Skip to main content
  • SHRM
  • Foundation
  • CEO Circle
  • SHRM Business
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • Account
    • Logout
    • Global
    • India
    • MENA
Executive network
About
Apply Now
  • Membership
  • News & Insights
    News & Insights

    Christine Mixan
    People + Strategy Podcast

    The People + Strategy podcast features thought leaders in HR and insights from the world of work.

    • People + Strategy Journal

      People + Strategy is a quarterly journal that delivers the most current theory, research, and practice in strategic human resource management.

    • Research

      Unlock data, research, and expert thought leadership, accelerating your organization’s growth and success.

    • News

      Members of the SHRM Executive Network enjoy access to expert analysis of data from SHRM Research, commentary on current trends, and insights from recent EN events.

  • Networking & Events
    Networking & Events

    Executive Network Experience at SHRM25
    Executive Network Experience at SHRM25

    This private convening is designed to meet your professional business needs as an HR leader.

    • Visionaries Summit

      When you attend the two-day Visionaries Summit, you’ll leave with data-backed ideas and action plans to implement right away.

    • EN:Insights Forum

      The EN:Insights Forums bring together like-minded leaders to explore the latest research on the business strategies and trends that are driving innovation and organizational success.

    • EN:Assembly

      Your trusted circle of HR peers for thought leadership, collaboration, and support.

Close
  • Membership
  • News & Insights
    back
    News & Insights
    Christine Mixan
    People + Strategy Podcast

    The People + Strategy podcast features thought leaders in HR and insights from the world of work.

    • People + Strategy Journal

      People + Strategy is a quarterly journal that delivers the most current theory, research, and practice in strategic human resource management.

    • Research

      Unlock data, research, and expert thought leadership, accelerating your organization’s growth and success.

    • News

      Members of the SHRM Executive Network enjoy access to expert analysis of data from SHRM Research, commentary on current trends, and insights from recent EN events.

  • Networking & Events
    back
    Networking & Events
    Executive Network Experience at SHRM25
    Executive Network Experience at SHRM25

    This private convening is designed to meet your professional business needs as an HR leader.

    • Visionaries Summit

      When you attend the two-day Visionaries Summit, you’ll leave with data-backed ideas and action plans to implement right away.

    • EN:Insights Forum

      The EN:Insights Forums bring together like-minded leaders to explore the latest research on the business strategies and trends that are driving innovation and organizational success.

    • EN:Assembly

      Your trusted circle of HR peers for thought leadership, collaboration, and support.

About
Apply Now
  • Store
    • Global
    • India
    • MENA
  • SHRM
  • Foundation
  • CEO Circle
  • SHRM Business
  • Linkage Logo
Executive network
Sign In
  • Account
    • Account
    • Logout
Close

  1. Executive News & Insights
  2. A CEO's Story of Coming Out as Transgender
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
Profile

A CEO's Story of Coming Out as Transgender

December 28, 2023 | Wynne Nowland

Wynne Nowland standing behind her office desk

For any transgender individual, coming out can be a harrowing experience. There are thoughts of which people will support you—and which people may not—as well as worry about how you may look or come across to people who may have known you for a long time. There’s also increased concern these days, given the onslaught of anti-trans rhetoric and legislation.

Everyone’s coming-out story is unique, and mine was especially different because I was the CEO of a company when I began my transition. There are very few transgender CEOs in the world, and even fewer who transitioned later in life, like I did.

My story stands as a spotlight for transgender visibility within the C-suite. It was a move that had been a long time coming and one that serves as an example of increased visibility for transgender people overall.

Transitioning While CEO

I was already a CEO when I transitioned. I sent an email to my entire company explaining that the next day, I was going to show up at work as “Wynne” for the first time. I chose this approach to prepare my colleagues for what they would see when I walked through the office doors the following morning.

Before I made this announcement, I had taken a few weeks off to get my transition documents in order and had a surgical procedure performed as part of my transition. Everything was very organized and intentional, and I primarily used email and snail mail to let everyone in my professional life know about my transition. The response from my colleagues and employees at work was overwhelmingly positive, which set my mind at ease as I settled into my new life.

Within our business and as CEO, I dealt with many channels, including team members, managers, vendors, business partners and clients. But looking back, I realize this made my transition as a CEO different from the transition of someone not in a high-level position. It added a little “something extra” that I had to consider.

I approached my coming out at work with authenticity and honesty, not shying away from answering questions truthfully when people asked. When people made mistakes with pronouns, I politely corrected them, because the fact that they were willing to try—and ready to make space for my transition—was the important thing. As more people got to know “Wynne,” the acceptance blossomed. Eventually, what had been new and unfamiliar just became normal.

Increasing Visibility

For a year or two, I was quiet about my story. I was happy with my transition, and I just wanted to live my life without a lot of unnecessary attention. But given the increased scrutiny that trans people are experiencing as of late, I felt I needed to tell my story further and to a wider audience.

I knew that if someone could see a higher-profile CEO had come out and was accepted within the rather conservative world of insurance, others could come out, as well. I realized that by telling my story, I could help normalize the transgender experience and garner more support for transgender people in general.

Trans people have existed throughout history, but positive stories about them are still needed today to increase visibility in a better light. Studies have found that the way trans people are portrayed in the media matters in terms of acceptance and fighting marginalization. 

It can be easy to fear transitioning if someone works in a higher-level position. For starters, they have more eyes on them. But they may also feel that because they have employees who rely on them, they are putting other people’s jobs in jeopardy by transitioning, especially if they work in a more conservative industry.

This is why I decided to be open about my story. By being open about the transition process, I can show that even those in the C-suite needn’t fear transition. After all, one cannot wall themselves off if they want help. To gain support and helpful visibility, people like me who have transitioned and maintained a C-suite position must take the initiative by speaking up.

Although great strides have been made for transgender people, they still face a glass ceiling when it comes to accessing the C-suite. In a recent poll, McKinsey found that a very low number of transgender workers (only 14 percent) have seen people in leadership positions that look like them.

Without leaders stepping forward to show that trans people belong in the C-suite, the glass ceiling will continue to keep people down. I’m hoping that, by telling my story, I can show there are happy stories to be told.

 

Wynne Nowland is the CEO of Bradley & Parker, a 70-employee insurance, risk management and financial services firm headquartered in Melville, N.Y.

Inclusion and Diversity
Leadership & Navigation

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now