Tucson LGBT Chamber of Commerce’s Post

LGBTQIA+ inclusive workplaces aim to make sure all employees feel safe and validated. Studies show that these inclusive workplaces have increases in productivity and profitability, being partially attributed to avoiding costs from stress and ill-health associated with LGBTQ+ staff who feel the need to hide their identity or experience discrimination. Strategies for creating an inclusive workplace start as easy as listing your pronouns in your signature or social media page. Read the other suggestions here: https://lnkd.in/dtD_dFC #PBGH #PBGHPA #PeopleYouTrust #PrideMonth #MentalHealthMatters #InclusivityMatters

Yes, it's Pride Month, great, big whoop. I love a party, and I love celebrating being LGBTQ+ and my community. We are a beautiful tapestry of all different kinds of people from all sorts of different places. Yet for politicians, far-right politicians, religious groups and most of the media, we're the problem. Pride started out as a protest. It's really tough to be "proud" when I come across data like this in this article. I say this a lot, but I'm so grateful and privileged to work where I work, where being "me" isn't an issue because I know that I'm accepted. For so many though, work is a struggle. We don't feel safe enough to be authentic at work. We're getting passed up on promotions. We're in front of micro-aggressions DAILY. We're too exhausted to raise discriminations to HR because honestly, we're pretty certain that nothing will come of it. We could bring innovation and creativity but don't because it's too damn hard to get the best out of us when we don't feel like we can be us. The rainbow logos don't work. We need action We need action from our business leaders and employers. We need action from our colleagues and "allies." Allyship is powerful when it's genuine and you speak up for us when we're not around or just too tired, so speak up. My latest for PinkNews⬇️

Honestly not surprised by this number. Unfortunately a lot of companies are still just offering lip service to support marginalized groups in companies so they can gain clout in rankings without actually putting in the work.   I have been told 'oh I just thought you were gay', that we can't promote an internal event from Trans Remembrance day because it's not in pride month, we can externally promote an LGBTQ+ employee run podcast aimed at the education and support of the community because of 'company image risk', 'if we have to support pride outside of pride month then we will have to do more stuff for everyone', and even you can't put up that pride flag in the office. If you hear these things from people in the workplace why would you ever feel like you belong and are supported and celebrated to be your authentic self?   I don't think supporting marginalized groups can be in half measures and more work needs to be done on the diversification of leadership in companies with the empathy and emotional intelligence to help drive change as well as the continued effort all year around to ensure the workplace is a safe place for people to be their authentic selves as well as educating people on their unconscious bias and privilege. #lgbtq #prideatwork #pridemonth #lgbtqatwork #DEI

This isn't an April Fools! I had my first article published in Staffing Industry Analysts today. The article will be in their May/June issue as well. According to SIA studies, only 35% of staffing firms have formalized DE&I programs. Even fewer focus on supporting the LGBTQ+ community. It's time to start talking about what you can do to create inclusive space for queer professionals. Need help? Give me a holler! #lgbtqworkforce #contingentworkforce #diversityequityandinclusion #representationmatters Omni Inclusive Quorum, Twin Cities LGBTQ+ and Allied Chamber of Commerce TechDigital

It's crucial to recognize the realities faced by LGBTQ+ workers. The Human Rights Campaign's report, "A Workplace Divided," reveals that nearly half of LGBTQ+ employees feel the need to hide their identity at work. This fear and isolation can severely impact mental health and job satisfaction. • 46% of LGBTQ+ workers say they are closeted at work, compared to 50% in HRCF's groundbreaking 2008 Degrees of Equality report; • 1-in-5 LGBTQ+ workers report having been told or had coworkers imply that they should dress in a more feminine or masculine manner; • 53% of LGBTQ+ workers report hearing jokes about lesbian or gay people at least once in a while; • 31% of LGBTQ+ workers say they have felt unhappy or depressed at work The top reason LGBTQ+ workers don't report negative comments they hear to a supervisor or human resources is that they don't think anything would be done about it — and they don't want to hurt their relationships with coworkers. We have made real progress in diversity and inclusivity in the workforce, but just like last month when we talked about ageism, we still have work to do. https://bit.ly/3RoBLMq

