Case Study

In 2017, an internal survey of 460 ZSers across 19 offices confirmed what was already visible: only about 20% of LGBTQ employees felt the firm’s support exceeded expectations. More than half weren’t fully out at work. The survey described an environment of benign neglect — “passive,” “indifferent,” “ZS keeps neutral.” The firm appeared in no external LGBTQ employer rankings. Peer firms — BCG, Bain, McKinsey — were visibly ahead.

Company & Position

ZS Associates, Associate Partner (2011–2017)

Details

A nascent volunteer community existed in one local office — energetic but fragile, operating without visible leadership commitment or organizational infrastructure. The engagement began with that group.

Actions

• Brought survey findings and a formal business case to the Management Advisory Committee (the firm’s operating council), framing LGBTQ inclusion as a talent and business imperative.
• Established formal governance for Pride@ZS — steering committee, local chapter leaders, monthly global meetings, and the firm’s first formal LGBTQ+ recruiting presence.
• Built external partnerships with Out & Equal, the Human Rights Campaign, and several DEI vendors; collaborated with HR and Legal to complete the HRC Corporate Equality Index assessment — a 1,000+ question process.

Outcomes & Impact

• Pride@ZS grew from a fragile local volunteer effort to a global community with active chapters, structured leadership, and sustained executive engagement.
• HRC Corporate Equality Index recognition achieved in the first year of participation — and every subsequent year, including when only 39% of companies retained recognition under updated criteria.
• LGBTQ employees at ZS gained visible leaders who were out and promoted; Pride@ZS became a coordinated voice to the firm’s executive team.