Holding the Line: What Talent Acquisition Can Learn from Pride

I’ve always had a bit of a complicated relationship with Pride.

As an out gay exec, I carry a sense of responsibility — to be visible, to do my best, and to offer a model of what’s possible for others coming up through the ranks. I know firsthand the challenges that come with navigating boardrooms and bias, and I hope my presence gives someone else a little more permission to be themselves.

Times have certainly changed since I came out in the late '90s. We've seen progress — from legal recognition to corporate representation — but recently, dark clouds have gathered again. Since moving to the U.S., it's impossible to ignore how LGBTQIA+ rights have re-entered the political crosshairs. You feel it in policy debates, in workplace rollbacks, and in the deafening silence where once there were statements of support.

When I experienced my first Pride here in LA, what struck me most was what was missing. Amongst the glitter and floats, I noticed a lack of political messaging — a lack of protest. And yet, Pride began as exactly that. A riot. A refusal. A demand.

And now, more than ever, it must be again.

The corporate pinkwashing that once frustrated us has given way to something even more dangerous — quiet withdrawal. As DEI policies get shelved and rainbow logos vanish, many of us are left wondering where we stand. Where we once felt included, we may now feel abandoned.

So what can we do?

We show up.

We be ourselves. All of our fabulous, fierce selves.

Over the years, I’ve battled my fair share of imposter syndrome — often rooted not just in professional doubt, but in the quiet, personal work of coming out again and again in every new room. And yet, that visibility is part of the work. We show up in meetings. In leadership. On hiring panels. On Slack. We show up with compassion, with truth, with power.

We also stand up. We advocate. We educate. And we hold the line.

As Talent Acquisition professionals — as innovators — we understand the deep, strategic value of diverse teams. We know that true inclusion doesn’t just drive innovation; it drives belonging, purpose, and progress. Even when the policies pull back, our practices don’t have to. We can keep weaving inclusion into how we hire, how we lead, and how we build culture. We can keep the doors open — even if the signs come down.

Because this work is cyclical. And when the pendulum swings back — and it will — we’ll be ready. With systems, stories, and structures that never stopped believing.

So this Pride, I invite you to take stock of where you can show up, stand up, and spark change. Whether it’s mentoring a queer colleague, auditing your hiring process, or simply being visible in your authenticity — it matters.

Because Pride isn’t just a parade.It’s a promise.

And we keep that promise alive — together.

Rob Devlin, Los Angeles - June 2025