a signpost for all employees who can approach me about any LGBT+ related issue or query and, if I can’t answer myself, I can either find out or redirect them to the correct person. 

Primarily, I aim to educate. I’ve created materials offline and online for use across the company, helped to establish LGBT+ Networks in other countries, held stalls in offices and factories, presented to and held conversations with the whole of Nestlé UK&I on D&I/I&B related subjects, created the digital Proud@Nestlé Inclusion and Belonging Hub, a  repository for all our educational materials and videos webinars. 

You describe yourself as an Ally. How important are allies to the LGBT+ community?

Massively. To me to achieve equality all sections of the LGBT+ community need the assistance of internal and external allies. Common goals and direction can affect greater positive change. Many people recognise that discrimination against any group is wrong and some wish to improve things for their friends/family/ colleagues. The most important allies are those who have empathy especially for those whose experiences differ from their own.

How important do you think it is to be out at work – and indeed in the wider community – and what advantages does being out have, both on a professional and on a personal level? 

Particularly in logistics, visibility of out LGBT+ individuals challenges stereotypes and improves understanding.I believe if I can be visible and more supportive it could improve the environment for all around me even if my colleagues weren’t LGBT+. If the workplace is the only place people can be the most relaxed in who they are it takes fear and pressure away. Regardless of if you are LGBT+, we will all be happier for it.Being out allows me to live without fear. My quality of life and mental health is better.

what steps can an employer take to create a genuinely inclusive and diverse workplace?

1.Ensure marketing representation is not just “seasonal” for Pride Month but visible throughout the year

2.Support local LGBT+ charities and initiatives

3.Provide evidence of inclusive businesses and partners 

4.Remove anti-LGBT+ businesses and partners; and make clear why we no longer do business with them

5.Statements of commitment to LGBT+ staff, equality and inclusion on our website visible to potential new employees

6.When you hire: Do you allow people to self-identify in person and in filling in forms i.e. demographic information? Do you respect and recognise their identities? How do you mentor and support LGBT+ staff?

7.Are there physical signposts, flags, badges, gender neutral toilets/ changing rooms/showers etc. that will make people feel at ease?

8.Provide multiple and varied statements from senior leadership committed to supporting LGBT+ equality and presence at LGBT+ events

9.Ensure clear policy of zero tolerance of homophobic, biphobic transphobic behaviours and clear sanctions and consequences for those responsible and suitable training for managers to enforce are known and visible

10.Recognise that as individuals we all belong to multiple protected characteristic groups 

On a personal or professional level, what has been your proudest achievement? 

In February 2020, as recognition of my work to creating an inclusive environment within logistics and the wider Nestlé world, I was presented with the 2019 Respect Award for Diversity; a trailer liveried up in the Respect branding and inclusion of a Pride logo using animations of real Nestlé employees formed part of the presentation which was broadcast to Nestlé globally. 

Describe yourself in three words. 

Passionate, resistant, authentic




You are the Inclusion and Diversity Accelerator at OVO. What does your role involve?

My role is about driving initiatives to ensure that we are inclusive in all that we do and that we are progressive in our approach to D&I. I work closely with our eight Belonging Networks – Access, Believe, Generations, Engender, Embrace, Generations, Mind, Neurodiversity, and Pride in Ourselves.

I help the networks with their strategy and plan and support the leads with their role. I also look after our policies, training, internal and external comms as well as all our other inclusion initiatives at OVO.

How important is Inclusion and Diversity and what can people and individuals do to promote these goals, not just in the workplace but also in the wider community? 

If we do not have diverse people and teams then we cannot and will not have a diverse approach, diversity of thought or innovation and we will not reflect the needs of our customers or our people. If our culture is not inclusive then people cannot perform at their best and will not feel like they belong – ultimately the best talent will leave. A 2018 survey by Glassdoor shows that 67% of job seekers say diversity is important – it means so much to people to be able to be themselves and not hide part of their identity.

A more diverse and inclusive workplace is a happier, more engaged and more productive one. In our workplaces and wider society, we need to create a culture where everyone feels valued, respected, supported and loved, allowing them to thrive and be the best they can be. The sense of wanting to be included and belonging is a basic human need that everyone should have fulfilled. We need the beauty, uniqueness, experiences and skills of everyone regardless of how they look, who they love, what they believe, what age they are or how their body and mind works – without them, we have no society.

