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Despite advancements in understanding intersectionality — or overlapping forms of discrimination — in legal theory, its integration into corporate workplace initiatives is lagging. By 2044, half of all Americans will identify as a racial or ethnic minority, and recent data revealed that 7% of U.S. adults identify as LGBTQ+, including a notable 21% of Gen Z adults — a substantial increase from previous generations. These changing demographics and their connection to the workplace experience underscore an urgent need for organizations to evolve language, policies, and processes to embrace intersectionality. In this article, the authors explore how intersectionality shows up in recruitment, retention, and promotions through the lens of Black employees’ experiences, as well as explore talent-management strategies and real-world examples #diversity #equity #inclusion

By 2044, half of all Americans will identify as a racial or ethnic #minority, and recent data revealed that 7% of U.S. adults identify as LGBTQ+, including 21% of Gen Z adults — a substantial increase from previous generations. These changing demographics and their connection to the #workplace experience underscore an urgent need for organizations to evolve language, policies, and processes to embrace #intersectionality.

"Organizations must evolve language, policies, and processes to embrace intersectionality, as well as design more holistic strategies to cultivate inclusive cultures for the future workforce." Recent Gallup data revealed that 7% of U.S. adults identify as LGBTQ+, including a notable 21% of Gen Z adults — a substantial increase from previous generations. These changing demographics and their connection to the workplace experience underscore an urgent need for intersectional workforce policies and programs that recognize varied employee experiences. And interestingly... while this is a topic, I think often feels like it sits with HR - what we're talking about here is a strategic imperative for the business as a whole. CEO, COO, CFO - it impacts everyone and everything. Is your company taking this seriously?

If LGBTQ+ professionals in your organization are defaulting to the behaviors listed below, you might not have as inclulsive of a workplace as you want. Reflect on elements of your organizational culture, procedures and practices that might serve as barriers to inclusiveness. Take feedback seriously and share how you will use it.

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 

In case you, or someone you know, is wondering, "What IS diversity?". I invite you to watch, share, and amplify this video. If we all have the same foundation of understanding, we can bridge the gaps of misinformation and misunderstanding.

ide Month series, we delve into the concept of intersectionality within the LGBTQ+ community. This focus isn't just about understanding; it's about embracing the diverse experiences that compound the challenges faced by individuals who navigate multiple marginalized identities. Intersectionality isn't just a buzzword—it's a critical lens through which we must view inclusivity efforts. It reminds us that there's no one-size-fits-all approach to diversity. For instance, the experiences of a Black transgender woman can vastly differ from those of a gay white man, each influenced by the intersections of race, gender identity, and sexual orientation. Recognizing these distinctions is crucial for leaders who are committed to fostering an inclusive environment. Here's something to try: Start by examining your team's diversity initiatives. Are they broad enough to address varied experiences and identities? Are you engaging in conversations that bring these layered perspectives to the forefront? 🌟 Tip: Incorporate regular team discussions that allow members to share their diverse experiences related to their identities. This practice not only educates but also enriches your team’s empathy and understanding. As we continue our journey through Pride Month, let’s commit to being not just allies but active participants in learning about and advocating for all voices, especially those at the intersections of multiple identities. How will you shift your perspective to include these diverse narratives in your leadership approach? Let's make our workplaces truly inclusive. What action will you take this week to deepen your understanding of intersectionality? Share your thoughts and commitments below! #PrideMonth #Intersectionality #InclusiveLeadership #DiversityAndInclusion #LGBTQRights #SocialChange

Sunsoa IT Solutions Limited are all for Diversity, Equality and change in attitudes, but was not aware how deep it goes. We have just seen myGWork myGwork is the largest global business community of LGBTQ+ professionals, graduates, inclusive employers and anyone who believes in workplace equality. It empowers the LGBTQ+ community by offering individual members a safe space where they can connect with inclusive employers, find jobs, mentors, professional events, e-learning/training, news and much more. These Jobs mentioned Tableau (so was alerted on search) but are only available to the members of the LGBTQ Community. As well as this we have seen Black in Data who only employ Black people even though they say Coloured. Black in Data is a collaborative movement for people of colour, striving to promote equality of opportunity and representation within the data industry. How Deep does this go, where if we are not in a group then don't get an opportunity. #SunsoaITSolutions #ShapingFutures #WecoverallShades

What does representing underrepresented talent actually mean? Not performatively🤧 but really what does it ACTUALLY mean Well….. Representing underrepresented talent is actively seeking out, promoting, and providing opportunities for individuals who belong to marginalised or minority groups within a particular industry or field. This can include racial or ethnic minorities, women, LGBTQ+ individuals, people with disabilities, and others who may face systemic barriers to advancement or recognition. And not just when it’s seasonally appropriate e.g a international women’s day, BHM and Pride. But CONSISTENTLY giving these individuals visibility, support, and opportunities. These communities are not just a campaign, a season or way for brands to capitalise. Note to brands: Please be more intentional. These are real people lives you could be affecting. Check out : R/HOOD - we are actually doing the work.

“Where My Gays At?”(Meyer, 2022) I recently finished my Literature Review regarding the impact of workplace policies on LGBTQ+ individuals and I wanted to share my findings. Insights from the Literature: Challenges Persist: Despite progress, LGBTQ+ individuals still face discrimination, especially in hiring processes and within the workplace. Strategies for Success: LGBTQ+ workers employ various strategies, from seeking unionization to working in LGBTQ+-friendly sectors, to navigate discrimination. Positive Outcomes: Supportive workplace policies correlate with lower discrimination levels and improved well-being for LGBTQ+ employees. Diverse Perspectives: Research underscores the importance of considering the unique experiences of LGBTQ+ subgroups, including transgender individuals and LGBTQ+ people of color. I'd like to extend a huge thank you to my professor, Melissa Spencer, for her invaluable guidance and support throughout this semester. Her expertise and encouragement have been crucial in shaping this research project.