Association of LGBTQ+ Corporate Directors’ Post

For more than 3 decades, I have focused like a laser on the the potential, the power and imperative for American businesses to champion LGBTQ+ inclusion and equity. American corporations, year over year, demonstrate their commitment to standing up with and for all of us. The HRC Foundation's timely new report on The LGBTQ+ Corporate Citizen provides a practical and achievable framework for ways all companies can demonstrate leadership. "Research shows a clear business case for being a leading LGBTQ+ corporate citizen. If a brand publicly supports and demonstrates a commitment to expanding and protecting LGBTQ+ rights, Americans of ALL ages are two times more likely to buy or use the brand." "Research also shows that 71 percent of LGBTQ+ adults in the U.S. are more likely to buy products from companies that purposefully reach out to the LGBTQ+ community. The onus is on companies to lean into LGBTQ+ equality because by 2040, the proportion of Americans who identify as LGTBQ+ is projected to double." "According to the HRC Foundation’s analysis of the 17th Annual LGBTQ+ Community Survey, over 80 percent of LGBTQ+ adults want companies to take a political stand to support transgender rights. This is about the current and future workforce as well: Workers are 4.5 times more likely to want to work at a company if it publicly supports and demonstrates a commitment to expanding and protecting LGBTQ+ rights." Read the full Corporate Citizenship Report https://lnkd.in/ejqphy3y

CALLING ALL LGBTQ+ BUSINESS OWNERS AND ALLIES! The Philadelphia Business Journal is once again preparing their "Business of Pride" issue for 2024 and we want YOUR businesses to be recognized! The IBA takes pride in our own membership and we want to make sure that our businesses are getting the recognition (and promo!) they deserve. Please share with your networks! DEADLINE IS APRIL 1st TO NOMINATE!!! Here are the categories: • Outstanding voices: LGBTQ+ leaders who are out and making a difference in the business world. • Corporate allies: Companies that consistently go above and beyond in advancing LGBTQ+ equality in their workplaces and in the community. • Allies: Non-LGBTQ+ individuals actively advocating and supporting members of the community.    Individual nominees must live and/or work in one of the following Greater Philadelphia communities or for a company with a presence in one of the following: Pennsylvania: Bucks, Chester, Delaware, Lancaster, Lehigh, Montgomery, and Philadelphia counties New Jersey: Atlantic, Burlington, Camden, Cape May, Cumberland, Gloucester and Salem counties Delaware: Kent and New Castle counties Companies must be headquartered in those same regions or otherwise have a presence. Nominees may be self-nominated. One nomination is preferred. Multiple nominations do not increase the chance of being selected. To learn more and nominate, please click this link: https://lnkd.in/ePbaNJmc

🏳️🌈🏳️🌈📢📢📢📢📢📢📢📢📢🏳️🌈🏳️🌈 PLEASE REPOST AND SHARE WIDELY Share your expertise, inspire change, and contribute to a more inclusive real estate industry! Every year the LGBTQ+ Real Estate Alliance hosts a must-attend event for industry experts, LGBTQ+ real estate professionals and allies. Are you an expert on real estate business success, personal development, political advocacy, work/life balance, or any other topic relevant to real estate professionals or the LGBTQ+ community? Join us now: Apply to speak at the 2024 Experience the Alliance Conference! We do intentional work to foster diversity and inclusion in our membership, leadership and allied partners. All of our members should see their identities reflected in the speakers at our events. Therefore, we encourage applications from individuals who represent a variety of backgrounds and perspectives. Here’s what you need to know: Breakout sessions are 45 minutes of which, there should be a 10-minute Q&A session Exceptional topics will be considered for the main stage. You may submit up to three topics for consideration. If multiple entries are submitted for the same topic, the Alliance Conference Advisory Group will, at its discretion, select the best speaker for that topic. A completed Presentation Form must be submitted for each topic. Up to 3 Alternate Presenters will also be selected should any opening become available Submitting video pitches, intros, and/or videos of your past presentations is strongly encouraged. Please complete the online application HERE: https://lnkd.in/ghh234qz Deadline: February 16, 2024.

Happy Pride Month! Wanted to share this insightful article from Lily Zheng about what true commitment to the LGBTQ+ community looks like, as it moves far beyond hashtags and rainbow logos (both of which can be good). She goes on to say that “Designing successful initiatives in this vein requires deep collaboration with constituents both inside and outside the LGBTQ+ community to ensure that the initiative creates value for the target community, to align it with the organization’s purpose and identity, and to test if it will land in the intended way with audiences. The more constituents can drive and inform this process — whether through advisory boards, focus groups, or other participatory methods — the more likely that the initiatives will successfully meet an unmet need, create value, and resonate.” (via Harvard Business Review) https://lnkd.in/gCeBr5Si #pridemonth #happypride #diversityequityinclusion

As Pride Month begins, many companies change their logos to rainbow colors in support of the LGBTQ+ community. This visibility is a good start, but it's essential to translate this support into meaningful actions that promote inclusivity throughout the year. Performative allyship, such as changing a profile picture, isn't enough. True allyship means taking substantial actions: • Implement policies that protect LGBTQ+ employees from discrimination. • Offer comprehensive health benefits that cover LGBTQ+ specific needs. • Foster a workplace culture where everyone feels safe and valued, regardless of their sexual orientation or gender identity. • Support LGBTQ+ causes and organizations not just in June, but year-round. Visibility is important, but it's just a start. Let’s hold these companies accountable and demand real, lasting change. #pridemonth

People want to work where they feel welcome and safe: 25% of LGBTQ+ individuals report that their work environment and the feeling of safety and inclusion keep them at their jobs. Employers who provide a supportive workplace for LGBTQ+ employees may be more successful at recruiting and retaining a diverse workforce. Learn more.

