genre country

When country singer-songwriter Chely Wright decided to come out of the closet in 2010, she knew that her life was never going to be the same. She’d made a name for herself in mainstream music circles with songs like “Single White Female” and “It Was,” built a strong fanbase in the country scene and saw an opportunity to break new ground.
“I thought I was uniquely positioned, because I am still that Grand Ole Opry-loving, patriotic, Midwestern girl who loves country music who is also a person of faith. I thought if I did this right, I could come out ‘well,’” she tells Billboard.

In retrospect, Wright was correct; her life did change, just not in the way that she expected. Fifteen years later, Wright has reinvented herself as a leader in corporate America, advocating for diversity, equity and inclusion. In her latest venture, the former country star is taking on the position of senior vice president, corporate social responsibility (CSR) and new market growth at facilities management organization ISS. She describes the role as getting a company of 320,000+ employees to ask itself one central question: “How do we use our power, position and resources for good?”

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That pivot came naturally, Wright says — after coming out, she began working her “side hustle” of speaking to organizations about the importance of DE&I. As the opportunities for work in the space grew while her touring career got put on hold thanks to COVID-19, Wright saw an opportunity to make the most of her position. “Who is luckier than me that I was able to not only continue working, but to feel such a great sense of pride and purpose and mission in what I do?” she ponders.

Below, Wright talks to Billboard about her evolution from country stages to the C-suite, why DEI work is vital despite a pushback from the current presidential administration, and what advice she would give to young country stars looking to come out today:

Let’s talk about your new role — your previous role at Unispace saw you overseeing diversity, equity and inclusion efforts, while your new role sees you heading up “corporate social responsibility.” Can you explain the difference between those two ideas? 

In my last role, I was the chief diversity officer — my role at ISS is head of CSR and new market growth. On the Venn diagram of life, DEI, ESG (environmental, social and governance) and CSR have a lot of overlap. The way I look at it, CSR is asking myself and getting organizations to ask themselves the question, “How do we use our power, position and resources for good?”

That is actually harder to ascertain and actually takes more time and effort to know and understand than organizations might think. There is an entire process of really engaging with your teams, engaging with communities, engaging with your clients and putting your heads together about “hey, what do we collectively care about, and how are we uniquely positioned to get out there and drive impact?”

I think what we’ve learned post-COVID — and honestly, we’re in a world that has been significantly changed by COVID and it looks like we’re never going back — is that employees care more than ever about who their employers are, and what they’re doing to positively impact their environments and their communities.

There’s a lot of conversation happening around the concept of DEI, with the current administration actively campaigning against these policies both in the federal government and at individual companies. What is your reaction to that push to eliminate DEI efforts in the workforce?

A couple of years ago, in my last role, we felt this coming. When you look at the marketing campaign around being “anti-woke” and “anti-DEI,” it is not surprising to me that this is all happening. What I think is important is that we talk about what is happening right now, and what is not happening. If people are scared and nervous, that in and of itself is harm. It’s the whole point of bullying — you scare people, and that causes unease. In its worst-case scenario, it can set on some very negative, violent behaviors from others.

So, what I don’t want to say is, “Oh it’s all posturing and noise, and it’s not real.” No, it is real. I would say that some of it is posturing. Some of it is noise, and pandering to a base that they made promises to. And I would argue that a lot of it, based on what I’m hearing from our clients, is performance for an administration.

I’m gonna use a restaurant analogy — there’s front of house, and there’s back of house. I think the front of house, right now, is positioning themselves to make certain pieces of the administration happy, kissing the ring, scrubbing their websites of certain language. Do I think it’s right? No. Would I do it personally? No. But I understand what is happening there — no one wants to receive the ire of a very powerful person or an administration that feels like it may be punitive or retaliatory. But in the back of house, organizations that didn’t want to really do DEI or CSR or ESG work to begin with are using this as an offramp.

For those who are really committed to this idea, everyone I’ve talked to is still very interested in ensuring that their people and their communities where they work understand that they’re in it to win it. Because there is a business sense to DEI: the metrics are off the charts on how much more profitable a business is that has a supplier diversity program. It lowers attrition and elevates client retention, and if you have these initiatives in your company, it makes people want to go work for them and stay with them. It elevates that pride and purpose.

