How Identity Has Influenced a Vice President of Hotel Operations at a Large Hotel and Casino Brand

From my perspective, I never really factored my identity too much into my career decisions. It wasn't something I saw as inhibiting or accelerating anything for me.

When I was younger, moving to Vegas and starting my career, I was more introverted. I wasn't the type to walk into a room and announce my identity. That's just how I am, not something I say pridefully.

I never felt I fully utilized that part of myself to my advantage. While I might have in some cases if I wanted to, I generally tried to keep that separate. Throughout my career, I haven't experienced any clear oppression or differential treatment related to my ethnicity as an African-American.

Initially, I thought I might not outwardly identify as gay based on stereotypes, but I also never felt the need to disclose it. It wasn't until much later in my career, after I was married, that I had to disclose it for insurance reasons. That's when it became more commonly known.

I don't see it as something that defines me in a way I wanted to be defined. I saw others, some who were gay or biracial, who utilized their identities to their advantage, perhaps by joining workplace or school groups. That's great for them, but it just wasn't me.

It wasn't something that interested me or that I felt a need to be a part of, not due to shame, but because I was focused on work. My goal was to climb the ladder and get things done. I wanted to work my way up through my own merit.

I wanted to achieve things based solely on what I bring to the table, my work ethic, and my abilities. My identity in that sense was just "Tommy, and this is what Tommy can do." I was very firm on operating that way within the workplace.

Looking back, I don't think I would do anything differently. As an introvert, I don't respond well to special treatment, good or bad. I prefer fairness across the board.

When I sit down with someone, I want them to see me for who I am. Being a black gay male is part of me, but I don't necessarily introduce that as part of my normal communication. In certain situations, it's not relevant and, frankly, none of their business.

Perhaps for more extroverted or comfortable individuals, it might be different. It could be a matter of comfortability. I would never suggest anyone be ashamed of who they are. Society is much more accepting now, and I interact with openly gay people, minorities, and others.

I believe everyone deserves equal treatment. As time moves forward, especially in business, these aspects will likely be valued more. Many companies now have diversity teams, initiatives, and quotas. This was happening even when I was starting out, but I didn't want to be seen as a diversity hire.

I wanted to reach my position because of my own hard work and capabilities, not because of my race, who I sleep with, or my orientation. I wanted to be recognized as Tommy, a great, hardworking guy who gets things done. If my color played a role in someone's perception, that's on them. I doubt that was the case for most of my positions given the value I bring.

For those in these categories, it's important to explore your goals. How you reach the top matters. It's not about using one aspect over another, but it requires intense thought, especially when you might be targeted as a minority or part of the LGBTQ+ community.

You'll see this especially in certain groups and campus events. Being targeted for these reasons can be a benefit or a curse, depending on your perspective.