I remember when Apple’s Tim Cook came out in 2014—the CEO of one of the most powerful companies in the world. That was a memorable moment for so many of us in the LGBTQ+ community, especially those of us enamored by tech.

I grew up in a small town in Maine, where being gay just wasn’t something that people talked about. But in that moment, in 2014, I was living in the Bay Area and had just founded Rich Talent Group (RTG)—an executive recruiting firm focused on Digital and Diversity. So Cook’s announcement reflected exactly the type of world I wanted to be part of and help to create—one in which diverse, underrepresented leaders could proudly be themselves at the helm of visionary companies.

I have to say my initial reaction was, only four? Compared to the US population, the number still feels small. The same is true for corporate boards, an area I’m deeply involved in as an executive recruiter.

According to the inaugural LGBTQ+ Corporate Board Monitor, openly LGBTQ+ people are the least represented compared to any other minority group—comprising only 0.6 percent of Fortune 500 company board seats.

In 2020, California passed board diversity legislation, AB 979, which required that public companies headquartered in the state include a minimum number of directors from underrepresented communities, or be subject to fines. Underrepresented was defined as an individual who self-identifies as Black, African American, Hispanic, Latino, Asian, Pacific Islander, Native American, Native Hawaiian, or Alaska Native, or who self-identifies as gay, lesbian, bisexual, or transgender.

This felt like a major acknowledgement for the LGBTQ+ community—even if, in my experience, the conversation about LGBTQ+ representation on boards does not come up in recruiting conversations very frequently. Unfortunately, I also have to point out that the California legislation has since been struck down.

As much progress as we’ve made when it comes to diversity and inclusion in the workplace over the last several years, there are still many people that don’t feel they can be their true selves at work. As the aforementioned Fortune article also points out, a recent survey on the LGBTQ+ worker experience found that “only 30.7% of respondents are fully out at work (defined as out to everyone in the workplace). Those who aren’t out cited fear of discrimination as a top reason for not disclosing.”

This makes me reflect on a time early in my career where the company I worked for hosted a special event for employees and their spouses—for those who were married. At the time, gay marriage was not legal, so while I was in a committed partnership (with my now wife, Jill), I was not allowed to invite her. I was out at work, but I didn’t feel seen.

So given all of this, what gives me hope today and for the future?

Many of RTG’s current and former clients, for example: Amy Errett (CEO and Founder, Madison Reed), Liz Jenkins (COO, Hello Sunshine), Roz Francuz-Harris (VP Talent, Zillow); Mo Matheson (CHRO, Nike); Julie Averill (EVP, Chief Information Officer, Lululemon), Paul Wolfe (former CHRO, Indeed).

Or just look at Fast Company’s Queer 50 list or Pitchbook’s 47 LGBTQ+ founders, entrepreneurs, and VCs you should know.

I’ve had the privilege of working alongside many of these inspiring leaders and others I admire from the LGBTQ+ community. Even just reflecting over the last few of months, many highlights come to mind:

I’m sure many saw the Fortune article published this month—4 Fortune 500 companies are led by openly LGBTQ CEOs. Nine years after Cook’s announcement those four include Apple, as well as Dow Chemical CEO Jim Fitterling, Macy’s CEO Jeffrey Gennette, and Land O’Lakes CEO Beth Ford.

Despite the fact that there are only four LGBTQ+ CEOs in the Fortune 500, there are many impressive LGBTQ+ executives doing amazing work outside the Fortune 500 and/or outside the ranks of CEO.

• My dear friend Laela Sturdy was appointed Managing Director to lead CapitalG, Alphabet’s growth stage venture arm—making it one of the few venture firms to be led by a female partner (not to mention LGBTQ+).
• Our RTG team hosted an event with Sally Susman, EVP and Chief Corporate Affairs Officer at Pfizer. She recently published her book, Breaking Through: Communicating to Open Minds, Move Hearts, and Change the World, in which she shares powerful lessons in leadership and communication from her impressive career—from Capitol Hill, to American Express, Estée Lauder, and Pfizer. She also shared with us her own coming out story to her parents; a story of bravery and courage, and certainly an inspiration to many.
• LaFawn Davis, whom we recruited to Indeed and now serves as SVP ESG. She was recently honored as one of San Francisco Business Times’ OUTstanding voices. We asked her a few questions about her experience being queer and a leader, and it was heartening to hear her response: “I’m comfortable with it, and everyone else is, too. I am happy to be able to be authentic at work because then I don't have to code switch so much; I can be myself. I know there are many people out there who still have to hide parts of who they are, but at this moment in my career, at Indeed, I see more opportunities than barriers.”

Today, I’m grateful that I can be my full, true self at work and that I lead a company whose mission is all about advocating for inclusion. I’m surrounded by team members who are passionate about this mission—like Andre Adeyemi for example, who also serves on the Board of the SF LGBT Center.

There are lots of bright spots to share, but there is no doubt more work to do on DE&I in corporate, political, and social spheres. I love the advice my friend Lisa Osborne Ross, CEO of Edelman recently shared in Fortune when asked about the vitriol aimed at the LGBTQ community and how CEOs should react:

“Backtracking kills your credibility. We have a great stat that shows standing firm is best. Research shows that 51% of U.S. workers say they are more likely to work for a pro-LGBTQ company, while 11% say the opposite. And 34% of consumers say they are more likely to buy from a brand that has supported LGBTQ rights, versus 19% who say less likely. The ROI (return on investment) is there, so get in there.”

Pride month may be coming to a close, but this work is ongoing. I’d encourage all of us to continue the year by getting in there (as Ross put it) to advocate for LGBTQ+ rights, and uplifting your LGBTQ+ colleagues and their accomplishments so we can continue to make steps towards a better future we all want to be part of.

More about Jana Rich

Jana Rich is the founder and CEO of Rich Talent Group. For nearly 30 years, Jana has partnered with leading companies, from early stage to Fortune 500, helping to build teams of proven leaders and diverse thinkers. Her clients – which include Adobe, Peloton, Eventbrite, Affirm, Lululemon, and Epic Games – have launched revolutions, small and large, that have changed the way we do business today.

Additionally, Jana has built well-established relationships with many leading venture capital firms which include Lightspeed Venture Partners, GV, Coatue, Andreessen Horowitz, and Forerunner Ventures.

Before founding Rich Talent Group, Jana spent over eighteen years at two of the world’s largest executive search and assessment firms. At Russell Reynolds Associates, she led the Global Consumer Digital and Media practice and the Consumer Sector of North America. At Korn Ferry International, Jana launched the industry’s first digital recruiting practice in 1996.

Jana serves as an advisory board member for MAKERS, a media company that accelerates the women’s movement through real-life stories that ignite passion; and World 50, a private community for senior-most executives from globally respected organizations. She has served on the Forbes Executive Women’s Board and was a director of the Stanford Business School Women’s Initiative Network.

She was also a mentor in the Women’s eCommerce Network sponsored by Liberty Media. She served on the board of BringChange2Mind, a non-profit organization founded by the actress Glenn Close. Jana has been honored three times by the San Francisco Business Times as one of the Most Influential Women in Bay Area Business.

She received a BA in psychology from Vassar College and an MBA from the Stanford Graduate School of Business. Jana and her wife, Jill, live in Marin County with their dogs, Darby and Roo.