The OUTstanding Role Model Lists 2026 have recognised 245 LGBTQ+ leaders and advocates advancing workplace inclusion worldwide. The recognition comes as new research reveals openly LGBTQ+ directors hold just 0.8% of Fortune 500 board seats, highlighting the continuing need for greater representation and inclusive leadership.
The 2026 OUTstanding Role Model Lists, produced by INvolve – The Inclusion People and supported by YouTube, have been unveiled, celebrating 245 inspirational LGBTQ+ professionals and advocates making a difference across global business. The annual lists recognise senior executives, emerging leaders and allies who are breaking down barriers, challenging discrimination and helping create workplaces where LGBTQ+ employees can feel safe, valued and able to thrive.
Unlike traditional diversity and inclusion awards, the OUTstanding lists focus on individuals whose primary professional responsibilities are not in diversity, equity and inclusion (DEI), but who have made advancing LGBTQ+ equality a personal priority alongside their careers. This year’s honourees span technology, financial services, retail, telecommunications, consulting, healthcare and the non-profit sector, demonstrating how workplace inclusion can be championed at every level of an organisation.
LGBTQ+ BOARD REPRESENTATION REMAINS ALARMINGLY LOW
The recognition comes amid fresh concerns about LGBTQ+ representation at the highest levels of business. Just 0.8% of Fortune 500 board seats are held by openly LGBTQ+ directors, according to 2026 research by PRISM, the Association of LGBTQ+ Corporate Directors, and Equilar. As reported in October, LGBTQ+ representation on Fortune 500 boards declined for the first time since comparable tracking began in 2022. The latest findings identified just 45 board seats held by openly LGBTQ+ directors, down from 50 in 2024. Those positions are held by 39 individuals across 43 companies, highlighting the limited pipeline of LGBTQ+ talent reaching the highest levels of corporate governance.
The picture in the UK is also concerning. Out Leadership’s 2026 OutQuorum research found that just 12.4% of FTSE 350 companies examined explicitly mentioned LGBTQ+ people in their board diversity disclosures, down from 17.4% in 2024. That represents 37 of the 298 companies analysed, compared with 52 previously.
Although the figure measures corporate disclosure rather than the actual proportion of LGBTQ+ directors, the decline raises questions about transparency, accountability and the visibility of LGBTQ+ representation in corporate leadership. Against this backdrop, initiatives recognising visible role models and allies remain important in demonstrating that LGBTQ+ professionals can reach senior positions and influence organisational culture.
VISIBILITY AND REPRESENTATION MATTER
Suki Sandhu OBE, Founder and CEO of INvolve, highlighted the continuing need for representation and inclusive leadership as the 2026 lists were launched. “Clearly, there’s still work to do. Visibility isn’t a nice-to-have. Representation isn’t a box-ticking exercise. And inclusive leadership needs more than good intentions. That’s why the INvolve Outstanding Role Model Lists matter,” he shared. “I’m incredibly proud to launch the 2026 Outstanding Role Model Lists, supported by YouTube, celebrating 245 incredible LGBTQ+ leaders and advocates from leading organisations around the world who are breaking down barriers, opening doors and creating workplaces where everyone can thrive.”
Sandhu has long advocated for greater accountability around LGBTQ+ leadership representation. In a previous guest column for Fair Play Talks, he called on businesses to introduce targets for LGBTQ+ representation in senior leadership, supported by better data, stronger talent pipelines and visible role models. Five years later, the latest boardroom figures suggest that many of those challenges remain.
TOP 10 OUTSTANDING EXECUTIVE ROLE MODELS 2026
The Top 100 OUTstanding Executives list recognises senior LGBTQ+ leaders using their influence to advance workplace inclusion, challenge discrimination and create opportunities for others across global business. The 10 highest-ranked executives for 2026 are:
- Tristan Pineiro – Chief Marketing Officer, Grindr
- Dong Cui – Managing Director & Partner, Boston Consulting Group (BCG)
- Dan Porter – Head of Employer Brand and Recruitment Marketing, Tesco
- Jen Carter – Global Head of Technology, Google.org
- Sarah Stone McDevitt – Senior Director, Partner Strategy, HubSpot
- Matthias Weber – Chief Sales Officer & Member of the Board, HDI Bancassurance
- Jarrod Trusler – Senior Commercial Director, Dow
- Vishal Desai – International Chief Risk Officer, MS&AD Insurance
- Satia Rai – Chief Executive Officer, IPSA
- Jennie Platt – Chief Marketing Officer, TD Bank U.S.
