Meet Jonathan Simmons, OMERS Chief Financial and Strategy Officer
In celebration and recognition of Pride month, we sat down with OMERS Chief Financial and Strategy Officer Jonathan Simmons who is a proud member of the LGBTQ2SIA+ community, but only somewhat recently came out. Confident and comfortable, Jonathan offered to share his perspective on what leaders can do to support others in finding peace and joy in being their best selves.
You’re one of OMERS top executives. How would you describe your role?
I joined as Chief Financial Officer at the end of 2013 and assumed responsibility for all financial functions. My teams touch every aspect of OMERS: investments, pensions and corporate functions. I’m also the Chief Strategy Officer, which means I work with the executive leadership team and the board to set a long-term direction for the Plan, in the best interests of our members.
Why did you join OMERS?
I wanted to be in an organization that is headquartered at home, global in its reach and noble in its cause. OMERS met all three aspects; I love working at the centre of a global investment powerhouse. Above all, defined-benefit pension plans matter to me. They are a hallmark of a civilized society. Financial security in old age is as important as decent health care, proper education and the rule of law.
My parents are 89 and 90 years old. My dad was an industrial worker in the city of Bristol, England, where I grew up. He’s a member of a defined benefit pension plan. For my parents, having a defined benefit pension plan has been the difference between living their retirement years in dignity and comfort, as compared to scraping by on government assistance. Many people find it very difficult to save for their futures. I believe that automatic pension savings and sharing of risks ultimately leads to better retirement outcomes.
When did you come out?
About five years ago. I met someone who lit up my world and I’ve been with him ever since. I didn’t want to hide that part of my life at work.
What was it like to come out with a new sexual orientation at OMERS?
I don’t think many people were expecting it. I was married to a woman for many years and we have three wonderful kids together. I was worried about how others would react to a change. But it was all in my own head. In the end, it was surprisingly easy. I’ve had terrific support from my CEO, the executive team and the board. I feel fortunate to work in such an inclusive place.
What advice would you give leaders across our membership about creating a safe space at work for the LGBTQ2SIA+ community?
First, we all need to be respectful: sharing anything about one’s sexual identity is an individual choice. Some people are more private and discrete about their personal lives, while others want to tell you right away.
Secondly, leaders who want to build an inclusive culture need to take the time to learn about the issues faced by marginalized communities. Right now, I’m learning about what the “2S,” or two-spirited, in the LGBTQ2SIA+ acronym is all about.
Finally, the best leaders go out of their way to be overtly inclusive – using inclusive language, visibly showing their support and making it safe for people to be themselves. Nobody can perform well if they feel pressure to edit out parts of their lives when they show up at work.
June is Pride month, which is partly about education, but it’s also about fellowship, celebration and struggle. OMERS has just set up a group for employee parents of LGBTQ2SIA+ kids. I’m feeling very proud about that. I’ll be doing a lot of celebrating this month, including dropping by the OMERS booth at the Toronto Pride street festival. And I’ll be remembering that not everybody has it as easy as me. That’s the struggle part, and for too many people, that part is still very real.