Navigating identity and leadership as an LGBTQ+ woman in business

Interviews

"To me, authenticity isn’t just about being open and honest about my personal life, it’s also about being honest about when I get things wrong, sharing feedback (clear is kind), asking others for help, and admitting when I don’t know the answer."

Dani Hepperlin, Marketing Director at Brown-Forman, spoke to myGwork about her experience as an LGBTQ+ woman in the modern business landscape. From navigating the difficulities of being in the closet early in her career, to the impact her identity has had on her style of leadership, Dani discusses the nuances of encouraging representation in the workplace.

Could you introduce yourself and your role at Brown-Forman?

I’m Dani Hepperlin, Brown-Forman Marketing Director, East USA and Canada. Ten years ago, I joined Brown-Forman in Sydney, Australia. Eventually, I made my way to the bourbon heartland of Louisville, Kentucky, before moving to Atlanta, Georgia, with my wife and two children.

Have you encountered any specific barriers or biases as an LGBTQ+ woman in the workplace? How have you navigated those and what advice would you give to others facing similar challenges?

Early in my career I wasn’t “open” at work about being in the LGBTQ+ community and found that extremely exhausting. When I was 28 I decided this was no longer a great way to operate and I decided I would share that I was part of the LGBTQ+ community. Doing so helped avoid awkward questions like, “Do you have a boyfriend?” When I started doing this, the weight was lifted and I could operate at a high level because I wasn’t carrying baggage. I’ve had one person laugh and walk out of the room when I said I had a girlfriend. I learned very quickly that it wasn't the workplace for me (for a variety of reasons) because I didn’t feel safe to be my true self.

I know everyone is on a different journey from a “coming out” perspective, but my life has been so much more fulfilling by being who I am, rather than hiding a piece of myself. The reality is 99% of the time people are not only supportive but embrace the person you are.

How has being an LGBTQ+ woman shaped your leadership style and ability to mentor and support other women in the workplace?

My leadership style has evolved as a result of being an LGBTQ+ woman. I decided to lead with authenticity and vulnerability, with the hope this would create a safe space for others. To me, authenticity isn’t just about being open and honest about my personal life, it’s also about being honest about when I get things wrong, sharing feedback (clear is kind), asking others for help, and admitting when I don’t know the answer.

I’ve played an active role in being visible knowing representation matters. I took on the co-lead role of our LGBTQ+ Employee Resource Group (ERG) PRIDE a few years ago. This has been a very rewarding experience because we’ve had to navigate some pretty challenging times when it comes to the LGBTQ+ community. It’s reassuring to know I not only have a supportive company in Brown-Forman, but those who are allies rally behind the LGBTQ+ community when we are faced with uncertain times. For this, I am very thankful.

In your opinion, why is it important to highlight and celebrate the accomplishments of LGBTQ+ women, both on International Women's Day and throughout the year?

More often than not, when I look back at history, it’s the LGBTQ+ community standing up and challenging societal norms and it has created an opportunity for all to be successful.

Billie Jean King is a great example of creating equity for all women. Closer to home, for me, it’s the LGBTQ+ women in the 1920s in Australia who pulled on their soccer cleats when it was considered “a man’s game” that I hold up and thank for making it possible for me.

In your opinion, what are some effective ways to engage allies and promote allyship for LGBTQ+ women, particularly during International Women's Day?

To engage with allies you have to be an LGBTQ+ ally yourself, and this only just recently dawned on me. For example, my experience as a gay white woman differs from a person of color, bisexual, transgender, or queer. Because of this, I had to go on my own learning journey and as a result, can now better support and coach others who want to become allies for the LGBTQ+. It created a bridge between being part of the community – and advocating for other parts of the community. For me, this is a better understanding of the challenges our transgender community is facing and supporting, particularly how we celebrate all women during International Women’s Day.

Can you share any personal or professional role models who have inspired and influenced your journey as an LGBTQ+ woman in the workplace, especially on International Women's Day?

My professional role models are the people I work with at Brown-Forman. While based in the Brown-Forman Australia office, Shelly Silberman created and led our local chapter of the PRIDE ERG and, from a cultural point of view, created a space for everyone to be their authentic selves.

This year, Brown-Forman is celebrating 15 years of employee resources groups. What is now known as PRIDE was one of the first four ERGs created to support employees who identified as LGBTQ+ or were allies to the community. I owe a lot to those folks who took that first bold step, so I could thrive as my authentic self.