Unmind’s Post

THIS WEEK ON MY QUEER CAREER: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 7. This week’s question : Hello “Gay Leadership Dude®”… I’ve a weird question: I’m getting concerned about my social media presence. I’ve been on social most of my professional life, but as I advance in my career, I’m getting a little concerned about my “digital presence” out there. I was once a silly 20-something and did some dumb stuff. I’ve since deleted many of those pics, but it’s just got me thinking about how to balance who I am on social with my business self. Any ideas how to be authentic in the age of social? ~ Social Scale Balancer My 2¢ : Getting the hang of managing your digital brand authentically is super important, especially for LGBTQ+ professionals. It's all about finding that sweet spot between what's personal and what's professional on social media, to shape an image that shines a positive light on the LGBTQ+ community. I'm all for being mindful about what we post online, really highlighting how being genuine can make a big difference in how others see us. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eH38iTuf #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

THIS WEEK ON MY QUEER CAREER: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 7. This week’s question : Hello “Gay Leadership Dude®”… I’ve a weird question: I’m getting concerned about my social media presence. I’ve been on social most of my professional life, but as I advance in my career, I’m getting a little concerned about my “digital presence” out there. I was once a silly 20-something and did some dumb stuff. I’ve since deleted many of those pics, but it’s just got me thinking about how to balance who I am on social with my business self. Any ideas how to be authentic in the age of social? ~ Social Scale Balancer My 2¢ : Getting the hang of managing your digital brand authentically is super important, especially for LGBTQ+ professionals. It's all about finding that sweet spot between what's personal and what's professional on social media, to shape an image that shines a positive light on the LGBTQ+ community. I'm all for being mindful about what we post online, really highlighting how being genuine can make a big difference in how others see us. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

When someone first said to me, 'It's part of your brand though, right?' my stomach churned. I never saw myself as having a brand. To me, brands felt exploitative and inauthentic. Yes, I started my own business and talked about it. Yes, I shared my experiences as a queer/trans/autistic/Jewish individual to foster inclusivity in workplaces and communities. But this couldn't possibly be branding. After insightful conversations with some wise individuals, I saw branding differently. If you're someone who struggles with branding and marketing yourself, this might help you too. When people ask about your brand, they're also asking: What can I expect from you? What are your values? Can I trust you? While I may not grasp all the intricacies of branding, I understand the importance of trust and sincerity. Now, when I think about branding or marketing, I focus on the kind of relationships I want to build. I strive to create spaces where people can engage in difficult conversations with less judgment and fear, where they feel safe to ask what they might hesitate to ask elsewhere. The concept of branding still makes my stomach churn, but I'm grateful to the team at HER, an app for LGBTQ communities, for inviting me to participate in their spotlight series on LGBTQ leaders in marketing (check it out here: https://lnkd.in/dmeaJ7UT), which inspired this post. HER is seeking more LGBTQ leaders to highlight, especially those working at global brands. Know someone who might be a good fit? Tag them! #Transgender #ActuallyAutistic #Marketing #LGBTQ

Culture formation used to be a one-way street out of Hollywood or news and journalism. Now CEOs create culture. There is a network of influencers that never existed before due to the rise of social media. The Edelman Trust Barometer has consistently found that consumers and employees expect CEOs to speak out about societal issues. My top two pieces of advice for companies that we work with on engaging on LGBTQ issues are: - Make sure everything you do ties back to your values. When you start from the core and build out from your values, you build in a wall of protection for yourself because you are aligning your company to who you are. - Decision trees are a must. You need to understand how decisions are being made within companies. Who are the decision makers and who are the influencers in the decision making process? Having that coordinated at the highest level is critical to how companies show up in the marketplace. Thank you for having me on The TrustMakers podcast to talk about our work at GLAAD and how CEOs and corporations can be allies to the #LGBTQ community. You can listen to the episode here ⤵ https://lnkd.in/eA_tYeW3

The terms "diversity" and "diverse" refer to groups, not individual people. I thought organizations understood this by now but, based on what I’ve recently experienced, I realized this isn't true. Any variations of the word diversity refer to a group; not a person. I’m including a few examples I have heard that were off and how to rephrase them: ❌ We are going to make a diverse hire. ✅ We want our team to be more diverse. ❌ Our CEO is diverse. ✅ Our company values diversity. ❌ That candidate is diverse. ✅ We have a diverse slate of candidates. When we talk about the benefits of diversity, we are referring to a group, not individuals. Applying it to individuals feels tokenizing and it doesn’t even make sense. One individual can't make your entire team "diverse." You can provide other options if your organization uses "diversity" or "diverse" to describe individuals. For example, try swapping out “diverse” for words like under-recognized, historically marginalized, LGBTQ+, BIPOC, people that look like our clients…there are many options here. #deib #belonging #diverseteams

