An inclusive workplace is one of the top priorities for job seekers. Yet businesses aren’t prioritizing anything but surface-level DEI, something that ain’t foolin’ any of us. Especially LGBTQ people.
lgbtq people are being discriminated against and most businesses haven't created abundant inclusion for all identities.
IF YOU DON'T HAVE A ROBUST PRACTICE IN PLACE AROUND TRAINING, WORKSHOPS, AND OTHER DEI ACTIVITIES, YOU'RE ALREADY BEHIND.
The workforce has changed.
People’s personal missions are a higher priority for how people approach their job. Boomers are retiring fast, and millennials are bringing different expectations. While the workers have revised their priorities, most organizations aren’t adapting.
Your customer has high expectations.
Centering equity is more than just a competitive advantage; it’s an expectation. Hiding behind the mythical ideas around “my customer isn’t ready” is old-school thought. The reality is that your customers want you to step up.
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If you’ve committed to equity, you’ve nailed the first step. But this is more than just a commitment; it’s action. Allyship is more than intentions; Dorothy expects all business leaders to take radical steps toward absolute liberation for every LGBTQ person. To get there, we have to start where we are; Listen Up, Leaders discusses a handful of the most common objections, misconceptions, and benefits of workplace inclusion. This is all part of your journey into a more dynamic office environment.
from the blog
Grammatically speaking, a pronoun is a word that refers to a person. Most languages will reference gender when using a pronoun, such as he or she, and languages such as Estonian do not have a separate word for him or her. This post discusses neopronouns and third-person personal pronouns beyond he, she, it, they, one, and it.