Building Community Through The OPEN: A Conversation with Chad Dammert Smith
In this interview, Chad Dammert Smith, Head of Index Marketing, Americas and The OPEN NYC Chapter Lead, reflects on how Employee Networks create connection, visibility, and belonging at Nasdaq. He shares how leading The OPEN has expanded his sense of community, strengthened his leadership skills, and helped foster meaningful opportunities for LGBTQ+ employees and allies to engage, collaborate, and feel supported in the workplace.
1. What leadership position have you taken on in your Employee Network, and what do you do in this role?
I serve as the NYC The OPEN Chapter Lead. When I joined Nasdaq in April 2025, one of the first things I wanted to do outside of my day job was get involved with The OPEN. As I looked for opportunities to participate, I realized there wasn't active chapter leadership in the New York office, which felt like an opportunity to help build something meaningful.
Employee Resource Groups have been an important part of my career since 2015, and I founded an ERG program at a previous company. Taking on this role felt like a natural extension of that experience. My goal has been to increase visibility, create opportunities for connection, and help foster a strong sense of community for LGBTQ+ employees and allies across the NYC office.
2. In your own words, what is the mission of your Employee Network?
The OPEN exists to support, celebrate, and elevate the LGBTQ+ community and its allies at Nasdaq. We create opportunities for connection, education, advocacy, and visibility while fostering a workplace where people feel comfortable bringing their authentic selves to work. Through employee engagement and partnerships both inside and outside Nasdaq, we strive to build a stronger sense of belonging for everyone.
3. How has being an Employee Network Leader contributed to your professional development at Nasdaq?
Leading The OPEN has expanded my perspective of Nasdaq far beyond my day-to-day role. It has connected me with colleagues across businesses, functions, and leadership levels, including executives I may not have otherwise interacted with.
The experience has given me a deeper understanding of how Nasdaq operates as a company and reinforced the value of building relationships across the organization. I've learned that some of the most valuable insights come from conversations with people whose experiences and perspectives differ from my own.
4. What skills have you gained or improved since taking on an Employee Network leadership role?
Although I had prior leadership experience before joining Nasdaq, leading OPEN while still relatively new to the company accelerated my learning in unexpected ways. It helped me better understand how Nasdaq works, how decisions are made, and how different parts of the business connect with one another.
The experience has strengthened my ability to navigate the organization, build partnerships, and turn ideas into action. Having a broader understanding of the business helps me think more strategically about what's possible for OPEN and how we can create meaningful experiences for our members.
5. How has being in an Employee Network leadership role contributed to your sense of community at Nasdaq?
The impact has been tremendous. Before taking on this role, most of my relationships were connected to my work within the Index business. Since becoming involved with OPEN, I've built meaningful connections with colleagues from across the company and around the world.
Today, I recognize and engage with people from departments I may never have interacted with otherwise. Those relationships have made Nasdaq feel like a much smaller, more connected place, and they've strengthened my sense of belonging within the organization.
6. What does “integrity” mean to you as an Employee Network Leader?
To me, integrity means creating an environment built on trust, respect, and accountability. As an Employee Network leader, I have a responsibility not only to represent the interests of our members, but also to ensure our work aligns with Nasdaq's values and standards.
Integrity means following through on commitments, creating inclusive experiences, and making decisions that serve both the community and the broader organization. It's about ensuring OPEN remains a place where people feel welcomed, supported, and proud to participate.
7. What have you learned about leading a team or managing others in your role as an Employee Network Leader?
One lesson that has remained consistent throughout my leadership journey is that people are most engaged when they feel ownership over what they're helping to create. Rather than directing every outcome, I try to create opportunities for collaboration and shared decision making.
When people have a voice in shaping the direction of a team or initiative, they're more invested in its success. It also creates opportunities to learn from one another. Some of the best ideas come from perspectives that are different from my own, and I believe leadership works best when it's a partnership rather than a one-way conversation.
8. How have Employee Networks enabled you to honor your culture, heritage or background at work?
As a gay man of mixed race, I've always experienced identity through multiple lenses. Employee Networks have given me an opportunity to celebrate those different parts of who I am while helping others do the same.
Leading OPEN has also allowed me to build connections with other Employee Networks, creating opportunities to support one another and amplify our collective impact. The result is a stronger sense of visibility, representation, and belonging for employees across many different backgrounds and experiences.
9. What has been the most rewarding moment as an Employee Network leader?
There have been many rewarding moments, from our quarterly socials to our Pride Month programming. But if I had to choose one, it would be seeing the growth and engagement of The OPEN NYC Pride Committee.
Watching employees volunteer their time, contribute ideas, and help bring our programs to life has been incredibly rewarding. None of our accomplishments would have been possible without their passion and commitment. Seeing a community come together and rally around a shared purpose has been the most meaningful part of this experience.
10. How do Employee Networks contribute to in-office culture at Nasdaq?
Employee Networks play a critical role in creating a vibrant and connected workplace culture. They provide opportunities for employees to build relationships outside of their immediate teams, learn from one another, and engage with experiences they may not encounter in their day-to-day roles.
For many employees, Employee Networks become a gateway to broader connections across the company. They help transform a workplace into a community and create opportunities that might not otherwise exist.
11. What have you learned about your own or other cultures or communities as an Employee Network leader?
I've learned that everyone has a story, and that our shared identities are often just the starting point. While common experiences can bring people together, it's our individual perspectives, backgrounds, and journeys that make communities truly meaningful.
Leading The OPEN has reinforced the importance of listening and being open to learning from others. The more we understand each other's experiences, the more empathy, connection, and belonging we create within our workplace.