This week we are honored to recognize Bob Witeck as a Chief Influencer! Bob Witeck leads Witeck Communications, the oldest LGBTQ-owned business certified by the National LGBT Chamber of Commerce (NGLCC), pioneering communication strategies for global LGBTQ advancement, focusing on data-driven narratives to promote inclusive corporate policies. In this episode, Bob emphasizes the importance of authenticity and engagement, advising leaders that silence is not a strategy in facing risks, and the key to success is communicating values and connecting with diverse communities. He says, “embrace differences, celebrate values. Silence is not an option for authentic brands.” Bob advises leaders to leverage data and personal stories in tandem, highlighting that while data establishes credibility and insight, authentic storytelling connects deeply, driving impactful influence and change. Witeck encourages leaders to understand the power of visibility and representation, stressing that acknowledging and valuing differences can significantly empower communities and strengthen brand connections. Watch or listen to the full conversation using the links in the comments! #inclusion #diversity #culture #leadership Chief Influencer is presented by Social Driver and The Communications Board.

If you ask any LGBTQ+ person, they have a horror story (or many) of bad leadership that forced them to hide who they were or actively discriminated against them for being LGBTQ+. Many of us also have stories of leaders who exemplify what it means to be not just an ally, but an advocate. Here are 5 ways to be that advocate from someone that has seen the good and the bad in the military and corporate world: 1. Take your ego out of the equation: When you do this, you focus on the impact you create rather than becoming defensive or worried about saying the wrong thing. You will say the wrong thing, but you will learn from it. 2. Use inclusive language: Make space for people to share their pronouns, but don't make it a requirement as not every person may be ready to share. When you speak inclusively, you can build trust. 3. Don't make assumptions: Is your default to assume people are heterosexual? Or that people do or want to have kids? What other default assumptions do you have? We all have them. We must question our assumptions to deconstruct them. 4. Challenge others, especially leadership on problematic behaviors: At work there is a power dynamic between leaders and individual contributors. Don't make it the responsibility of an individual contributor to call in a director. 5. Ask your LGBTQ+ employee (and really all your employees), "How can I help?": This is an invitation for employees to talk candidly. They may not be candid at first, but if you build trust and create a psychologically safe team, this question will yield insights that you can act on. Choose to be a leader who is an advocate. #Leadership #LGBTQ #Advocate

So much to do..... Representation and visibility are key to advance.

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 19. This week’s question: Greetings “Gay Leadership Dude®” … As we enter yet another election season, I wanted to see what you think about talking politics at work. I know it’s typically a taboo topic, but these days it seems it’s on everyone’s mind. What should I—or shouldn’t I—do about sharing my political leanings in the workplace? ~ Pink State My 2¢ : When navigating political discussions in professional settings, it can be challenging. Here are some tips for engaging in respectful and genuine conversations. Avoid assuming someone's political views based on their demographics. Instead, share your political stance through your personal values rather than party labels. Ask others about their candidate preferences to understand their viewpoint. Be aware of unconscious biases and avoid party stereotypes. If discussions become intense, it's okay to gracefully step back. Following these suggestions can help you maintain a respectful and open political dialogue, enhancing your authenticity and leadership as an LGBTQ+ professional. Remember to always exercise your right to vote. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 5,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Good People lets think together 🤞🏽 I want to start by emphasizing that my intention is not to criticize the LGBTQ community, but rather to share some thoughts that have come to me during my morning reflections. The other day, I discussed the potential risks of imposing a narrow definition of inclusivity and suggested that we need to rethink what it means to truly be inclusive. True inclusivity should recognize that humans are inherently shaped by their cultures. If a particular culture does not embrace certain behaviors or lifestyles, it's important to avoid imposing these on them and labeling them as "loveless." Genuine love encompasses understanding and respecting diverse cultures. Furthermore, have you ever considered why, in many gay and lesbian relationships, one person often adopts a more masculine role [ acting as the husband/man] while the other takes on a more feminine role [ acting as the girlfriend/wife], akin to that of a traditional husband and wife? Doesn't this observation prompt us to consider the influence of natural inclinations? I'm approaching this with an open mind and a genuine desire to learn. I encourage open discussion, free from any form of disrespect. Let's use this as an opportunity to truly practice inclusivity and tolerance.