In the latest of our Media Pride interviews, NDA meets Lorenzo Del Seppia, Commercial Director – Italy, Spain and MENA, Magnite, to discuss the development a more inclusive society “where both people and businesses thrive”…
What is the biggest challenge for members of the LGBTQIA+ community in our industry, and how is it being overcome?
In my experience, the biggest hurdle is meaningful representation. It can be isolating to work in an industry where you feel like a minority, and that sense of difference is often amplified when you reach a leadership position.
Overcoming this requires a two-pronged approach:
- Cultivating psychological safety: We must foster workplace cultures where people feel secure enough to bring their authentic selves to work. When LGBTQIA+ professionals feel safe to be visible, it creates a domino effect of openness across the organisation.
- Elevating visibility beyond Pride: The industry needs to offer platforms for LGBTQIA+ professionals to showcase their expertise year-round, not just during Pride month. Featuring queer talent on panels, at events, and in keynote slots inspires the next generation and demonstrates that our industry is an attractive, viable space for future leaders.
What things could employers do to make the industry better for the LGBTQIA+ community?
It all comes down to company culture. I’ve been at Magnite for nearly seven years, and our sustained commitment to inclusivity and belonging is a testament to what works.
Crucially, employers should avoid siloing the LGBTQIA+ community. True inclusivity isn’t about treating one minority group differently; it’s about building a universal environment where everyone, regardless of their background, has the psychological safety to thrive. Intersectionality and equity should be baked into the foundational corporate structure, rather than treated as separate initiatives.
What impact can a more inclusive approach to LGBTQIA+ communities in our industry have on society as a whole?
Our industry is a powerful engine of technological progress and innovation, which gives us a unique platform to drive social evolution. When we champion authentic LGBTQIA+ representation and lived experiences, we help steer society toward a more progressive future. It fosters a culture of mutual respect, reduces fear of the “other,” and opens up healthier avenues for debate on broader social and economic issues. Ultimately, a more inclusive society is one where both people and businesses thrive.
What support structures and organisations are most important and effective to the LGBTQIA+ community in the industry? What more is needed?
While charities and advocacy organisations do fantastic work in community-building, I believe the most powerful support structure is visible leadership. Seeing LGBTQIA+ individuals in the C-suite is the ultimate proof of progress. It demonstrates that being part of this community is not a professional limitation, but a profound strength.
Many queer professionals have navigated unique hardships and systemic challenges just to be themselves. This journey builds an extraordinary level of resilience – an invaluable, nuanced leadership skill forged through real-life experience. We need more pathways that recognise and elevate this specific strength into leadership roles.
What can brands, agencies, and tech companies do to ensure they aren’t merely rainbow washing?
“Rainbow washing” is incredibly damaging because it exploits a movement for commercial gain. We are already seeing a shift: many companies that previously wore rainbow logos or sponsored Pride events have quietly stepped back due to the current global social and political friction.
This proves that actions matter far more than aesthetics. Instead of superficial branding, companies must focus inward. They need to scrutinise their own internal cultures and ensure their employees feel genuinely protected, valued, and backed by leadership, especially when the socio-political climate outside the office becomes challenging.
How effective are trade bodies, industry awards, and the industry press at supporting and promoting LGBTQIA+ inclusivity?
They play a vital role because they provide the stage for visibility and recognition. Trade bodies and industry press have the power to make the LGBTQIA+ community seen and celebrated on a grand scale. However, media and awards are only part of the equation; allyship is the bridge that operationalises that visibility. This starts on the ground level with daily interactions, from supportive colleagues and empathetic managers to executive leadership actively championing equity.
New Digital Age’s Media Pride Lunch is returning on Thursday, 1 October 2026, bringing together advertising and marketing professionals to mark and support the LGBTQIA+ community.