You mentioned the anti-DEI “marketing campaign” — part of that is spreading misinformation about what diversity, equity and inclusion programs actively do. A lot of people think that this is about unqualified candidates getting jobs, simply because that’s what they’ve been told.

Yes, the characterization is this concern that, for example, a black woman is going to get a job over a qualified white man — as if he is somehow, inherently, above her. That’s not what this work is, and anyone who is a practitioner of good DEI work knows that. Take supplier diversity, for instance. Supplier diversity was started in the automotive industry back in the late ’60s, and what it proved is that this work makes the vendor base more competitive and more innovative. There is a lot of myth-busting up front of hearing, “We want qualified vendors,” and saying back to them, “I don’t want anything but qualified vendors — but all of our vendors in our base look pretty straight and white, to me.”

We want qualified veterans to be part of our vendor base. We want qualified Black and Brown people. We want qualified women. It has become a minefield out there, but the principles of DEI are not going anywhere. We might be talking about them a little bit differently for a minute, but not for long. 

You made a fascinating transfer from your music career to your corporate career around 2020 — what inspired that change? What skills transitioned well from one career to the next?

In 2010, I knew I wanted to come out of the closet, be informed and educated and use all of my public capital to challenge some of those myths about queer people. After I came out, I was getting invited to talk to corporations and higher ed and faith communities about my experience, and it snowballed from there. So that began my side hustle; I continued touring to smaller audiences — because when I came out I lost some of my fanbase — and spent 70% of my time making records and touring. 30% of my time was spent doing this culture work, and I loved it.

When COVID hit — and I had to cancel my tour just like every other touring musician in the world — that happened to coincide with my clients coming out of the woodwork asking about doing virtual events. With the murders of George Floyd and Brianna Taylor, with mental health declining because everyone was at home, my side hustle just skyrocketed, and eventually lead to my role at Unispace.

When you’re a country singer, and you get to Nashville and you somehow make it where you’re making records and you decide to come out of the closet, one doesn’t do that without knowing that your life is going to change. I didn’t know exactly what it was going to look like, but I knew that I was nimble and I knew that I was a good business thinker. I was always mindful and aware, when I got to Nashville and I saw how damn good everybody was, that I would not be outworked, and I would not be out-strategized.

I knew the value of engaging with fans and giving them what they want, and knowing that they are my customer. I knew in 2010 that I could do another side hustle full time if I wanted to, but I didn’t want to. And then ten years later, the universe tapped me on the shoulder and said, “Hey guess what? It’s time to make a big pivot.” 

You certainly left behind an important legacy in the country scene: Today, there are more queer artists working in the Nashville scene than ever before. If you could give any advice to an LGBTQ artist looking to “make it” in the industry, what would you tell them?

I love seeing all of these country artists who have come out, it just delights me and thrills me every time someone comes out. I love that I could be a drop of water in what would become a wave. But let’s make no mistake; I still don’t recommend to anyone that they run down Music Row and say they’re gay. My counsel for anyone, whether they’re a country music artist, or going into finance, or whatever, is: Do not come out until you feel safe and able. And that process is different for everyone.

I would even go back to the advice that Loretta Lynn gave me about being a woman in the industry: I asked her once about what I could do in a man’s industry to change things. She said, “You can’t change the game unless you’re on the field.” So Loretta, right? What I took from that is that you have to do everything that you can to keep yourself on the field — take care of you first. If you’ve got aspirations to be a country singer, and you’re in a place that might not be safe, share your authentic self with safe people in your life and protect those relationships.

I’m not saying that people should force themselves into the closet: I’m saying you can still get yourself uninvited to the party if you’re not very careful about when you share your truth. The last thing I would ever want to do is to minimize the reality of what coming out is like, and to say, “Oh, just come out! It’s great out here!” I received death threats, I lost fans, a lot happened when I came out. It is a personal decision, so don’t do it until you feel safe and able. If you need support, you call me on the phone. Everyone in Nashville has still got my number — just give me a ring.