Driehaus Capital Management LLC’s Post

A virtual pride parade at work! Brilliant! Ilene Duhan and everyone InContext Solutions organized a fun and impactful event. I was honored to be part of it by facilitating my mini-workshop, "You Don't Act Gay and Other Microaggressions to Address at Work". In 20 minutes we covered: 🏳️🌈 Examples of common microaggressions that happen at work 🏳️🌈 Tips to make speaking up less awkward if you are on the receiving end of a microaggression 🏳️🌈 Tips to recover with grace if you inadvertently commit a microaggression Paying attention to the subtle and unintentional comments and behaviors that detract from a sense of belonging at work is so important, especially for organizations who want to make their great workplace cultures best in class! This is a great topic during Pride month and beyond. Comment "YES" below if you'd like to learn more about this workshop.

Had a great lunch with William Kapfer at the Gamma Mu Foundation Weekend and had an inspiring discussion about the importance of diversity in today's corporate supply chains. As businesses continue to grow and expand, it's crucial to recognize the value of diversity in supply chains. With diverse suppliers, companies can bring new perspectives and ideas to the table, ultimately leading to more innovative and successful outcomes. Let's continue to prioritize diversity and inclusion in all aspects of business. #diversityinsupplychain #inclusionmatters #businessgrowth #mbusa #lgbtq #legaloperations

WATCH: “LGBTQ+ people cannot come out to anyone until they come out to themselves” V Teamer, Patrick Flaherty, shares his coming out journey & how Self ID helps companies recognize & value the diversity of their workforce. #VTeam

“Allyship is not just a noun, but it’s a verb.” - Steven Del Gaizo When thinking about allyship, it’s important to outline the steps you want to take to actively support LGBTQIA+ individuals. Steven provides us with a few examples in this short clip. 🏳️🌈 For more ways to be an ally beyond pride month, check out the recording of our recent webinar, “How To Be An Ally Beyond Pride Month.” Watch it here: https://lnkd.in/eNRxcJ6c . . . #PrideMonth #Allyship #LGBTQInclusion #LGBTQInitiatives #LGBTQ #LGBTQIA #WorkforceDevelopment #WorkplaceInclusion

#Pride month across the corporate world needs to be a moment where companies demonstrate that we walk the walk as well as talk the talk on #LGBT+ #inclusion. It has to be more that great events and new logos. So it is great to see Clifford Chance being named the top organisation by Windō in their transparency analysis. Windo have been working with Out & Equal on the metrics. Transparency is utterly essential for advancing inclusion for #LGBTQ+ people. We are an invisible population group (except when we step out of course!) so transparency by our employers is key to creating visibility, raising awareness, measuring success and also sending a clear message to #lgbt+ people that we are seen and valued in our workplaces. The metric also allows us to see even when we are doing well there is more to do and we need to use moments like this as a springboard to more action rather than just taking a bow. Plus it is always nice to win things! You can check out the full list and the other brilliant firms working hard on this here https://lnkd.in/deQG3C8w

Why Boston Pride isn't a welcoming space for Jews Despite the new group's proclaimed efforts to make our Pride events inclusive and diverse, many Jewish LGBTQ+ people and allies still can't attend the parade. Last year, we were introduced to a promising new umbrella organization for Boston's Pride festivities, named Boston Pride For The People (BP4P). Replacing the decades-old Boston Pride, which had been dismantled due to allegations that it ignored BIPOC and other groups, BP4P seemed to bring a wind of change for ALL LGBTQ+ people and allies. However, some are still left out. Since the parade takes place on a Saturday annually, observant Jews are prevented from attending. Last year, after discovering this hasn't changed under BP4P, I wrote a post (https://lnkd.in/drW3qUQv) which led to a meeting between BP4P's leadership and leaders of Greater Boston's Jewish and LGBTQ+ organizations, where I discovered that many queer Jews have never been to the Pride Parade because they observe Shabbat. Moreover, no programs during the whole pride month represented Jews. BP4P leadership seemed willing to listen and exchange ideas. But sadly, no change has occurred. They simply disappeared. We independently organized two Jewish-related events for the 2023 Pride Month, but no BP4P representative attended, neither did they spread the word about them. Yesterday, through their post below, I learned that Boston Pride 2024 will take place on a Saturday - again. What works for the biggest pride marches in the world (New York Pride takes place on Sundays), apparently doesn't work for Boston. What would you suggest in order to make a change in Boston's DEI / LGBTQ+ culture? Boston Pride For The People Adrianna Boulin Steve Greenberg City of Boston CJP - Combined Jewish Philanthropies Jewish Community Relations Council of Greater Boston Anti-Defamation League American Jewish Committee (AJC) A Wider Bridge Keshet Massachusetts LGBT Chamber of Commerce, Inc.

🌈✊ Unveiling the Truth: The #LGBTQ community still faces discrimination in the financial services industry. It's time for change! 🏳️🌈 Let's stand together, raise our voices, and demand equality in every financial aspect. 💪✨ 🌟🏳️⚧️ Let's create a world where financial services are truly inclusive! 💙✨ #lgbt #lgbtq #queermoney #discrimination #dei #financialservices #gaypodcast @themotleyfool

As an #LGBTQ+ community, our stories are meant to be celebrated 🏳️🌈 Even if it takes a while to get to where you are going, the simple act of choosing to go out and do it is what makes all the difference. ✈️Thank you for sharing your story, Hailey Ellissa (she/her), and we can’t wait to see where this next step in your journey takes you! If you want to share your own journey as a member of the #NGPA, please feel free to let us know in the comments or by submitting your #pilot achievements in the link below. https://lnkd.in/gt6mBZgT

🏳️🌈 What is rainbow washing? It’s where an organization suggests to customers and consumers that they are actively supporting the LGBTQIA+ community without any tangible outcomes for their queer community. 🏳️🌈 How can you avoid it? Find out how by listening to Anthony Tran, Head of Learning and Organisational Development at our customer, Grant Thornton Australia. For them, it's about creating space for people to tell their stories and really listening to help drive the changes that benefit everyone. Listen to the full interview and learn more about their incredible initiatives from the link in the comments. #PrideAtWork #PrideMatters #InclusionAtWork #WorkplaceCulture #HumanResources #BusinessAustralia #LGBTQIA #LGBTQ #InclusionMatters #Pride #WorkplaceInclusion #GenderDiversity #TransInclusion #Allyship #Leadership #InclusiveLeadership

As #LGBTQ+ individuals become a larger part of #adopters, it's vital for agencies to adapt. New Family Social discussed the challenges faced by #trans, #non-binary, and #gender diverse people thinking about #adoption. Gain insights and tools for creating inclusive environments! https://ow.ly/PNs250QJWt1