Rex Wallace Consulting, LLC’s Post

At #DressForSuccess, we're well aware of the glass ceiling and the importance of increasing the number of women in corporate boardrooms. But there's still large gaps in different types of representation on corporate boards, especially for 2SLGBTQIA+ folks. The Institute for Gender and the Economy and LGBTQ Corporate Directors Canada just released the results of their recent study on LGBTQ+ representation. Their study revealed a shockingly low number of LGBTQ+ corporate directors among 1,110 Toronto Stock Exchange (TSX) companies. This groundbreaking research by GATE Founding Director Dr. @Sarah Kaplan, ICD.D highlights the "lavender ceiling" blocking LGBTQ+ leadership in corporate Canada. It also highlights key questions regarding representation, including: - What barriers hinder access to board positions? - How can organizations promote representation at all levels through recruitment, retention, and promotion? These questions apply to both the lavender and glass ceilings, and are important points to consider as we move toward broader discussions of equity, diversity, and inclusion. Check out the infographic to learn more, and watch for the full report and a Globe and Mail op-ed coming this summer! As always, our services remain accessible to all women and gender nonconforming folks in the #NationalCapitalRegion. Our mission is to support all of our clients on their journey of career advancement! #LGBTQ #RepresentationMatters #LavenderCeiling

There are still large gaps in 2SLGBTQIA+ representation in leadership, this groundbreaking research highlights the questions we need to start asking at our leadership tables. #lavenderceiling #glassceiling

Today was a powerful day, in which 150+ #LGBTQ+ leaders (and I don't use that word lightly) came together, led by Fabrice C Houdart for the Inaugural Conference of the Association of LGBTQ+ Corporate Directors. LGBTQ+ people represent less than 0.7% of seats on Fortune 500 Boards, despite our formidable size of our population, which is at least 7.2% according to Gallup. It was a non-stop day of conversations, panels discussions and keynotes. A theme that was woven throughout the day focused on the impact of having more LGBTQ people in C-Suites and on Boards. Beyond the data that shows companies with better representation perform better, we talked about what we bring to these rarified spaces, in addition to our qualifications. In addition to our empathy, we bring the courage we have had to maintain in continually coming out throughout our lives; we bring the power of difference and the ability to stand up and speak differently through our unique lens; and we bring the resilience we have demonstrated in order to live authentically. We are talked about a "community," but I think it's time we claim the word "population" one that is large, diverse and incredibly intersectional, while also caring, supportive, and loving. Community is often used to label historically excluded or marginalized groups. But population connotes strength, a force and a group that truly matters. LGBTQ+ people matter, and we matter equally, despite those who seek to erase, minimize and harm us. And what matters is that every young #queer person can look at out heads of companies and boards of directors and see their future selves. We still have a lot of progress to make here. A little progress is not good enough. And a shout out of thanks to Brad Baumoel and his team for being incredible hosts and demonstrating being a role model for other businesses.

We are now well past the #PrideMonth (June) and all the ads, pop-ups and display of pride flags have disappeared and it’s back to business as usual. We saw countless corporates adorn the pride colours and their products of similar colours to show awareness and participation. But in reality, at an organisational level, many of them fail to take substantive actions to support #LGBTQ+ individuals year-round. This temporary inclusion and performative allyship have been dubbed as ‘Rainbow Washing’. The term talks about how many such companies, large and small, have simply reduced the Pride Month to a profit making, marketing gimmick without any genuine commitment to the cause. For true inclusion in the corporate sphere, there needs to be meaningful actions, education, and a continuous effort to support and uplift the LGBTQ+ community in meaningful ways through inclusive policies, collaboration and representation. An excellent example for this is the Self-ID efforts by IBM. Under Self-ID, employees can confidentially and voluntarily express their self-identification. This gives IBM an idea of their diversity and leverage it for inclusive policies and practices. You can read more about it at: https://lnkd.in/deb7KnFe You can also read more about ‘Rainbow Washing’ here - How LGBTQ Pride Month became a branded holiday; And why that’s a problem. https://lnkd.in/df8jatmb #RainbowWashing #LGBTQ+ #inclusion #genderinclusion #genderrepresentation

For the second year in a row, LGBTQ+ equality is decreasing across the United States. Polarization across the United States continues to deepen as states that excel in LGBTQ+ equality continue to thrive and states that demonstrate hostility to LGBTQ+ rights continue to jeopardize the LGBTQ+ community’s ability to live and work. The #outleadership business climate index serves as an invaluable tool for CEOs and business leaders, providing a data-driven basis to push for inclusive environments that benefit employees, businesses, and the wider community. Business leaders have a unique position to influence and enact change, ensuring safe and equal opportunities for all. Organizational leaders take action: Ensure employee safety: Work with your staff to implement internal policies and business practices to ensure the safety of LGBTQ+ employees at your company, especially for those located in states that have enacted anti-LGBTQ+ legislation. Improve Business Outcomes: Utilize the State LGBTQ+ Business Climate Index and CEO Business Briefs as tools to make informed decisions on where to conduct business and access the strongest talent pools. Drive Return on Equality™: Take advantage of the #outleadership resources and talking points in conversations with staff, government leaders, and business partners to advocate for the business imperative of LGBTQ+ equality. Read the full report here: https://lnkd.in/dAfckkc6 #ClimateIndex #lgbtq #lgbt #gay #lesbian #trans #bisexual #Pride #PrideMonth