The executives recognised represent sectors ranging from technology, consulting and financial services to retail, insurance and telecommunications. Their contributions include strengthening LGBTQ+ employee networks, expanding inclusive benefits, mentoring emerging talent and ensuring LGBTQ+ inclusion remains a leadership priority.
TOP 10 OUTSTANDING FUTURE LEADERS 2026
The Top 100 OUTstanding Future Leaders list celebrates LGBTQ+ professionals making significant contributions to workplace inclusion while developing their leadership careers. The 10 highest-ranked Future Leaders for 2026 are:
- Ethan Salathiel – Director, KPMG
- Suraj Agarwal – Senior Analyst, Leadership & Career Development, and APAC Chair of The OPEN (Out & Proud Employees of Nasdaq), Nasdaq
- Cameron Zinger – Director, Local Content & Executive in Charge of Production, TELUS
- Katherine Lou – Project Leader, Boston Consulting Group (BCG)
- Cindy Wong – Director, Head of Transaction Management, Issuer Services Americas, HSBC
- Amy Beasley – Land Management Leader, Dow
- Isabel Scavetta – Product Manager, Google
- Matias Caldez – Fiscal and Strategy Manager, JTI
- TJ Richards – Senior Governance, Risk, Control & Engagement Manager, Santander UK
- Alan Young – Senior Risk Consultant, Marsh Risk
The Future Leaders are recognised for initiatives ranging from LGBTQ+ mentoring and employee networks to inclusive technology, workplace policy improvements and transgender inclusion. Their achievements demonstrate that meaningful change can be driven at different stages of a career, rather than being limited to those occupying the most senior positions.
TOP 10 OUTSTANDING ADVOCATES 2026
The Top 45 OUTstanding Advocates list recognises senior leaders and allies who actively support LGBTQ+ equality and use their influence to create more inclusive workplaces and opportunities. The 10 highest-ranked Advocates for 2026 are:
- Anne Aslett OBE – Chief Executive Officer, Elton John AIDS Foundation
- Andrea Donà – Chief Network Officer, VodafoneThree
- Amy Wilson – General Counsel, Dow
- Meldon (Mel) Wolfgang – Managing Director & Senior Partner, Regional Chair of North America, Boston Consulting Group (BCG)
- Serafina Miller – Senior Vice President, Aon Consulting
- Georgia Dawson – Senior Partner, Freshfields
- Charles Boulton – Chief Executive Officer, Private Bank, HSBC UK
- Rosette Dmello – Managing Director, Deutsche Bank
- Julien Kasparian – Managing Director and Head of UK & Middle East, Securities Services, BNP Paribas
- Stuart Caborn – Global Chief Procurement Officer, Diageo
The Advocates demonstrate how senior leadership support can help embed LGBTQ+ inclusion into business strategy, corporate culture and everyday workplace practices. Their initiatives include executive sponsorship of employee networks, improving inclusive healthcare benefits, supporting LGBTQ+ career progression, mentoring colleagues and strengthening partnerships with community organisations.
FAIR PLAY TALKS FOUNDER RECOGNISED AMONG OUTSTANDING ADVOCATES
Pepi Sappal, Founder and Director of Fair Play Talks, has also been recognised in the 2026 OUTstanding Advocates list for her contribution to advancing LGBTQ+ inclusion through journalism, communications, advocacy and community engagement. The recognition acknowledges her work amplifying LGBTQ+ voices, promoting intersectional inclusion and encouraging organisations to move beyond symbolic commitments towards meaningful workplace change.
Sappal previously served as Head of PR, Content & Communications at myGwork and continues to champion LGBTQ+ inclusion through Fair Play Talks, an independent publication covering responsible leadership, workplace wellbeing, diversity, equity and inclusion. “I’m proud to be recognised as an advocate actively supporting the LGBTQ+ community in business in this year’s OUTstanding Role Model Lists from INvolve. Advocates and allies play a vital role in challenging discrimination, amplifying underrepresented voices and helping to create workplaces where everyone feels safe, valued and able to thrive,” shared Sappal. “For me, meaningful allyship is about using our voices, influence and platforms to help create opportunities for others. Inclusion requires more than visibility or good intentions – it takes consistent action, accountability and a commitment to standing alongside communities, particularly when progress is under pressure.”
