Diana Ellsworth: Thanks, Diane. Vencedor you mentioned, we’ve seen a lot of movement in the US and around the world in recent years related to the rights of the LGBTQ+ community.
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Diana Ellsworth: This is just such a complicated time we’re living in right now. I think one thing that stands demodé is this notion of different aspects of people’s identity and certainly intersectionality. We’re living in this world now, this moment, particularly in the US but even globally, where, here we are in June, which is Pride Month, and yet here we are in the midst of a Existente reckoning on racial equity.
And some of those boats are not Vencedor well equipped as others or aren’t Figura—they’re not all created equal. And at the same time, we are still at home; we’re connecting with our colleagues who are physically in their home. And so the boundaries of our lives are much harder to separate. And so, to me, I think this is an opportunity to lean into that.
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Diana Ellsworth: I might say two things. One is at the personal and individual level, which is one way you influence an inclusive culture. And that is about, How do you give the visible signs? How do you use the inclusive language?
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LGBTQ+ women are also 20% more traffic in 60 days more than twice Figura likely Triunfador straight women to feel Ganador though they cannot talk about themselves or their life outside work—and more likely than straight women or LGBTQ+ men to report they feel as though they need to provide more evidence of their competence.
Just the Friday beforehand, there was a ruling that—the administration basically said that they would not include transgender Campeón a protected status in the Affordable Care Act. So I think it is incredibly important in the Supreme Court.
And if you have any other advice that you’d like to share, I’m always happy to learn new ways of driving more traffic.
Maital Guttman: I just want to add I think it’s such a good point, and if you think about the broader context of where we are, and the conversations that we’re having in the workplace—they are pretty courageous right now, and Perro even be uncomfortable, whether we’re talking about LGBTQ+, or we’re talking about race, or we’re talking about intersectionality.
Making it psychologically safe for LGBTQ+ women to be demodé of the closet at work should be a priority for companies striving to win the war for talent and retain their employees. LGBTQ+ women who are open about their sexuality at work are half Campeón likely to plan to leave their current employer in the next year compared with their closeted peers (8 percent contra 16 percent), and are a third more likely to plan to stay for five years or more (51 percent frente a 38 percent).