Leadership Turmoil at Pride in London as CEO Suspended Amid Bullying, Financial Misconduct Allegations

Pride in London, one of the United Kingdom’s most visible and influential LGBTQ+ organizations, is facing its most significant crisis in recent memory as allegations against its chief executive, Christopher Joell-Deshields, have come to light. The claims, which surfaced in early September 2025, include accusations of bullying, harassment, and the misuse of company funds and gifts. These developments have triggered an internal investigation, the suspension of Joell-Deshields, and uncertainty about the organization’s immediate future .

Whistleblowers within the organization allege that Joell-Deshields used sponsor-donated food and drink vouchers—intended for volunteers—to purchase luxury items such as perfumes, Apple technology, and high-end colognes. The Guardian reports that a sponsor’s fraud detection system flagged suspicious activity, identifying over £7,000 worth of purchases from the CEO’s account, which included items like Creed Aventus and Burberry Hero fragrances, Apple HomePod, and AirPods .

The internal investigation was prompted by a series of warnings from volunteer directors dating back to July, who cited a lack of accountability and transparency in how the organization handled its spending. The situation escalated when the sponsor’s head of ethics and compliance contacted Pride in London’s legal director, expressing concern that the vouchers had been used for personal benefit rather than supporting the organization’s mission .

Following these revelations, sources close to the board confirmed that Joell-Deshields had been suspended by a newly reconstituted board of London LGBT Community Pride CIC, the community interest company behind Pride in London . However, Joell-Deshields has publicly disputed his suspension, stating, “I remain in my role as CEO of Pride in London and as a director of London LGBT Community Pride CIC. The current legal and governance matters relate to the organization itself. These matters are being addressed through the appropriate channels, and it would be inappropriate to litigate them in the press. Nothing in this statement should be interpreted as an admission of any allegation, nor does it comment on any other individual” .

In the interim, Rebecca Paisis, Director of Events, has reportedly assumed the role of acting CEO, while the board continues its investigation . The board’s statement reaffirmed their commitment to a thorough inquiry: “We take such allegations extremely seriously and remain committed to upholding a safe, open and inclusive organisation that is compliant with its legal and governance obligations” .

Pride in London relies heavily on corporate partnerships, with approximately 95% of its funding coming from sponsors and a substantial annual grant from City Hall . The allegations about the misuse of sponsor resources threaten to undermine the trust that is essential for continued support from both the corporate sector and the wider LGBTQ+ community.

According to the interim report commissioned by external lawyers, Joell-Deshields claimed that the vouchers were used for gifts and raffle prizes for volunteers, and that items such as the HomePod were meant for office and event use. However, volunteer directors contested this account, stating that no raffles took place in the preceding year and that they had not seen evidence of these items being used within the organization .

This situation has reignited long-standing concerns about governance, transparency, and workplace culture within major queer organizations. Many community members and activists are calling for more robust oversight, clearer financial controls, and an unwavering commitment to safe and inclusive work environments .

The unfolding crisis at Pride in London has prompted a broader conversation about leadership standards in queer organizations, especially those tasked with representing and supporting marginalized communities. The board’s repeated assurances of their commitment to a “safe, open and inclusive organisation” have been welcomed, though many stress that accountability must be demonstrated through transparent actions and meaningful change .