Pride in Leadership are carrying out some important research into potential barriers to career growth for LGBTQ+ professionals in the UK. The ultimate goal of this survey is to inform and influence policies at all organisational levels, fostering environments where LGBTQ+ individuals can thrive. If you're a UK based LGBTQ+ professional, please take 5 mins to complete this survey: https://lnkd.in/eb9huNZ9 #lgbtq #lgbtqiaplus #careerdevelopment #diversity #inclusion Claire Ebrey

It's crucial to recognize the realities faced by LGBTQ+ workers. The Human Rights Campaign's report, "A Workplace Divided," reveals that nearly half of LGBTQ+ employees feel the need to hide their identity at work. This fear and isolation can severely impact mental health and job satisfaction. • 46% of LGBTQ+ workers say they are closeted at work, compared to 50% in HRCF's groundbreaking 2008 Degrees of Equality report; • 1-in-5 LGBTQ+ workers report having been told or had coworkers imply that they should dress in a more feminine or masculine manner; • 53% of LGBTQ+ workers report hearing jokes about lesbian or gay people at least once in a while; • 31% of LGBTQ+ workers say they have felt unhappy or depressed at work The top reason LGBTQ+ workers don't report negative comments they hear to a supervisor or human resources is that they don't think anything would be done about it — and they don't want to hurt their relationships with coworkers. We have made real progress in diversity and inclusivity in the workforce, but just like last month when we talked about ageism, we still have work to do. https://bit.ly/3RoBLMq

LGBTQ+ inclusion is important in the workplace for a variety of reasons. In this blog, we explore why it enhances employee well-being, how it promotes diversity and representation, and allows companies to meet their legal and ethical responsibilities - to name a few! https://lnkd.in/edK8t4pM

Stop scrolling if you are LGBTQ+ 👋🏻 I am working with Pride in Leadership to help promote vital research into what working life is like for people in the LGBTQ+ community and what potential barriers may be holding people back. 💬 Research is a fundamental part of creating safe and inclusive spaces. Without a clear understanding of where we are now, what can we use to inform meaningful action? 📢 This is why we are calling on you to make your voice heard 🎤 The work that Pride in Leadership is doing through this research will fill a gap that until now has been widely overlooked. By taking a few minutes to fill out this survey, you can help to inform major changes at organisational level and improve the lives of many individuals. 🏳️🌈🏳️⚧️ If you aren’t a member of the LGBTQ+ community then please help by sharing this survey to your connections and giving them to opportunity to have their voice heard 📣 #inclusiveworkplace #LGBTQ #EDI

Often, the influence of corporations in shaping societal norms, particularly regarding LGBTQ+ rights, is underappreciated. ❓ Why does inclusivity matter?  Creating an inclusive workplace isn't just about fairness; it's a business imperative. Inclusive environments foster more engaged, loyal employees. In today's climate, where LGBTQ+ individuals face challenges from various societal quarters, providing a safe and supportive work environment can have profoundly positive impacts, sometimes even life-saving. 📄 So what’s the business case? Consider this - a recent study shows that 28% of Gen Z identify as LGBTQ+. To attract and retain top talent from this generation, embracing LGBTQ+ inclusivity isn't optional; it's essential. This means promoting practices like pronoun respect, gender-neutral facilities, and inclusive policies covering parental leave and healthcare, including transition-related care. 🏢 A safe and welcoming workplace and beyond. Simply creating a safe, welcoming workplace for all is a significant achievement. Ensuring that everyone feels safe and seen during their working hours, regardless of their identity. When inclusivity becomes a workplace norm, it cascades into wider society, challenging and changing outdated attitudes and practices. Imagine if corporations refused to attend events in states with discriminatory laws against LGBTQ+ people (I’m looking at you, Florida). Such moves could catalyze significant legislative changes. Corporations can extend their influence further - from inclusive advertising to supporting LGBTQ+ organizations nationally and locally. 🏳️🌈🏳️⚧️ By championing inclusivity, we don't just create better workplaces; we pave the way for a more inclusive society. Let's lead this change together. #LGBTQHistory #LGBTQ+ #CorporateResponsibility #ChampionInclusivity