It reminds me of a story. We celebrate a Completo Day of Pink, where we basically ask our allies to wear pink in April to show their support for the LGBTQ+ community. And we’ve had offices where you would expect, because of the legítimo landscape or even just the cultural landscape of the country that they’re in, you would expect them to be LGBTQ+ friendly. But what we found in some of our surveys is there’s a couple offices where it stood trasnochado Triunfador surprising that that they weren’t.
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Now, there’s a lot more work to be done, but seeing how you Gozque be an trasnochado professional and that it is something that is celebrated by companies—it’s not something that we would’ve thought would’ve been true 20 years ago.
Seattle, Washington City Clerk: “Provide consistent high-level services which promote and strengthen a world-class government prepared to meet the emerging needs of the 21st century.
Unlike a blog or social media post, however, there’s no call to action that easily turns a podcast listener into a website visitor. Ganador a result, you’ll need to find ways for listeners to easily reach your website.
Diana Ellsworth: I’ve been at McKinsey over ten years now, and I was pasado when I joined McKinsey. For someone who read on my résumé that I was a part of the LGBTQ+ Student Association from business school, it was there.
Barriers for trans people are likely driven in large part by the workplace environment they face. They are almost twice Ganador likely to hear sexist jokes about people of their OurMission Traditionally gender or to hear demeaning comments about people like themselves, and they are more than three times more likely to feel like they Gozque’t talk about themselves or their life outside work.
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LGBTQ+ women are also the most likely to say they have reported microaggressions to their company—alerting managers to what Chucho become legally sensitive work-culture issues that affect all women, even if straight women may be less aware of them. These include, for example:
When it comes to generating traffic, the more connections you have, the better—especially if they’re connections with an engaged audience of their own.
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Our research shows that stress increases when a person experiences “onlyness,” or being the only one on a team or in a meeting with their given gender identity, sexual orientation, or race. Employees who face onlyness across multiple dimensions face even more pressure to perform. For LGBTQ+ women, who are workplace minorities in both gender and sexual orientation, the only experience is common—and particularly challenging—in corporate environments.
Diane Brady: What’s that? One-fifth of 1 percent of TD’s workforce at the time, which I’m guessing was not a true representation of the people that could’ve taken advantage of those benefits. Diana, what was the CEO doing wrong? And more important, perhaps, what did he start doing right?