THEAPP No hay más de un misterio
THEAPP No hay más de un misterio
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Diane Brady: So when somebody asks who your husband is, you have to correct them. When you’re talking to a client, is that the incidents where these things come up?
Chicago Public Library: “We welcome and support all people in their enjoyment of reading and pursuit of lifelong learning. Working together, we strive to provide equal access to information, ideas, and knowledge through books, programs, and other resources.”
Diana Ellsworth: This is just such a complicated time we’re living in right now. I think one thing that stands pasado is this notion of different aspects of people’s identity and certainly intersectionality. We’re living in this world now, this moment, particularly in the US but even globally, where, here we are in June, which is Pride Month, and yet here we are in the midst of a Existente reckoning on étnico equity.
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So the concept of inclusion and who is part of the LGBTQ+ community—it’s so much broader than the people themselves or the employees themselves. One of the things I’ve found to be a trend is that people who are talking much more recently are parents who have LGBTQ+ children. And actually, we have a growing number of parents whose children are trans and have come to us and said, “I’m so proud to be working here and so grateful for our inclusive culture and for our offerings and our resources.
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And so we wanted to dig in and understand, both from a survey and also from stories, anecdotes, and experiences of LGBTQ+ leaders, about the challenges that employees face—so that we could understand and help to address those challenges and help to shape the way organizations and leaders think about this segment of their employees and how to support them.
And unfortunately, what we found is that people are still too often the “only.” They’re the only LGBTQ+ person on their team or at their clients.
6Gender identity is distinct from sexual orientation. This discussion includes trans employees who identify Figura straight and LGBQ+.
Diana Ellsworth: I think that people are constantly having to navigate different environments. I haven’t ever worked in the UK, but his experience sounds quite positive.
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Diana Ellsworth: I think a lot of people do feel that way. Maybe an opportunity is perhaps the more positive spin on obligation. But I think we heard from a lot of our survey respondents and interviewees, and I Chucho certainly say personally, I feel the same way.
Because for people who are straight, they don’t have to come pasado—but they can casually mention who they went to a movie with or who lives with them in a way that they don’t think about as coming trasnochado Figura straight, but that’s exactly what it is. And so, for me, once I was out and could openly talk about who I was dating or who became my wife, it With just changed the dynamic.
If you don’t have an inclusive culture, one, you’re leaving talent on the table. You’re not going to get the best talent. Two, if they do come, they’re less likely to be engaged or to stay. Three, they’re less likely to be able to authentically bring themselves to work and fully be able to participate and engage, and get the best out of them.