🌍 Breaking Barriers in the Boardroom #Pride2024🌍 I am proud to share an insightful article from Agenda, a news service from the Financial Times for the U.S. corporate boardroom space, on the increasing but still challenging journey of LGBTQ+ representation in corporate boardrooms. This piece, penned by Lindsay Frost and quoting Megan Kashner and Jack (Rusty) O'Kelley, delves into the progress and persistent obstacles faced by LGBTQ+ individuals striving for board positions. Read the full article here: https://lnkd.in/e4B72gNN 🔑 Key Takeaways: - LGBTQ+ representation on S&P 500 boards has grown significantly, from just four directors in 2018 to 43 today. 📊 - Despite this progress, LGBTQ+ individuals still represent about 0.8% of Fortune 500 board members, a stark contrast to the 7.6% of the U.S. population. 📉 - Barriers include the backlash against DEI programs, networking gaps, fears of being openly out to impede further progress, and some level of unexpressed prejudice (e.g., "LGBTQ+ people broke societal norms, can they be trusted?"). 🚫 Fabrice C Houdart, the founder and executive director of the Association of LGBTQ+ Corporate Directors emphasized the unique perspectives LGBTQ+ directors bring—perspectives shaped by resilience and a deep understanding of complex social dynamics. These qualities are invaluable for navigating today’s business landscape: "They experience being ostracized from their own family, strained relationships and discrimination in education and employment. All of those come together to give them a different outlook on life." The benefits of having a variety of voices and experiences in the boardroom cannot be overstated. Thank you, #AgendaWeek, for highlighting this critical issue. Let’s continue to drive forward and ensure that LGBTQ+ voices are heard and integral to decision-making at the highest levels. #LGBTQ #Diversity #Inclusion #CorporateGovernance #Leadership #LGBTQDirectors #BoardDiversity 🌈💼✨

In the last year, 40% of businesses assessed by the Human Rights Campaign’s Corporate Equality Index earned a top score. At the same time, half of LGBTQ+ adults report experiencing some form of workplace discrimination. How can organizations close this gap? This #PrideMonth, Vignesh K shares 6 must-haves for employers to ensure LGBTQ+ employees reach their full potential ⬇️ 1. Visibility to affinity groups 2. Clear support from top leaders 3. Actively engaged allies 4. A culture that promotes professional growth 5. Inclusive hiring practices 6. Benefits and policies ensuring equal treatment for LGBTQ+ associates

🌈 How effectively does your organization support LGBTQ+ employees? Are you part of the 43% where team members still feel the need to hide their true selves at work? As we celebrate Pride Month 2024, we must reflect on our workplace cultures and identify opportunities for improvement. --- Pride Month is a vibrant celebration for everyone, not just the LGBTQ+ community. It's a time for parades, festivals, concerts, and events where all can join in the fun and acceptance. More importantly, it's a spotlight on the issues still faced by the LGBTQ+ community, from gay rights and transgender equality to mental health and economic disparities. --- While 52% of LGBTQ people have experienced depression recently and 22% earn less than $12,000 annually, these statistics highlight the urgent need for continued support and advocacy. Pride Month isn't just a time to celebrate but also a call to action to learn, support, and fight for equal rights. 🌈 Let's make this Pride Month meaningful. Join the celebrations, educate yourself on LGBTQ+ issues, and take actionable steps to create a more inclusive workplace. --- 💬 How is your organization embracing Pride Month? What initiatives are you planning? Share your thoughts and ideas in the comments below. Don't forget to like, share, and spread the message of love and acceptance! 🌈 #PrideMonth #Inclusion #Diversity

🏳️🌈 As Pride Month comes to a close, it's essential to remember that celebrating and supporting the LGBTQ+ community shouldn't be confined to just one month. At the start of Pride Month, I shared a blog post about inclusively celebrating LGBTQ+ history and achievements, along with recommendations for ongoing inclusion efforts year-round. According to a recent study by the Human Rights Campaign, nearly half of LGBTQ+ employees remain closeted at work. This highlights the ongoing need for inclusive workplaces where everyone feels safe and valued. Now, as we reflect on the progress made and the work still to be done, I encourage everyone to revisit this blog and operationalize these recommendations to ensure continuous support and inclusion for the LGBTQ+ community. 💡 Additional Resources: • Human Rights Campaign - Workplace Equality Program: https://lnkd.in/gvQ7PDtC • The Trevor Project Resource Center: https://lnkd.in/gfESG_Gm • GLAAD Accelerating Acceptance Report 2023: https://lnkd.in/g2-d4ATv #PrideMonth #LGBTQInclusion #YearRoundInclusion #CorporateResponsibility #Belonging #EqualityForAll