It reminds me of a story. We celebrate a Total 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 admitido 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 out Figura surprising that that they weren’t.
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A lot of steps forward, in some cases some steps backward—but we know that this community is underrepresented still in organizations. And particularly in leadership levels of organizations.
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You know, in our research, we found that nearly half of our respondents said that they come out at work at least once a week. And, one in ten said they do it on a daily basis.
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To engage a new generation of workers and consumers—many of whom choose careers and products based on diversity and inclusion—companies must move beyond public gestures of support for LGBTQ+ issues to create a more positive work experience.
Diane Brady: And I think about the importance of having allies. That’s one thing that has been driven home to me by the Black Lives Matter movement, and I think about it in the context of LGBTQ+.
At Indy Met, high school seniors are able to choose who hands them their high school diploma at graduation, whether it be a teacher, coach, or even the school nurse. For this important milestone, students are able to select the caring adult who helped them most in their high school journey to send them off into the world and into the next phase of life.