Visibility in Leadership: Spotlight on Transgender Women Executives

I’ve always believed that when we talk about women in leadership, we’re talking about all women. That includes transgender women, whose presence in the executive space has been both hard-won and profoundly impactful.

As we recognize the strides women have made in the business world, it’s also critical to spotlight those who face additional systemic barriers, yet continue to shatter norms and redefine what power looks like in the boardroom. By celebrating transgender women who have carved out success in spaces historically closed to them, we acknowledge how vital it is to uplift every woman’s voice.

Why Trans Visibility in Leadership Matters to All of Us

If organizations really want to celebrate diversity, it’s not just about who’s on the team—but also how each person’s unique experiences shape company culture.

Transgender women in executive roles offer perspectives that expand business strategy, enrich workplace innovation, and challenge us to foster a truly inclusive environment that benefits everyone. Put simply: Their successes lift us all.

The Reality Check: Data vs. Talent

According to McKinsey, only 73% of transgender adults participate in the workforce compared to 82% of cisgender individuals. Even more telling, just 19% of trans employees reach managerial positions or higher—versus 32% among their cisgender peers.

These numbers don’t point to a shortage of skill or ambition. They highlight a recognition crisis, where biases and barriers overshadow the very real contributions transgender women bring to the table.

For me, acknowledging this disparity is not about singling out trans women, but rather about underscoring the larger principle that anyone with talent and drive should have the same chance to lead. When an entire group of qualified professionals is held back, we’re all missing out—straight, cisgender, and trans alike.

Stories of Courage and Impact

While the statistics can be sobering, they don’t tell the full story. Many transgender women have broken through, redefining what’s possible across several industries. Their journeys stand as beacons for every woman charting a path to the top.

Sue Y. Nabi, CEO of Coty (Fortune 500)

When Nabi took control at Coty, she became the first openly transgender woman to lead a Fortune 500 company, and she totally transformed it. Under her leadership, Coty captured markets that others failed to see, proving that your unique perspective is both valuable and profitable.

She didn’t succeed despite being transgender; she leveraged her distinctive viewpoint to identify opportunities others missed completely.

Sue Y. Nabi

CEO, Coty

Amanda Simpson, Defense & Aerospace Executive

In one of the most traditionally masculine industries, Simpson excelled. In 2010, she became the first openly transgender woman political appointee of any presidential administration.

Her expertise became her foundation, demonstrating that when you bring unmatched skills to the table, even the most entrenched biases eventually give way. Simpson’s trajectory from engineer to executive proves that technical excellence, when combined with quiet confidence, can overcome even deeply rooted industry challenges.

Amanda Simpson

Defense & Aerospace Executive

Caroline Farberger, Financial Services Leader

As CEO of a major Swedish insurance company, Farberger was the Nordic’s first senior business leader to transition while holding a top position. Instead of downplaying her transition, Farberger approached it with an authenticity that fit her personal style and company culture.

She received the Womenomics Leadership Award in 2022 and continues to share her insights on authenticity, diversity, and inclusive leadership to inspire others and drive positive change.

Caroline Farberger

Financial Services Leader

Wynne Nowland, CEO of Bradley & Parker

After holding several senior positions, Nowland took on her role as CEO just months before her transition. She approached it with professionalism and transparency, and she believes her coming out in the workplace positively impacted her performance as a leader.

Her only regret? Not doing it sooner.

Wynne Nowland

CEO, Bradley & Parker

There’s a common thread here: These women succeeded by bringing their authentic selves to their roles—each in their own way and at their own pace. Their journeys were unique, but their impact unmistakable.

What We Can Learn from These Successes

As a founder and as an advocate, I believe we’re all responsible for championing inclusive leadership. Even if you’re a straight, cisgender woman, you can be a powerful ally for trans executives—and you can also glean practical lessons from their paths to success.

• Challenge outdated norms: Terms like “culture fit” or “executive presence” often become code for excluding those who don’t match traditional expectations. By questioning these vague criteria, we all help ensure talent is recognized on its merit.
• Respect self-definition: Trans executives, like anyone else, should be able to lead as their authentic selves. Seeing how leaders like Farberger or Nowland refused to hide who they are can inspire us to own our personal stories, too.
• Embrace the bottom-line benefits: Inclusive companies—those that genuinely celebrate diversity—outperform their peers in financial metrics, retention, and innovation. By advocating for broader representation, you’re also boosting your organization’s competitive edge.

The Importance of Inclusive Leadership: A Stance Worth Taking

Sometimes we mistake “inclusivity” as merely checking boxes. But real inclusion equips an entire organization with the diverse perspectives needed to grow, pivot, and outsmart competitors.

Research shows that inclusive companies are 120% more likely to reach financial targets. That’s not just a feel-good stat; it’s a competitive advantage.

So, no matter who’s reading this or how you identify, I encourage you to see transgender women as partners and inspirations—colleagues whose achievements underscore the power of tenacity and authenticity.

When we take a stand for their visibility, we’re also reinforcing a leadership model that empowers all women to take center stage. The business world needs every capable, visionary leader it can find—including transgender women who bring valuable experience, resilience, and fresh solutions.

Your Role in Raising Visibility for All Women

Maybe you’re a director eyeing your first VP position, or a C-suite contender looking to switch industries. Regardless, you can help shift the culture so that no woman, trans or otherwise, has to downplay her potential. Here’s how:

• Give credit where it’s due: When a colleague excels, publicly celebrate her achievements. Don’t assume “someone else will notice.”
• Be a consistent ally: Speak up when you see gatekeeping language or biases like “not a culture fit.” This won’t just help trans women, but it’ll open doors for every qualified professional who doesn’t match someone’s narrow assumption of “executive presence.”
• Promote authentic mentorship: Whether formal or informal, mentorship can be transformative. And it’s not just about older-to-younger guidance. Peer or “reverse” mentorship can bridge knowledge gaps and strengthen inclusive cultures.

By acknowledging that all forms of diversity enrich leadership, you’re doing your part to expand the definition of executive excellence.

You Belong Here

I want to make it clear: Standing by transgender women in leadership isn’t about special treatment. It’s about ensuring everyone gets a fair chance to contribute.

I see it as a commitment to a future where glass ceilings are replaced with open skylights that let in as many perspectives as possible.

Whether you’re a seasoned executive or on the verge of taking your career to the next level, consider these next steps:

• If you’re an established leader, invite trans professionals into your networks. Offer sponsorship and mentorship.
• For those eyeing higher-level positions, partner with coaches or programs that welcome diverse leadership backgrounds.
• Keep learning. Read about how leaders like Sue Y. Nabi or Caroline Farberger navigated their transitions while driving strategic wins.

Together we can build a business landscape where differences are truly celebrated. By uplifting transgender executives, we uplift all women—because every time a barrier falls for one of us, it falls for each of us.

Tracy Saunders
CEO. BossmakeHer Inc.