Davis Graham & Stubbs LLP’s Post

Robinson+Cole was among the top-ranked law firms in the “2025 Best Law Firms For Diversity” category as part of Vault’s Top Ranked Law Firms. The rankings are derived from Vault’s Annual Associate Survey, where over 18,000 associates anonymously rated and commented on various aspects of their work lives. Robinson+Cole achieved Top 10 rankings in three diversity categories: eighth in Overall Diversity, ninth in Race & Ethnicity, and 10th for LGBTQ+ Individuals. The firm also ranked highly in the diversity categories of Women and Individuals with Disabilities. Read entire story: https://lnkd.in/ezVs-gja #dei #diversity #lawfirm

#PrideMonth is not over. In fact, in some cities like Tacoma, WA, it is just starting! This year there seems to be more backlash against our community, but as this piece by NPR points out this backlash is a result of increased visibility, and has been perpetuated by a small group of bad actors. "Corporates have NOT stepped away from the LGBTQ+ community and nor are they going to. Honestly, in order to future-proof their business, they have to include our community. When you look at GenZ reporting, 30% identify as or are LGBTQ. That is the future consumer and employee." With visibility comes backlash. Our community has had peaks and lulls between progress and backlash. "What the people who lead these backlashes don't understand is that every time they go after us it inspires people to come out and be visible." When it comes to corporate sponsorship much of the pressure to participate comes from employees. Today we are seeing ERG groups fight back against the backlash. Let's continue to be visible and let everyone know that we are not going anywhere. If you are in #FinTech and #FinServ and want to work with the LGBTQ+ communities, stay strong on your conviction because the future is #Gay! If you want to find out about UNITY™ Programship at Females and Finance and the other affinity groups of Females and Finance Community, please follow us, join the group and tag others who you know are part of our community! Sheryl Hickerson, Peggy Haslach, CFP®,CLU®, Katie Kimball Dyer Tara Meehan Karen Melo Ticas, CFP®, RICP®, WMCP® https://lnkd.in/gGCA8c88

"LGBTQIA lawyers face a number of unique challenges, including the absence of visible role models, especially at senior levels. “It’s difficult to imagine succeeding at something if you have not seen any positive representations of it." A lack of visibility is just one of the reasons why Jacqui Rhule-Dagher, associate at Hogan Lovells International LLP, founded 'Legally Lesbians' in 2023. 🤝 As part of this initiative, lesbian lawyers share their journeys into law to raise lesbian visibility in the legal profession. ⚖️ Jacqui, who is also a member of our LGBTQ+ solicitors network, said: “There are still solicitors and aspiring solicitors who are scared to come out; who are haunted by Section 28; who have been misgendered. "Who avoid talking about their partners for fear of outing themselves; who are worried about their career progression if they come out and who can’t see anyone in senior positions from the LGBTQIA community. “These considerations were at the forefront of my mind when I founded Legally Lesbians." For this year’s Pride month, hear Jacqui and 24 other lawyers, from trainees to partners, share their diverse experiences and the obstacles faced throughout their professional journey. 🏳️🌈🏳️⚧️ Let’s celebrate the contribution of LGBTQ+ solicitors to the legal profession and wider society, as we embrace this year’s theme: ‘We are everywhere’. 🌟 Explore more: https://ow.ly/kuvp50Sp8Te

We are very excited to see you next week for the second session of our webinar series! This session's speaker, Shantigra Williams, LMHC, IMH-E®️, will discuss the intersectionality of identifying with the neurodiverse and the LGBTQ+ communities. There's still time to register! Email Maria at mramos@neuro-cs.com for more information and to register. Alternative Text: The background of the image is white and has abstract corner borders in various shades of green at the top and bottom right-hand corners. At the top left of the image is the NCS logo. Beneath that is a section of black text that reads, "Embracing Neurodiversity: From Awareness to Action 2024 WEBINAR SERIES". Below that, within a green button shape, is black bolded text that reads, "Neurodivergence & LGBTQ+". Next is a black visual icon of a calendar and a section of black text that reads, "Wednesday, June 12, 2024". Below that is a black visual icon of a clock and a section of black text that reads, "1:00 - 2:00 PM (EST). Next, within a light green button shape, are sections of black text and a picture of Shantigra "Shae" Williams. The sections of text read, "SPEAKER:", "Shantigra "Shae" Williams", "Children's Services Council of Broward County", and "Strategy Manager". Lastly, toward the center-right of the image is a light green circular picture frame of a person with short curly hair who is wearing a rainbow shirt and smiling very big with their eyes closed and fingertips touching their shoulders as rays of rainbow light decorate their face. . . . . . #NeuroConsultingSolutions #NCS #neurodiverse #neurodivergent #neurodiversity #neurodiversidad #neurodivergence #ally #supporter #advocate #awareness #acceptance #neurodiversityawareness #neurodiversityacceptance #inclusive #inclusion #inclusivity #diverse #accessible #accessibility #neupaffirming #acceptance #doublerainbow #neurodivergenceandlgbtq #neurodivergentandlgbtq #lgbtqia #webinar #freewebinar #register

