“While Many Don’t Want to be Defined by Their Sexuality, I’ve Found Pride in Mine”
Interview with Jennifer Brown, Assistant Vice President at Amwins, in the fourth in our series of short articles on the importance of Lesbian Visibility Week
Lesbian identity can be problematic for many. “I do think it’s important to recognize and talk about the word lesbian, because there’s still a lot of discomfort around it — even from people who identify that way,” Jennfer says.
“While many people say they don’t want to be defined by their sexuality, I’ve found pride in mine. If you don’t know that I’m a lesbian, then you don’t truly know me.”
Of course, this discomfort is perfectly valid, Jennifer says, and everyone should describe themselves in the way that feels most authentic. Historically, the term lesbian has often been used in a derogatory or dismissive way, making it harder for some to embrace, “which can make people feel more comfortable using broader terms like gay or queer instead.”
Yet despite all this, “I also think we should continue working to reclaim and normalize the word lesbian, so it can be celebrated and respected just like any other identity in the LGBTQIA+ community.”
“I love being part of the LGBTQIA+ community”
It’s not just a label for Jennifer: “It’s part of my story, my community, and my joy. I love being part of the LGBTQIA+ community and all the vibrant, fun, and supportive experiences that come with it. I don’t see it as being marginalized — I see it as something to celebrate.”
Perhaps this is partly because Jennifer has had to work over the years to square her sexual identity with her religious faith. “Growing up, I often struggled with the idea that I had to choose between my faith and being part of the LGBTQIA+ community. I wasn’t sure if I could fully belong to both.”
After a while, she found an accepting church “that embraces both my spirituality and my identity. That experience has been incredibly affirming and has helped me realize that it’s not only possible, but completely okay to be both religious and LGBTQIA+. You don’t have to choose.”
“At Amwins, everyone is open to helping you”
It’s been a similar story of acceptance and support at Jennifer’s employer Amwins. She has worked at the company since graduating from college, first in HR and now managing the company’s Underwriter Development Program (UDP). In this role she oversees and guides over 100 recent college graduates on their journeys to becoming successful producers for the firm.
Jennifer loves working in insurance and particularly values the Amwins culture “because of the growth and development opportunities it has provided me. If you want to learn something new – anyone is open to helping you – you just have to raise your hand and be willing to put in the extra effort.”
Amwins is also enthusiastic about supporting diversity and inclusion of all kinds. For LGBTQ+ employees the company celebrates Pride each year in June, “recognizing and telling the stories of employees within the LGBTQIA+ community within our organization”.
In the past the company has held panel discussions and educational trainings for Pride. “However, what I’m looking forward to most is our annual march in the Charlotte Pride parade each August. We started this tradition a few years back and it has turned into such a fun day filled with energy, connection, and celebration. It’s a chance to meet new colleagues, show support, and come together in the spirit of love and unity.”
“I don’t feel a strong need to single out one identity”
Love and unity are key themes of Jennifer’s personal approach to diversity and inclusion. When asked about how companies can better support lesbians in the workplace, she responds that Pride is about “embracing and uplifting the LGBTQIA+ community as a whole. I don’t personally feel a strong need to single out or celebrate one identity within it.”
Yet isn’t it true that lesbians often feel less visible and less supported than other parts of the LGBTQ+ community?
While she recognizes that many lesbians may feel this way – partly because of the stigma already discussed – it really is by focusing on true inclusion of all that everyone, including lesbians, will ultimately benefit. For example, she doesn’t like the idea of being treated differently, or with kid gloves, in the workplace.
“Don’t treat us any differently,” she says. “And don’t dance around the subject. Ask me questions about my wife or invite us out for drinks after work, just like you would with any heterosexual coworker.”
“Inclusive benefits go a long way in creating a truly supportive workplace”
That said, she does believe it’s important that firms ensure their benefits support all employees and that lesbian employees aren’t forgotten, “especially when it comes to family planning.”
She singles out IVF coverage as a prime example that “can make a significant impact — not just for lesbian employees, but for any individual who may be facing challenges with fertility. Inclusive benefits like these go a long way in creating a truly supportive workplace for everyone.”
“Being out at work isn’t always safe or comfortable”
Of course, supporting DEI in the workplace helps people feel seen, heard, and valued. As Jennifer says, “being able to show up as your authentic self can completely shift someone’s experience — it can make coming to work something they look forward to, instead of something they dread.”
However, she points out that for many in the LGBTQIA+ community, “being out at work isn’t always safe or comfortable, and that can create a real barrier to authenticity. Inclusive environments make a difference – they empower people to thrive.”
Focusing on diverse recruiting is also important. “We are trying to build relationships with Historically Black Colleges and Universities (HBCUs), other Minority-serving institutions (MSIs), and even students at high schools before they go to college, so we can get them interested in insurance early,” Jennifer says.
“And as well as looking to recruit diverse, we’re encouraging people to join organizations in the industry such as NAAIA, the National African American Insurance Association, or Link, the LGBTQ Insurance Association. Partnering with associations like these and making sure our employees can get involved with those is good for fostering inclusion and engagement too.”
Jennifer is so keen on working with Link that she’s had early conversations to open a chapter in Charlotte, NC. “I think continuing to help Link get up and running in more regions in the US is something that we’d love to do,” she says.
“Our industry is growing and changing, and that’s a good thing”
Jennifer adds that companies that prioritize inclusivity “are more likely to see better business results, with research showing they’re eight times more likely to achieve strong outcomes and twice as likely to meet financial targets. DEI fosters employee engagement, lowers turnover, and boosts innovation by bringing diverse perspectives that drive creativity and problem-solving. Supporting DEI isn’t just good for people – it’s good for business.”
So if there is just one thing Jennifer would like people to take away from Lesbian Visibility Week, what would that be?
“I think just being able to authentically be who you are and not be afraid of identifying as a lesbian is huge. As well as just being treated the same. The insurance industry is definitely a historically male industry. Being a woman in this industry is already hard, much less being a woman and a lesbian. So letting people be their authentic selves at work is really important, as is realizing our industry is growing and changing, and that’s a good thing.”
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