You are also a Director of Trans in the City. What is Trans in the City and what are its aims and how does it go about achieving them?

Trans in the City is collaboration between global organisations and companies to work together and pledge their commitment to furthering the inclusion of transgender, non-binary and gender diverse people in the workplace. We now work with over 300 companies to support trans awareness and trans rights.

We pool expertise, role models and partner organisations to share knowledge and provide support to any organisations on their journeys. There is always room for improvement and engaging with us provides a safe space to discuss where businesses can improve their practices and policies.

We have three main aims:

Educate – education around what trans really is and how to support employees and customers

Demonstrate – demonstrate the benefits of being an inclusive organisation

Celebrate – celebrate all the successes of the wonderful transgender, non-binary and gender diverse people and their successes and the importance of their valuable role in society and business

It’s free to join and the services are provided free of charge too. I am a proud trans ally and proud of the role I have as Director of DEI and Employment Law. Through this collaboration we can make the world a better and more inclusive place together.

It can be argued that we have come a long way in LGBTQ+ rights over the past decades. What more needs to be done?

I think we have made progress and more companies and places are talking the talk… but not walking the walk. There are laws, policies and processes in place but these are not being lived.

We have such a long way to go on education – Scotland became the first country in the world to advance LGBTQ+ education and TIE are actively delivering this, but we don’t have this approach in every country yet. Trans rights and inclusion has definitely regressed and this year has been particularly difficult for trans people whose whole identity is being questioned by our own government – who find it appropriate to joke about trans people which is shocking.

Hate crime against LGBTQ+ people has doubled in the last four years – rising every year from 2016 – things are getting worse not better and we need people to stand up, stand beside or stand in front of LGBTQ+ people to show them that as allies we stand in solidarity with them and be proactive about challenging inappropriate language and behaviors. We need more LGBTQ+ people to be in senior roles and part of decision-making processes to ensure the views, needs and feelings of the community are always considered.

Either on a personal or on a professional level, what has been your proudest achievement?

I’m proud to have the chance to learn so much and support the LGBTQ+ community. People just want to be themselves and I am proud of the roles I play in supporting them, in particular my amazing son Jordan.




What is your professional background?

I’m a solicitor with nearly 15 years’ experience specialising in private client work.  

yOU ARE A CONSULTANT SOLICITOR WITH nexa law and director of sherlock legal consulting. What services do nexa and sherlock legal consulting offer the lgbt+ commmunity? 

I started my company as a platform to provide a safe space for members of the community and our allies to access advice on wills, lasting powers of attorney and estate administration.  The work I do for clients is conducted via nexa law, a new model law firm strong on diversity.  As part of nexa I can provide my services flexibly where and when is convenient for my clients.  

You are also a committee member of the LGBT+ Lawyers Division. What is the LGBT+ Lawyers Division and what does it do?

The LGBT+ Lawyers Division was founded in 2016.  It the opportunity for LGBT+ Lawyers to have their voices heard; I felt it was important to be involved so I joined the committee in March 2020.  The Division engages with its members to share best practice and address current issues in a supportive environment.  This includes campaigning, engaging with other community groups, providing peer support, and delivering news, regulatory and management information.

How important do you think it is for a person to be out as a member of the LGBT+ community both in the workplace and in the wider environment and what advantages can it bring?

For me it’s incredibly important to be able to be out in all areas of my life so I can bring my whole self to work.  Recent research by The Law Society identified a lack of LGBT+ role models at work being a pressing issue for LGBT+ Lawyers and I feel compelled to help fill that gap.  We need to normalise being comfortable being yourself; there should be no fear of coming out and the effect this may have on your career.  

Have you or your colleagues ever felt discrimination? And how do you think discrimination should be tackled in any work place?

During LGBT+ History Month 2021, The Law Society conducted research into the experiences of LGBT+ lawyers resulting in the Pride in the Law Report.  Sadly, some of my colleagues are still experiencing discrimination, with over a third of the respondents saying they had experienced homophobia, biphobia or transphobia in their workplace.  This can be tackled by changing workplace culture to make it inclusive.  Those in leadership positions need to show that that they are supportive of LGBT+ members of staff, with clear policies in place to deal with discrimination, a visible commitment to equality, ensuring that confidential support and the ability to raise concerns anonymously is readily available. 