The recognition reinforces the importance of sustained advocacy and using professional platforms to elevate experiences and perspectives that are not always heard.
LGBTQ+ WORKPLACE INCLUSION STILL FACES CHALLENGES
The 2026 lists arrive at a time when LGBTQ+ employees continue to experience discrimination, uncertainty and barriers to career progression. As Fair Play Talks recently reported, new Stonewall research found that half of LGBTQ+ people in the UK are pessimistic about the future of equality. The study also revealed that 30% of LGB+ respondents had concealed their sexual orientation at work during the previous year because of concerns about discrimination. Among trans+ respondents, 46% reported concealing their gender identity for the same reason.
Furthermore, 69% of LGBTQ+ respondents identified at least one workplace inclusion factor influencing their choice of employer, underlining the importance of supportive workplace cultures and visible leadership. Separate findings from the 2026 Workplace Pride Global Benchmark revealed a 5.7% decline in the overall median score for LGBTQ+ workplace inclusion among participating organisations, although employers maintaining sustained leadership commitments continued to demonstrate progress.
The findings suggest that workplace inclusion remains an ongoing challenge requiring leadership accountability, effective policies and a commitment to addressing employees’ everyday experiences. They also highlight why visible LGBTQ+ role models and committed advocates can help challenge stereotypes, encourage open conversations and support professional development.
THE IMPORTANCE OF LEADERSHIP AND ALLYSHIP
The OUTstanding lists demonstrate that advancing LGBTQ+ inclusion is not solely the responsibility of HR or DEI teams. Senior executives can use their influence to strengthen organisational policies and career pathways. Emerging leaders can create networks, mentor colleagues and challenge exclusion. Advocates and allies can help remove barriers and amplify voices that might otherwise go unheard.
However, visibility alone is not sufficient. As highlighted through the #BringAnAlly initiative, effective allyship involves actively bringing others into conversations, sharing influence and making inclusion a collective responsibility. The latest OUTstanding recognition also follows the 2026 Workplace Pride Impact Awards, which celebrated individuals, employee networks and organisations advancing LGBTQ+ workplace equality internationally. Together, these initiatives demonstrate the importance of combining individual leadership with organisational action to create more inclusive workplaces.
WHAT EMPLOYERS SHOULD DO NEXT
The latest research and recognition of LGBTQ+ role models highlight several practical areas where businesses can strengthen workplace inclusion.
1. Improve representation in senior leadership
Organisations should examine barriers preventing LGBTQ+ professionals from progressing into executive and board-level roles, supported by fair promotion processes, career development and sponsorship.
2. Strengthen accountability
Inclusion commitments should be backed by measurable objectives, leadership accountability and regular reviews of workplace policies and employee experiences.
3. Support LGBTQ+ employee networks
Businesses should provide meaningful resources, senior leadership engagement and opportunities for employee networks to influence workplace policies and organisational decisions.
4. Invest in visible role models and allies
Employers should recognise and support individuals who challenge discrimination, mentor colleagues and create opportunities for underrepresented groups.
5. Create psychologically safe workplaces
Employees should feel able to discuss concerns, request support and access opportunities without fear of discrimination or negative career consequences.
6. Maintain year-round commitment
Meaningful LGBTQ+ inclusion requires sustained action beyond Pride Month, awareness campaigns or public commitments, particularly when progress faces external pressures.
CELEBRATING 245 ROLE MODELS WORLDWIDE
At a time when LGBTQ+ board representation remains limited and workplace inclusion continues to face challenges, the honourees demonstrate how visible leadership, advocacy and meaningful action can help drive lasting progress. Supported by YouTube, the lists provide international recognition for people working to improve representation, challenge discrimination and create opportunities across industries and communities.
Check out the full 2026 OUTstanding Role Model Lists and all profiles of the 245 honourees here.
RELATED ARTICLES
Openly LGBTQ+ directors now hold just 45 Fortune 500 board seats, down from 50 in 2024.
Stonewall’s first major report in almost a decade reveals persistent inequalities in workplace inclusion, safety, healthcare and belonging.
It’s time for organisations to set targets to increase LGBT+ representation in senior leadership ranks.
The Workplace Pride Impact Awards 2026 have recognised outstanding individuals, allies, employee networks and campaigns advancing LGBTQ+ inclusion worldwide.
