Early in his career, Don Hayden was a young associate and closeted gay man in a litigation department that he describes as “a male-dominated frat house full of testosterone.”
By South Florida Business Journal | June 21, 2021
“I was always concerned that I didn’t fit the traditional heterosexual male mold,” he said.
Years later, at a new firm, Hayden became one of Baker McKenzie’s first “out” equity partners. There he felt embraced and accepted by his colleagues. He also seized the chance to become a spokesperson for the LGBTQ community at a time when policies were first being implemented on a national and global level.
“I am humbled to have been able to develop a platform that allows LGBTQ individuals and underrepresented communities to more easily follow in my footsteps on their merits, rather than by trying to be someone they are not,” he said.
Any advice for diverse executives hoping to rise in the corporate or professional world?
Always be the best version of your true and authentic self. Never pull any punches and don’t be afraid to be different because, in the end, that’s what makes you stand out from the crowd.
What do you view as the key D&I issues affecting business?
What can companies do to address those issues? There’s no question that corporate America is finally realizing that more diverse workplaces and inclusivity in leadership provide more well-rounded perspectives. We should be focusing on ensuring that people of color, women and members of the LGBTQ community all have a seat at the table. This is readily apparent at a law firm such as MM&H, where we prioritize collaboration and teamwork. A diversified team affirms that you yield the best, well-rounded results, rather than looking at problems from the same old myopic view of straight, white males.
How does South Florida’s business community fare in D&I efforts compared to others?
When I moved to Miami from Chicago 25 years ago, I was surprised that South Florida was significantly behind in promoting diversity in the workplace. We’ve since seen a dramatic advancement, but there is much more to do. As large corporations continue to migrate here, they will be demanding the same benefits and welcoming office environments that their key executives and employees are used to in more progressive urban centers like Manhattan and Silicon Valley.
Name three creative ways law firms can recruit candidates from underrepresented communities.
First, solicit applicants from law schools that traditionally have a larger pool of minority graduates. Second, attend job fairs and law student conferences such as Lavender Law to locate highly valued LGBTQ candidates. LGBTQ law firm partners and out and proud in-house counsel need to mentor law students through affinity groups such as OUTLaw, an LGBTQ organization at the University of Miami. Third, foster the advancement of women within law firms. The concerns of child care must be addressed, [and] more inclusive networking experiences should be implemented.
Is it important for LGBTQ workers to be out in the workforce?
Leading by example and living as your authentic self in the end will promote equality for all. Recognizing that gay rights equal human rights paves the way for people from all walks of life to be represented in corporate leadership because it helps to eliminate the implicit biases we all have of people who are different from us. By being out and proud, you can help your team members overcome these biases that have been engrained in them about gay people. But as we are learning through frequent, headline-grabbing cases of police violence against the Black community, we still have a long way to go on various
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