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📚🌈 Discover the story behind "Why PYP is LGBTQ+ Owned and Why It Matters" by Jenn T. Grace! From the scarcity of LGBTQ+ owned businesses to the personal experiences driving PYP's mission, this blog uncovers crucial insights. Delve into statistics, personal anecdotes, and PYP's commitment to inclusivity. Learn why diverse voices matter and how PYP provides a platform for unheard stories. Read now for a glimpse into the transformative power of storytelling! #PublishYourPurpose #LGBTQOwned #DiversityMatters

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

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

The active targeting of the trans and non-binary communities for legal discrimination is one of the most urgent human rights issue of our generation. Each of us needs to examine our conscience and ask what have we personally done to put ourselves on the line to advocate for our trans and non-binary community? It’s NOT ENOUGH to just feel compassion in your heart that others are suffering. Empathy is better than nothing, but deep compassion compels ACTION, rather than just privately feeling bad about it. Each of us has a huge role to play as allies. Each of us can cultivate fearlessness in calling out gender expansive bigotry every time we see or hear it. We aren’t always ready when the time comes. Build up your courage now, so that when you need to, you can come to the defense of the most defenseless.

JUNE 4th - 1PM ET ➡️ Tune into LinkedIn Live for the worldwide launch of Out Leadership's 6th Annual State LGBTQ+ Business Climate Index. Follow us on LinkedIn to get started! Out Leadership’s 2024 State LGBTQ+ Business Climate Index, which measures every US state across 22 data points to create a business-lens roadmap of LGBTQ+ equality in the nation, will highlight trends in politics and culture that affect LGBTQ+ Americans and business operations nationwide. Six years ago, Out Leadership launched its first State LGBTQ+ Business Climate Index in the US. This index provides leaders with a roadmap to better understand the many challenges still facing LGBTQ+ Americans. In 2024 alone, over 500 anti-LGBTQ+ laws were introduced nationwide. As we enter an election year, the political and cultural environment in the United States has become increasingly polarized with LGBTQ+-friendly states becoming increasingly inclusive while the worst states for equality become evermore hostile to equality and freedom. Before the State LGBTQ+ Business Climate Index, there was no single factual source that served to explain both the issues at hand and their impact. The Index highlights the issues, demonstrates the economic cost of discrimination, and, more importantly, highlights the economic opportunity enjoyed by states that are more LGBTQ+ inclusive. Out Leadership Members can join us on June 3rd at 1pm ET for an exclusive virtual launch event for members only. Registration is open in the Out Leadership Member Portal. #LGBTQClimateIndex #PrideMonth #HappyPride #LGBTQPride #LGBTPride #GayPride

BREAKING!! At 1pm EST TODAY, Out Leadership will announce the results of the 6th Annual State LGBTQ Business Climate Index! Members can join a private Zoom below, and everyone else can join the LinkedInLive tomorrow! Where does your State rank...?? #lgbtq

The responsibility of inclusion in the workplace is down to the employer, not the person. It's not the responsibility of women to close the gender pay and gender leadership gap. It's not the responsibility of ethnically diverse people to tackle bias and discrimination. It's not the responsibility of LGBTQ+ people to advocate for equal policies. It's not the responsibility of disabled or neurodiverse people to organise their own accommodations. It's the responsibility of the employer to create an inclusive environment where everyone can be their truly authentic selves. Ask. Listen. Act. #DEI #DiversityAndInclusion #Inclusion #Equality

Women, ethnic- and racial-minority, and LGBTQ people commonly experience microaggressions in the workplace. These behaviors often surface in the form of jokes, exclusion of some voices in meetings, or subtle remarks that denigrate the recipient. Those who experience frequent microaggressions are more likely to feel excluded, to disengage, and ultimately leave their teams and organizations. In the authors’ recent research, they explored the experience of microaggressions for women leaders in STEM. In doing so, they uncovered some fascinating findings about the important role allies can play in any organization or field. They present three ways you can act as an ally when you witness microaggressions at work, no matter your level of seniority. #diversity #equity #inclusion

🏳️🌈 “In the intricate dance between LGBTQ+ identity and leadership roles, individuals find themselves grappling with profound questions of authenticity and responsibility…” Continuing our mini-series celebrating LGBT+ History Month, Dr Rob S. explores the interaction between an individual’s LGBTQ+ and leadership identities. In this blog post we outline three subthemes that must be reconciled and how organisations can support this reconciliation. 💜💙💚🧡💛❤️ #LGBTHistoryMonth #LGBTQLeadership #LeadershipDevelopment #LearningandDevelopment

🏳️🌈 “In the intricate dance between LGBTQ+ identity and leadership roles, individuals find themselves grappling with profound questions of authenticity and responsibility…” Continuing our mini-series celebrating LGBT+ History Month, Dr Rob S. explores the interaction between an individual’s LGBTQ+ and leadership identities. In this blog post we outline three subthemes that must be reconciled and how organisations can support this reconciliation. 💜💙💚🧡💛❤️ #LGBTHistoryMonth #LGBTQLeadership #LeadershipDevelopment #LearningandDevelopment