Up and Out: A Conversation with LGBTQ+ Leaders at BlackRock

We spoke with three of our firm’s Managing Directors who are part of the LGBTQ+ community. Learn more about Brian Grossman, Kirsty Craig and Alexis McKeown’s experiences of being out in the workplace and how it shaped them into the leaders they are today.

From left to right: Brian Grossman, Kirsty Craig and Alexis McKeown

What does being a Managing Director and out LGBTQ+ leader at BlackRock mean to you?

Brian Grossman (Head of Americas Product Strategy for Alternative Solutions Group): For the majority of my six years at BlackRock, I did not consider being openly gay as integral to my professional trajectory or contribution to the firm. My path to becoming a Managing Director, however, changed my perspective. I am proud and appreciative of the opportunity to represent the LGBTQ+ community. I feel a responsibility to mentor and be a role model for younger professionals, and to use my leadership position to help shape how BlackRock approaches its social impact – particularly with the development of our market-leading investment programs. I am excited and passionate about continuing to work alongside incredibly talented younger professionals across the firm and to help unlock growth opportunities for BlackRock.

Kirsty Craig (Head of the Data Strategy & Solutions Team): It’s really important to have diverse senior leaders in the LGBTQ+ space who represent all parts of our community. It’s important to acknowledge the intersectionality of people’s identities and ensure that we have that level of diversity in senior ranks. As I advanced my career at BlackRock, I didn’t personally see people that looked and felt the same as me. So for me, being a Managing Director and a leader for the LGBTQ+ community now is about being a visible role model for everyone at the firm, to give people the chance to see that you can belong at BlackRock.

Alexis McKeown (Global Head of Digital Workplace Operations): I’ve been out since I joined BlackRock 16 years ago as a Vice President. I’ve had a lot of opportunities not despite, but because I am a diverse, out and engaged leader. People internally and externally have seen that someone like me can be authentically themselves and excel professionally.

Now, as a Managing Director, my responsibilities go far beyond leading my teams. I’m also responsible for helping to create and foster the culture of the entire firm. That means continuing to be a role model for the next generation of LGBTQ+ leaders. Representation matters!

How have you seen the level of industry acceptance of the out LGBTQ+ community change from when you began your career to now? Were there any LGBTQ+ professionals in leadership positions that you looked up to? If not, how did that influence you?

Brian: The level of industry acceptance and focus on DEI has changed drastically since the beginning of my career. Authenticity and vulnerability were not as embraced when I started working as an Analyst. At the time, it felt like conformity was more of the norm. This influenced my level of comfort in coming out and being out at work. I had concerns for how being out would negatively impact my career potential. At BlackRock, I feel not only safe, but encouraged to be my authentic self. I also recognize how being both authentic and vulnerable allows for personal and professional growth.

Kirsty: I’ve seen a massive shift in industry acceptance, although depending on where you are in the world or how you identify, that experience can be very different and is something we should acknowledge.

2022 has been a great year for increasing female-identifying LGBTQ+ representation in leadership positions at BlackRock. The firm is also focused on building a very exciting bench of junior LGBTQ+ talent, thanks to partnerships like Out 4 Undergrad, Out & Equal and Lesbians Who Tech. That was something that didn’t exist when I started my career.

Alexis: I’ve seen a major shift in the industry and in many parts of the world toward LGBTQ+ acceptance. I’ve always felt that being out and involved was a huge advantage – maybe because I live and work in the Bay Area. But I have known others, particularly in client-facing or more male-dominated roles, who have been scared to come out because they feared it would jeopardize their career or their relationships with clients or colleagues.

Over time, though, I’ve watched those same colleagues challenge themselves to bring their whole selves to work. It’s been wonderful to see them accepted for who they are and to see how happy being authentic has made them. Now many of them are BlackRock’s most vocal and engaged out leaders.

There also seems to have been a generational shift. As part of BlackRock’s Out & Allies Network, I work with incredible Analysts, Associates and VPs who expect to be accepted and appreciated at work. It’s wonderful to see these future leaders continue to push the entire industry forward.

Of course, in many countries it’s still not possible to be out. Furthermore, we are seeing more and more U.S. states pass anti-Gay, Lesbian and Trans legislation. It is for those who can’t be or don’t feel safe to be out at work that we continue to raise awareness and fight for acceptance and change.

In terms of mentors, early in my career I met Janine Guillot, who was the first Executive Sponsor of BlackRock’s Out & Allies Network. Though no longer with BlackRock, as an out leader championing financial sustainability reporting, she continues to inspire me. Alan Mason, Zach Buchwald and Phil Hodges have all been incredible role models as out and proud BlackRock Managing Directors.

With the promotions of Kirsty and Brian to Managing Director this year, we continue to expand the ranks of LGBTQ+ representation at senior levels of BlackRock. I couldn’t be prouder to be in the same class as these amazing leaders.

How important has it been for you to have mentors or advocates throughout your career?

Brian: Having mentors and advocates has been incredibly important to my career. My personal community of mentors has been diverse. That said, not all diversity is diversity that you can see, which is just one of the reasons why the work that the Out & Allies Network does to build a supportive community and make mentorship connections is so significant.

Kirsty: I’ve had different mentors at different points of my career and depending on the challenges I was facing at the time. A concept that I embrace is having a personal Board of Directors – a group of three to five people whom I meet with frequently to discuss my career and challenges. This network of internal BLK sponsors and mentors has helped me navigate challenges like my career path and what opportunities I should be thinking about, and coached me on how to handle difficult issues.

Alexis: I’ve met some of my most impactful mentors and advocates through company-sponsored programs. My current manager, Anthony Diaz Matos, was my unofficial mentor for many years before giving me an amazing career opportunity in his organization and supporting me through my entire Managing Director nomination process.

Mark McCombe, Executive Sponsor of the Out & Allies Network, has been a vocal and steadfast sponsor for many of us in the LGBTQ+ community. It’s inspiring and builds a strong sense of firm loyalty.

I’m also very interested in reverse mentorship programs as a way to constantly get fresh perspectives. This is something I get unsolicited from my kids every day!

What advice would you give to members of the LGBTQ+ community, whether out or not, to navigate their careers while also showing up as their full authentic selves?

Brian: Self-acceptance and confidence in being your true authentic self in a professional setting is a journey. That journey is unique to each person, and everyone should do what is comfortable when it makes sense for them. I believe, however, that being your authentic self provides you with the ability to better explore your full potential.

Kirsty: This may sound cheesy but bring your whole self to work and be proud of who you are. I have made lifelong friendships with people I’ve met at BlackRock by being my true, authentic self.

Alexis: Many of us have experienced discrimination or aggression, micro and not-so-micro. I know that being the “other” can be hard, but it can also be an asset. You bring a unique perspective, not despite, but because of who you are. Be proud of that!

One of the most inspiring people I know is Erica Seremeta (US & Canada Diversity, Equity & Inclusion Client Engagement), who transitioned after 20 years with BlackRock. Her ability to show up authentically every day is humbling.

If your company has an LGBTQ+ network or affinity group, I suggest not only participating but also taking a leadership role. You’ll learn a lot, and more importantly, you’ll get invaluable exposure to senior leaders.

Lastly, I highly recommend attending LGBTQ+ conferences and events. There is nothing more inspiring than being in a room full of LGBTQ+ professionals!