Tips on LGBTQ+ inclusion from Stonewall London Workplace Conference (22 March): *Harness hybrid events and online resources for inclusion on a budget Employers can use virtual events and online resources if they do not have a large budget to allocate towards inclusion, according to Phil Clements, co-chair of Omnicon Media Group’s LGBTQ+ Advisory Group. He said: “Virtual events don’t have the same cost implications as those in person. And there are other benefits, as online discussion means people can contribute no matter where they happen to be. “Recording panels and talks allows people to get involved whenever they have time, which is very useful in a hybrid working environment. “For those in the early stages of coming out, when attending in person might feel like too big of a step, [online meetings] can allow for greater access.” Clements encouraged employers to build a library of online content so that staff can access it from anywhere and at any time. “You don’t need to hold an event each week. There is also lots of readily available content online which you can use and curate. You can create your own guides for people to read. Do your research. Use only reliable sources, like charities and advocacy groups. “You will likely discover details you simply weren’t aware of. As you educate others, you too will grow.” [HR Magazine] #diversity #inclusion #stonewall #lgbtq+

🌍What is Social Procurement and Why it Matters Social procurement is the practice of sourcing supplies and labor from suppliers who are not just about profit, but are making a significant positive impact on both people and the planet. These purpose-driven businesses reinvest a majority of their profits to drive social, cultural, or environmental change. Why is it crucial? By supporting these businesses, we foster economic growth by bringing more jobs to our communities and champion equity by prioritising women, Aboriginals, people of color, differently-abled, LGBTQ+ owned companies. It's about choosing suppliers that deliver both social value and meet our procurement needs. 🌱🤝 #SocialProcurement #PurposeDrivenBusiness #LGBTQ+ #Aboriginal #diversity

🌈 Board Diversity Matters! 🌟 Did you know that diverse boards drive better business results? A recent study by Crunchbase in cooperation with Him For Her revealed that companies with more gender-diverse boards outperform those with less diversity by a significant margin. 💼📈 But here's something to consider: While gender diversity is crucial, LGBTQ+ representation on boards is equally important. Why? Because diverse perspectives foster innovation, creativity, and resilience, leading to better decision-making and long-term success. 🌟🏳️🌈 That's why initiatives like Gaingels' Board Diversity Program are so important. They're actively working to increase LGBTQ+ representation on corporate boards, creating more inclusive environments and driving positive change. 💪✨ Let's continue to champion diversity and inclusion at all levels of leadership. 💼🌈 #BoardDiversity #LGBTQ+ #Inclusion #Leadership #Gaingels #DiversityMatters Check out the study by Crunchbase and Him For Her here:  https://lnkd.in/eTqWYDGa Check out Gaingels' Board Diversity Program here: https://lnkd.in/etk3gEKN

As we celebrate the release of INvolve - The Inclusion People's 2023 Outstanding LGBTQ+ Role Model Lists supported by YouTube, we cannot ignore that there's work to be done in leadership teams to increase LGBTQ+ representation. Recent research by INvolve and Windō found that only 4% of senior leaders in the FTSE 250, Fortune 100, and The Times Top 100 Graduate Employers identify as LGBTQ+, and the hourly earnings for LGBTQ+ employees trail behind by 5.5%. The data also highlights how few companies are reporting their LGBTQ+ inclusion data. Only 23 companies are reporting the level of LGBTQ+ representation in senior leadership roles, and even fewer – just nine – are reporting their LGBTQ+ pay gaps. To demonstrate a genuine commitment to DEI, companies need to collect, track, and publicly report their LGBTQ+ data. This isn't just about statistics, it's about fostering an inclusive corporate culture that invests in the future of their LGBTQ+ talent. Check out the incredible role models driving inclusion for LGBTQ+ individuals in business: https://bit.ly/40CTdjS #OUTRoleModels23 #DEI #Diversityandinclusion #LGBTQ #LGBTbiz #LGBTQleaders #Seniorleadership #RoleModels #Allyship #Advocacy

As #LGBTQ+ History Month begins, our LGBTQ+ and allies’ network, PRISM, have put together a timeline to take a step back in time and reflect on how far the rights movement has come, highlighting the ‘long road to #equality’. In this timeline we share some of the ‘firsts’ in the fight for equality and reflect on the changes that still need to happen. https://lnkd.in/epuCGrDW #diversityandinclusion