In the past few years we’ve seen great advances in LGBT+ rights. What more needs to be done?

Much more work needs to be done to support the trans, non-binary and gender diverse members of the community. Their rights are still being vehemently fought for and we are decades behind the progress made for LGB people.


In 2019 I got my full motorbike licence.  I’d always fancied riding but thought I was too clumsy.  I try to set myself a challenge each year to try something new so I booked my CBT course for early January.  It was an easy road in March I passed my mod 1 test first time and in April passed my mod 2 test second time.  Huge thanks to BMW Rider Training and my husband for their support.


I’m not sure I have a typical day!  My company started trading in April and right now I’m mixing my own client work via nexa law with some locum work, as well as working on marketing and business development.

Generally, I start the day by checking my emails, deal with anything urgent and update my to do list. I also try to check work-related social media first thing, responding to messages and posts.  At this point my dog usually starts “arooing” at me, so we go for a walk in the local woods. The rest of the day is a mix of client work and business development.  Some days I have meetings away from home or events to attend.  Very few days look exactly the same right now, but it’s this flexibility with my schedule that allows me to provide the best service I can to my clients.




What do these roles involve?

My day job is a Senior Planner in the construction industry. My role builds on my experience as a setting out engineer. Today I plan how to construct buildings up to around £100m in value.

My volunteering work around LGBTQ+ inclusion & workplace diversity and equity happens in my spare time. I do public speaking on LGBTQ+ inclusion in the construction sector and beyond, and have launched both company networks and industry networks. The Building Equality Network was founded in 2015 and now has over 60 corporate and organisational members I also founded iconic Rainbow Digger for the industry that attends Industry exhibitions and Prides up and down the country driving visible inclusion. Construct-Ability is a disability and non-visible disabilities network I co-founded in 2020. I also sit on the Construction Industry Council Diversity Committee and am vice-chair of the Chartered Institute of Building Equality, Diversity and Inclusion (EDI) Advisory Panel.

You transitioned to female while working in the construction and engineering industry and say that you had “no choice”. Why “no choice”? 

I had no choice because inside I was dying. I suffered from chronic anxiety hiding my gender identity for ten years, and this manifested in daily chronic panic attacks. The only choice I did have was to seek help, or let my anxiety take me to a dark place. In coming out in 2014, I went on to cure my disabling panic disorder. I haven’t had an attack now for over eight years. My colleagues were so supportive. It was the best decision I made in my life.

What advice would you give to any individual who is questioning their gender identity?

 My advice is to reach out to a trusted friend in confidence for that emotional support. But then to explore your identity through contacting other networks either socially or in the business world. Speaking to others who have lived the experience will help you find direction and clarity in your own thoughts.

 What steps can an employer take to create a genuinely inclusive and diverse work place?

 An employer can take a number of steps: 

1 Employ an EDI manager or consultant 

2 Launch employee resource groups (ERG) for the diversity strands, and have support from the CEO and board 

3 Ensure the ERGs have active board sponsors 

4 Make sure EDI is on the board room agenda, as well as at other levels across the company 

5 Add EDI as an objective on the Performance and Development Reviews

6 Collect EDI data so you know where you are, and where you are going 

7 Sign up to Stonewall Diversity Champions Programme 

8 Get advice on writing a Transition at Work Policy

In the past few years we’ve seen great advances in LGBTQ+ rights. What more needs to be done?

 The transgender community is under constant attack at the moment, from the media and UK government to a point that the Safe To Be Me Conference was cancelled following a protest around conversion therapy. We need to continue the protest to ensure the conversion therapy ban includes trans people. We also need to ensure health care is available to trans people including children. 

We also need to look outward and how we can support LGBTQI+ people in countries where they are in danger.

 What is a typical day in the life of Christina Riley?

I am a huge Star Wars fan, to a point that my home is a Star Wars Media Museum. My day is full on from when I wake up. I do my day job, and then I continue my diversity activism into the evening. I have already got EDI events booked up for six months

 what has been your proudest achievement?

Firstly, keeping contact with my children, I nearly lost them. 

Secondly, winning the British LGBT Award Corporate Rising Star in 2017. I was awarded role model of the year in my industry at UK Construction Week. 

