At Thomas, we work across borders, cultures and industries - so it’s no surprise that our people bring a wide mix of perspectives and experiences to work every day.
But wherever we are in the world, one thing stays the same: if we want people feel happy, connected and psychologically safe at work, inclusion has to be at the heart of our culture.
Everything we do is designed to help people feel more connected at work. And real connection starts with being able to show up as your full self - without fear of judgement, or feeling like you need to hide who you are.
We know we’re not perfect, but we’re committed to being an active ally to the LGBTQIA+ community around the world. That means listening, learning, and taking time to reflect on what inclusion really looks like.
So this Pride, we asked some of our colleagues to share what it means to feel included - and how Pride shows up in their working lives.
My love letter to being ‘gay’
By Lou Walden, Product Marketing Manager.
I live in Brighton, so every day is gay! But one moment sticks in my mind.
About 10 years ago, I was travelling on a bus with friends to Brighton Pride when a young teenage boy got on with his family. He was pretty loud about his opinions: complaining about going, couldn’t see the point, etc. As his complaints grew louder, I was expecting the lazy, homophobic slurs to start, but they didn’t. His mum quietly explained that being homosexual used to be illegal, and the carnival we were going to was originally - and only - a protest march for equal rights. ‘That’s stupid!’ he exclaimed, ‘Against the law to be gay – well, they can’t help it!’
Perfect.
I remember this instance because it reminded me of the struggle, the prejudice and hate I’ve seen in the past. I found my gay community way before I moved to Brighton: I was about 18 when I knocked on my next-door-neighbour's door to ask for the music to be turned down. I left about 6 hours later with some life-long friends.
This was the tail-end of the AIDS epidemic and Gloucester had one gay night, once a week in one club. And it could be dangerous - gay bashing was considered a bit of a sport, and even going to the pub could elicit looks, loud remarks and shoving at the bar. I had to pretend to be the girlfriend to keep friends safe.
I went from advocate to ally by joining Gloucestershire Friend as a trained volunteer counsellor. It was, amongst other things, a gay and lesbian telephone support line (this is pre-internet) that gave advice (how to come out, how to tell if someone was gay), information (nearest gay pub or sexual health tips) and counselling (dealing with depression, isolation and worse.) Our glossary of terms was the best of any job I’ve ever had.
I’m seeing ‘gay’ through the eyes of my teenage kids now. My daughter and their friends represent the whole rainbow. And although I disagree that sexuality should be lumped together with gender – they’re completely different – I do understand the value of being together. To continue to fight and highlight the struggle, despite being in a country where it’s normal; legal. A good example is my son; he’s now about the age of the kid on the bus, and he has the same attitude. “Why go to the Pride parade? Who cares? Every day is gay in our house.”
Stories like Lou’s remind us why Pride still matters – and why workplaces must keep evolving to create spaces where people feel safe, seen, and valued.
Why an inclusive workplace is important to me
By Stephen Cuppello, Director of Psychology.
I've been lucky enough to work at Thomas for 9 years. Before this, I worked for a great company and loved my role, but I worked in a region where it was not possible for me to be out at work. It was always tough. I never felt I was able to be my true self, needing to police what I disclosed and how I spoke. I found myself feeling that bit removed from colleagues, and I wasn't able to achieve my full potential there. That taught me a lot about what Pride meant to me, and what it means to me to be able to be my full self at work.
I made a deliberate point of being fully out as soon as I started at Thomas, and later was one of the founding members of Thomas' Rainbow Alliance. I feel my experiences and the perspectives that have been shaped by my queer identity are not only respected but encouraged and valued. I feel proud of Thomas' track record on supporting LGBTQIA+ staff, and their commitment to - and progress on - making Thomas a great place to work where anyone can be happy, connected and successful, regardless of their background.
For Stephen, being able to be open about personal identity at work has helped unlock both personal and professional fulfilment – something we believe every employee deserves. If you are interested in learning more about Stephen’s story, he has written a longer piece on his journey for Attitude Magazine.
How embracing my full self made me a better leader
By Kira van Niekerk, Global Connection Enablement Director.
For a long time, I believed my queer identity belonged outside of work. It felt like something personal, something to keep separate from my professional world. At the time, I thought I had to show up in a certain way to be taken seriously at work. But as my career progressed, I began to realise that hiding parts of myself was limiting not only my sense of belonging, but also my ability to lead with authenticity. The turning point came when I started connecting more deeply with who I am, and recognising that the foundation of strong leadership is genuine, human connection.
When I came out in 2007, I didn’t yet have the language that truly reflected how I felt. I tried on labels that never quite fit, because the choices felt limited. It took time to discover that identifying as queer or pansexual gave me the space to feel seen on my own terms. These identities allowed room for fluidity and growth and embracing them became part of my own leadership evolution.
I’ve learned the importance of this self-awareness. The more I understood myself, the more I can show up for others. That’s when leadership started to feel real. No longer about ticking boxes or playing a role. It’s more about presence, honesty and care.
Part of my journey included co-founding the Thomas Rainbow Alliance. What started as a Pride initiative quickly became something bigger: a space where people could be open, ask questions, and feel supported in being themselves. Creating that space made me feel more connected to my colleagues and more confident in myself.
But being a visible queer leader can come with pressure. I’m straight-passing, which means I often have to clarify my identity or correct assumptions. There are moments when I feel the weight of representing something bigger than just me. I want to be the role model I didn’t have early in my career, but I’ve also learned the importance of looking after my own wellbeing.
This is where allyship makes all the difference. The support of colleagues who step in, speak up, and stand beside me has made my experience so much more balanced. Inclusion isn’t the responsibility of LGBTQIA+ people alone, it’s something we all co-create. And when we share that responsibility, we create stronger, more connected workplaces.
Kira’s journey shows the transformative power of inclusion – not just for individuals, but for the teams and cultures they shape. Read Kira’s full reflections on queer identity, leadership and connection over on our blog.
At Thomas, we’re committed to building a workplace where fairness, inclusion and belonging aren’t just values, but part of everyday experience.
Pride is a time to celebrate, and to reflect, so we want to thank everyone who shared their stories with us. We’re grateful to be on this journey together – learning from one another and creating a culture where everyone feels seen, supported, and free to be themselves at work.
