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Why are the LGBT+ and Ally Business Leader Lists important?

What are the LGBT+ and Ally Business Leader Lists?

How are the lists compiled?

Judging Criteria

Judging Panel

Previous LGBT+ and Ally Business Leader Lists

 

Why are the LGBT+ and Ally Business Leader Lists important?

In light of recent events, the need to stand up, unafraid to be who we are, is greater than ever.

OUTstanding was founded to prove that LGBT+ executives could be visible, safe and successful in business, but our employees don’t stop being who they are when they walk out of the office door; we must be visible in our support at all times, in all places.

That’s why our lists are so important. We need to prove to the world that you will not be held back or live in fear of discrimination because of who you are. Our lists go a tremendous way in normalising the experience of being LGBT+ in the workplace.

  • LGBT+ employees who are in the closet are 70% more likely to leave the company within the first three years. (FT, 2014)
  • 85% of those responding to a survey of OUTstanding’s network of LGBT+ executives and their Allies said non-inclusive workplaces have a negative impact on employees and can damage productivity. (OUTstanding, LGBT Business Barometer, 2014)
  • 62% of Generation Y LGBT+ graduates who were out at university went back in the closet when they started their first job. (Human Rights Campaign, 2012)

 

What are the LGBT+ and Ally Business Leader lists?

This is the fourth year that OUTstanding and the Financial Times have joined forces to create an environment where LGBT+ executives can succeed.

There are four categories for which you can nominate inspirational LGBT+ and Ally role models:

  1. Leading LGBT Executives
    The Leading LGBT Executives category will recognise 100 senior role models who are helping to make the workplace a more welcoming place. Nominees for this category will be successful senior LGBT+ executives working one to three levels from the chief executive.
  2. Leading Ally Executives
    The Leading Ally Executives category acknowledges the contribution of 50 senior executives who are outspoken and unwavering in their support for LGBT+ people in the workplace. As with the Leading LGBT Executives category nominees will work at the highest levels of an organisation.
  3. Top LGBT Future Leaders
    In this category OUTstanding and the Financial Times jointly present 50 inspirational LGBT Future Leaders. The LGBT Future Leaders category recognises those making a significant contribution to LGBT+ inclusion wherever they are placed in the company. Nominees will work at any level of an organisation.
  4. Leading LGBT+ Public Sector Executives
    In this new category, OUTstanding and the Financial Times present 20 inspirational LGBT+ Executives from the Public Sector, who are helping to make their workplace and their communities more welcoming. As with the first two categories, nominees will work at the highest levels of their organisation.

 

How does it work?

  1. Nominations are submitted via the nominations page
  2. Nominees are contacted for their supporting information
  3. Nominations are scored by the OUTstanding Team
  4. Ranking will be sent to the judging panel for secondary scoring and ranking
  5. Successful nominees will be informed in the weeks leading up to publication of the FT supplement
  6. The OUTstanding LGBT+ and Ally Business Leader Lists are published on Thursday 26th October 2017 by the Financial Times

 

Timeline:

  • 21st  June – Nominations open
  • 15th September – Nominations close
  • 20th September – Final deadline for supporting information
  • 21st September – Judging/ranking finalised
  • 6th October – Deadline to remove yourself from the process
  • 26th October – Publication of the lists
  • 26th October – OUTstanding Gala Dinner

 

Judging Criteria

The LGBT+ and Ally Business leaders will be judged according to four criteria:

  1. Activities undertaken to make the workplace a more welcoming place.
  2. Activities a nominee is involved with outside of the workplace that help to achieve positive change for LGBT+ people.
  3. Recent business achievements.
  4. Seniority and influence in the business.

Each criterion will be scored out of 10, with each nominee receiving a potential overall total of 40.

LGBT Future Leader nominees will only answer questions 1-3 and will be scored out of 30.

 

Previous Lists

Click here to see our 2016 Top 100 LGBT+ Executives

Click here to see our 2015 Top 100 LGBT+ Executives

Click here to see our 2014 Top 100 LGBT+ Executives

Click here to see our 2013 Top 50 LGBT+ Executives