Over the years, several Gainsters have shared their stories about coming out at work and the cultural shifts required to build an inclusive workspace that welcomes all queer identities.
As Pride Month comes to a close, we’ve decided to shine a spotlight on diverse contributors to the dynamic field of customer success—right at Gainsight. Without further ado, put your hands together (or raise a rainbow flag) for Gainsight employees who are challenging the status quo and advocating for queer visibility and inclusion workplaces everywhere.
Kate Neal, Senior Director of Customer Success, Gainsight
Kate Neal is a Senior Director of Customer Success at Gainsight. Her role is focused on our AI agent Staircase, and she was courageous enough to share some of her Pride story:
“I came out during my senior year of high school in the early 2000s. Despite attending a rather large school, I was the only out queer person. There was very little queer representation in the media or elsewhere back then and I was living in Idaho … It was lonely. And it was scary.”
Neal’s story underscores the importance of connection and forming queer community in all aspects of life, including work, to prevent individuals from feeling alienated and alone. She also reminds us of our roots as a community:
“Pride began as a riot, not a celebration.” Neal says. “Our community, specifically trans women of color, were forced into a position where the only option was to stand up and fight back against homophobic and transphobic policy. We owe them a serious debt of gratitude. Today, I carry a deep sense of responsibility to continue that fight.”
Neal’s Advice for Creating Queer-Inclusive Workplaces
When asked how we can create a sense of belonging and inclusion of LGBTQIA+ identities in the workplace, Neal responded:
“I’d like to see more companies celebrate pride and the queer community year-round. Pride and inclusion is more than updating your logo with the rainbow for one month a year. It’s showing continued respect and awareness for what that community faces and being VOCAL and VISIBLE in your support. It means ensuring the customers, vendors, and other folks you work with share those same values and do not monetarily or otherwise contribute to anti-LGBTQIA+ policy efforts or candidates. It’s making a commitment to pay attention to those details. It’s about backing up your rainbow logo with ACTION.”
She continues, “My hope is that today’s queer youth have the opportunity to find and apply for roles at companies that continue to support DEI in their workplace policies and that are vocal and visible about doing so.” This sentiment rings true for all marginalized identities, but it’s especially relevant for younger talent. It’s critical that hiring managers and company leadership ensure emerging talent see their identities reflected and celebrated in the employer culture.
Finally, Neal closes with a reminder that sometimes the simplest actions are the most impactful, like celebrating queer joy.
“While today’s Pride is a celebration of our community, it’s also an act of defiance in the face of those who remain dedicated to our downfall. Queer joy IS resistance. So let’s dance on. Together.”
Chip Cressman, Director of Engineering, Gainsight
Chip Cressman is a Director of Engineer at Gainsight. His role is focused on Gainsight’s learning agent Skilljar. Chip’s reflections on Pride Month are centered on the power of community:
“As a cis gay man, Pride Month is personal. It’s when I reconnect with my chosen family—friends I might only see during June, but who ground me in who I am and the shared history we carry. We travel to different Pride celebrations and experience what it means to be LGBTQ+ across cultures and communities.
What always stands out is how consistent the message is: We are here, and we are your family. No matter the setting—big cities, small towns, different countries—there’s a familiar spirit of joy, resilience, and belonging.
Pride is both celebration and reminder: to honor the people who came before us, to show up for each other, and to keep building spaces where everyone in our community feels seen and valued.”
Cressman’s Advice for Creating Queer-Inclusive Workplaces
When asked what advice he has for younger members of the community joining the workforce right now, as DEI is scrutinized and undervalued by so many companies, Cressman responded:
“Listen, what we’re going through right now isn’t new. Progress—for LGBTQ+ folks and so many others—has always been two steps forward, one step back. But we keep showing up, living authentically, and refusing to shrink in the face of opposition. Even as DEI programs face resistance, remember: The value of your identity isn’t up for debate.
As queer people, we’ve always had to learn how to read the room, to know when it’s safe to show up fully. But that doesn’t mean being invisible. At work, find your people—maybe it’s through an ERG, or maybe it’s just one or two colleagues—but seek out those who allow you to be your whole self. Queer people are in every company, every industry, every corner of the workforce.
You belong in every room you walk into—not despite being queer, but because of it. Your identity is a strength. It shapes your perspective, your resilience, and your leadership. Never let anyone make you feel like you need to earn your place by hiding who you are. Show up boldly. Take up space. You are exactly what these rooms need.”
Gainsight’s Commitment to DEI
At Gainsight, our core mission is to be living proof that you can win at business while being Human-First. This means making a deliberate, sustained commitment to Diversity, Equity, and Inclusion (DEI).
Learn more about Gainsight’s Teammate Resource Groups geared towards elevating and celebrating marginalized identities in the workplace.