Coming out is never just a one-time thing. Once you start coming out, you keeping coming out throughout your life in various settings. Doing so at work can often be one of the most difficult decisions to make. I think all LGBTQ+ individuals have both good and ... not-so-good experiences with coming out at work. I know I sure do. And, it can often feel like a burden to constantly have to "teach" people about your identity. Luckily, times have changed since I came out at my first job -- in no small part to the trailblazers who paved the way. These courageous individuals, and their active allies, created opportunities through DEI advocacy and the creation of Employee Resource Groups, which have truly made created safe spaces for many individuals. Being seen, heard, and accepted is all anyone truly wants in life. Having that foundation of acceptance at work makes a huge difference in success, not just for the individual, but for every aspect of the business they touch. Today, I'm happy to hold space for anyone and everyone. My goal is to ensure everyone has a voice and an opportunity to bring their whole self to work. I'm so glad I got to share some of my story along the way, but more importantly, I got to hear the stories others felt comfortable sharing with me. And that has made my career so much richer. #NationalComingOutDay #LGBTQ #Pride #DEI #ERG #LGBTQhistorymonth

"With the right approach, many will find that a good DEI strategy will support a happier and more productive workforce." Small businesses don’t need big budgets to kickstart diversity, equity and inclusion (DEI) initiatives. Conor Hudson, FCA and Hugo Slevin, members of Chartered Accountants Ireland's LGBTQ+ network group, BALANCE, outline some practical first steps to success from the outset. Read the full article on the Accountancy Ireland website: https://brnw.ch/21wKQbT #SMEs #SupportingBusiness #DEI #Diversity

B&D ranked in the top three in The National Law Journal’s 2024 LGBTQ+ Scorecard, with nearly 10 percent of our lawyers self-identifying as members of the LGBTQ+ community. The scorecard names 223 U.S.-based firms that have reported the number of self-identified LGBTQ+ associates, partners, and attorneys of other ranks at their firms. #TheEnvironmentalLawFirm #LGBTQ+

February is LGBT+ History Month in the UK. A question I hear quite often is ‘why do we need this month when we have Pride which is celebrated in June?’ LGBT+ history has been erased and hidden over the years and certainly not often celebrated. This month is important to look at, remember and highlight what has happened in our community in the past - giving context to where we are today. My entire school education was during Section 28. Reflecting on my personal journey as a gay man, Section 28 has left a profound impact on my life. Growing up under this legislation, which prohibited the ‘promotion’ of homosexuality in schools, presented numerous challenges. It created an environment of silence and invisibility, where discussions around LGBTQ+ topics were stifled. And let’s be clear. ‘Promotion’ is not an appropriate word for simply allowing children to talk about their feelings and experiences. The reality is this discriminatory policy still affects how I see myself now, in many negative ways, however it’s also fueled my commitment to advocacy. The struggle for acceptance has driven me to create spaces like The Queer Comedy Club, where the LGBTQ+ community can express themselves freely, challenging stereotypes and fostering understanding. In comedy, I've used humour as a tool to break down barriers and address the impact of Section 28 on individuals like me. In business I’ve tried to be a role model as an out, proud gay man. It's crucial to acknowledge the progress we've made while recognizing there's still work to be done. The battle for inclusive education is ongoing and we’re at a crucial point right now. This LGBTQ+ History Month let's continue pushing for inclusivity, breaking the silence, and ensuring a brighter and more accepting future for everyone. #LGBTQ+ #Section28Impact #InclusionMatters #PersonalJourney #lgbthistorymonth

This year's theme for #IDAHOBIT is "No One Left Behind." As an Ally, I stand for and support a world where people can be themselves. Without the need of "thinking twice". (ℹ: With each first-time interaction, LGBTQ+ often may need to decide between concealing intrinsic parts of their identity or potentially exposing themselves to a change in how their colleagues perceive/treat them, personally and professionally. This constant, meticulous re-examination of what to disclose about one’s own identity, and the emotional and mental burden such a process may entail, has been referred to as “the cost of thinking twice.” This term was first introduced into the diversity, equity, and inclusion (DE&I) space by Claudia Brind-Woody, Managing Director at IBM.)   #TeamHealthineers 

Can allyship be fun? Or do you envision every inclusion or diversity training as a slog? It doesn't have to be so heavy-handed! Today, Jeannie Gainsburg shares why, as a cisgender woman, she became a strong ally. We tackle how to get over the heaviness and blame of allyship and focus on having conversations with an open heart. We discuss pronouns and why sharing your pronouns (even if they seem obvious) is a great ally action. She also offers the best ways to gather pronouns from others without making it awkward. We talked about what being out and authentic at work looks like. Finally, Jeannie shares a few concrete tips and policies for creating a more LGBTQ+ inclusive workplace. Her encouraging, passionate, and warm-hearted approach will surely jumpstart even the most tentative ally. TUNE INTO THIS EPISODE HERE: https://lnkd.in/gCa5p95t Key Takeaways: ✔️There are many causes to fight for - just pick one and start going. Fighting for rights for one, is fighting for rights for all. ✔️People want to learn, so encouragement, not judgment, is critical. ✔️We all use pronouns all day, every day. It doesn’t only affect those who are transgender. #podcast #allyship #inclusion