I was also recognised in the USA by Engineering News Record. 

Lastly, I founded my home Pride in Bicester, Oxfordshire.




What is your professional background?

I have been in talent management for most of my career and for the last 15 years have focused on diversity equity and inclusion and I also sit on three boards, including UN Women UK.

You are the UK Inclusion & Diversity Lead at GSK. What does that role involve?

I work across the organisation, business units and sites and cover all aspects of diversity and inclusion.As you can imagine the role is very varied and different every single day.I work closely with our Employee Resource Groups (LGBTQ+, Gender, Disability and Race) to create an ever more inclusive working environment. We work in an intersectional way to ensure people feel that they belong and can be themselves.One of the things I enjoy the most is being involved in many events throughout the year to really bring it alive, educate and hopefully inspire. 

 How important do you think a positive Inclusion & Diversity culture is in the workplace?

It’s incredibly important and offers so many benefits.A diverse culture leads to a happier workforce, improved innovation, better business decisions, better interaction with your clients and customers and it will enable an organisation to evolve and thrive.Also it helps the organisation to attract the talent it needs and to keep it.

How does one go about creating this positive culture?

The tone has to be set right from the top and the leadership team needs to both understand, develop and totally buy into the vison.The middle of the organisation needs to embrace it and the values need to be interwoven into every part of the organisation.Hiring managers need to understand the impact of their decision-making.And lastly the culture and behaviours need to be visible throughout right from the start when anyone joins There is a real need for trust and safety to be embedded so that people are able to speak up if there is an issue and action needs to be visibly taken.

In terms of Diversity & Inclusion we have achieved much. What more needs to be done?

We have come a long way but there is still so much to be done.The playing field still needs to be balanced and equal opportunity created – aiming for equity rather than just equality.Stigma, fear and ignorance still need to be addressed for so many, and people with privilege, whatever form that comes in, need to use it to help others.It is up to everyone to educate themselves and see life through a different lens – then we will achieve a much richer and hopefully kinder society.

On either a personal or professional level what do you consider to have been the achievement of which you have been proudest?

My proudest achievement is creating a network called Inspire in 2008, firstly in the UK and ultimately globally, linking over 8,000 of the most senior businesswomen worldwide. Over the ten years I was involved I coached thousands of women and helped them reach their goals, which contributed to the increase in the number of senior women in prominent positions and improved gender balance overall –and I was honoured to receive an OBE for the work I had done.

But there is still so much to do and I haven’t finished yet!!

What’s next for Carol Rosati?

I will always be an advocate for improving the lives of women and girls but equally important to me is creating a more balanced society where anyone is accepted for who they are. 





Coming out in the Armed Forces on the day the ban was lifted must have been immensely challenging. Why did you make that leap?

When I walked through the gates of Britannia Royal Naval College Dartmouth on 12 September 1989, I knew that I had to leave an important part of who I am behind, because being gay was toxic, illegal and unacceptable to the Armed Forces back then. In the years that followed I watched scores of talented LGBT+ members of our Armed Forces marched away towards cruel investigations at the hands of the Royal Military Police and, in many cases, imprisonment. As I watched them being expunged, I stood in solemn silence; I could do nothing to help them. Nothing I would do or say could have eased their burden or changed their future, the best I could have done was to throw my career on the same fire. In the years that followed I became the perfect storm, a young officer carrying the true values of our Armed Forces and angry at the incongruity and injustice of the ban. 

As the Secretary of State for Defence announced the repeal of the UK Armed Forces “gay ban” on 13 January 2000, just a few yards down the road there were long faces in the Ministry of Defence at an unwanted and hard-fought policy change. My Commanding Officer was far from a modernist and in the months ahead we would lock horns many times. Through necessity he told a packed officers’ mess of the policy change a day before the House of Commons announcement. 

My response was swift and instinctive. I stepped from my closet and claimed the ground which had been so hard fought. I stepped forward knowing of the difficulties I would face, as I battled to be my true self. On that day, I felt a burning sense of duty to match the courage of those who had fought for my right to serve in our Armed Forces. In my path was a hail of shrapnel in an Armed Force ill-prepared to accept me and my kind. 


