Friend of FAIRER interview: Matt Cameron

Why does LGBTQ+ History matter to you personally, and why should it matter to leaders and organisations today?

“LGBTQ+ history has always affirmed something deeply personal: that I can be me. As a history graduate myself, I’ve always believed that the past shapes the future, and that progress is never guaranteed.

"If we’re not careful, things can move backwards quickly."

"For leaders and organisations, history month is a powerful tool. It helps them show up not only for the community, but also for the many employees who are parents, siblings, friends, or colleagues of LGBTQ+ people. Understanding history and context builds better leadership and cultural intelligence, and this helps to build high performing teams”.

Tell us about LGBT Great and your work to support inclusion in the workplace.

“LGBT Great helps organisations to become authentically inclusive. Because when your people prosper, everyone thrives. We exist to give organisations and their leaders the building blocks they need to create truly welcoming environments. We provide insight, connect talent and build confidence.

“A major part of our work is mentoring and talent development. We’ve supported over 500 people, developing leadership capability, confidence and community. We use reverse mentoring, skills-based mentoring, and lived experience mentoring to spark personal growth on both sides. And we help organisations attract talent who want to work somewhere progressive and aligned with their values”.

LGBTQ+ inclusion in practice

What are the most pressing challenges facing the LGBTQ+ community right now and where do you see real opportunities?

“Geopolitics is having a profound impact. We’re seeing rising polarisation globally, and that inevitably spills into workplaces. Mental health and wellbeing continue to be major concerns, and there’s still a real shortage of visible role models.

"But I’m optimistic. We’re seeing people show up more actively for one another. We’re seeing leaders step forward to build confidence, cohesion, and visibility. And every time someone is visible, they inspire the next generation, something I never had growing up in a lower socioeconomic, single-parent family with no LGBTQ+ role models in sight”.

Many employers say they support LGBTQ+ inclusion. So why do so many LGBTQ+ people still feel they can’t fully be themselves at work?

"LGBTQ+ people remain a numerical minority, which makes confidence and psychological safety harder to establish. Leadership plays a huge role. Making people feel seen, heard, valued - that’s learned mostly through experience, not textbooks. It means showing up consistently, understanding that different communities need different things, and investing the time to build trust."

Finally, what distinguishes leaders who are seen as allies from those who actually change outcomes?

“Two core things. One is lived-experienced perspective, and two is discipline. Effective leaders make space in the day to day and do lots of small things consistently. They actively listen, they draw on lived experience, and they put themselves in someone else’s shoes. And crucially - they act. They evaluate situations honestly and rise to the moment. Leaders who role model and impact positive outcomes help unlock that same spark in others”.