In the years that followed I defended my kind like a tiger, wounding far more senior officers with words and pen that was prudent. I suspect that admirals, generals and air marshals traded my letters and emails, grim faced, in the military clubs of London. I wrote campaign letters, leaked articles to the national press and broke Queen’s Regulations repeatedly, as I dragged a policy that “dare not speak its name” into the 21st century. Today I have found my peace with those immensely difficult and lonely years. There was not a moment then that I felt safe but neither was there a moment when I wavered or believed that our LGBT+ serving community was anything other than brilliant members of our Armed Forces and worth the fight. 

As for campaign style, for many years I was a lone voice supporting a business case that few would pin their colours to. So many doors were locked shut and I bull-charged them! Today, where the diversity business case is proven, I have learned that much can be achieved by an honest discussion and more gentle encouragement. These days I take the opportunity to ask nicely and check if doors are unlocked before I hit ramming speed! 

So why are you now campaigning for Armed Forces veterans? 

Thankfully, today the United Kingdom, its people and our government are universally proud of LGBT+ members of our Armed Forces who serve with distinction at the front line of operations. These men and women are welcomed in their ships, squadrons and regiments and their careers thrive. They are defined by their military service, not their sexual orientation or gender identity and they are valued for who they truly are and for the contribution they make. Our LGBT+ serving members of the Armed Forces are protected by an Armed Forces Covenant, which offers a promise from our nation that those who stand in our protection in our hour of need, and their families, shall not go unnoticed in their hour of need. 

Our issue is that in the years of the ban and in 22 years since the ban was lifted, the generations of veterans who stepped forward for military service to protect our peace and freedoms, have been treated with abject cruelty, the impact of the ban endures in their lives and they remain beyond the protections of the covenant and the Armed Forces family. My work and FWP’s work with serving and veterans communities of the Armed Forces will not be done, until those who uphold the covenant, have done their duty to those most affected by the ban. 

How did Fighting With Pride come about and what does the charity aim to achieve?  

I picked up my pen in 2017, as the editor of the anthology book Fighting With Pride, aware that this important history was fading in the nation’s consciousness and risked being lost forever. 

I gathered a group of amazing veterans and serving personnel who I had met in my service life and we prepared to publish ten stories of the ban. The most distinguished, perhaps, of our group was Captain Professor Sir Michael Howard, Regius Professor of History at Oxford, who was awarded the Military Cross at Montecassino in 1943. In bold defence of the lifting the ban, Sir Michael wrote to the Permanent Under Secretary of State in 1995 stating that he felt the ban was illogical, at variance to changing attitudes and in conflict with the ethical values of the United Kingdom, which he had fought in war to uphold. I was privileged to meet Sir Michael in the weeks before the book was published and he told me much of his experiences in Italy, both in battle and – with a wry smile – otherwise!  

As my team of writers neared our publication date, the 20th anniversary of the lifting of the ban, we were angered by the fact that organisations that upheld the notion that our veterans are a band of brothers, sisters and siblings had failed to offer friendship and support to a group of veterans who had been cast aside and that the government had made no meaningful apology or acts of reparation.  On that landmark anniversary of the lifting of the ban we formed the registered charity, Fighting With Pride, as champions for our LGBT+ Armed Forces Veterans.   

In little more than two years since our team formed, Fighting With Pride has built the case for reparations for LGBT+ veterans and brought that case to Westminster. Nothing less than recognition and recompense will be acceptable for these remarkable veterans who met the challenges of military service and so many other challenges placed in their path. 

In June 2021, with my Joint Chief Executive, RAF veteran, Caroline Paige, we gave evidence to the Select Committee on the Armed Forces Bill which would ultimately result in the government’s commitment to the LGBT+ Independent Review, announced on 19 January 2022. Our team is determined to bring an end of this long journey for recognition and reparation this year. 

I have been greatly privileged to find myself at times in places whether there has been a cause to champion for those who have met the challenges of military service, but not themselves been cared for well. In the years of the ban, LGBT+ veterans fought their case alone. Today, FWP is being pushed along on its journey by hundreds of veterans and LGBT+ organisations who today recognise our wonderful LGBT+ veterans as the remarkable people that they are. 

I cannot tell you what it means to our LGBT+ veterans to have their case held high by the whole community that they have fought side-by-side with in conflict. 

I am proud to have had the chance to lead at the vanguard of work. In 2022 we must find an honourable future from this dishonourable war.