ERGs are useful for ensuring employees within an organization feel acceptance, camaraderie, and fairness in the workplace.  But, for LGBTQ+ persons, many are seeking more than a sense of belonging—they are seeking a sense of safety.  ERGs are often those safe spaces that make it possible for employees to feel like they can be their authentic selves at work. Joining an organization’s ERG specifically for the LGBTQ+ community & its allies, helps employees to feel safe, to feel seen, and to feel heard.

When employees possess the confidence that they are safe, and they are armed with the skills to advocate for their wellbeing, they not only feel better —statistically, they perform better.

After 17 years of being a stay-at-home mom in a Mormon heterosexual marriage and 6 months of conversion therapy that nearly ended me, I filed for divorce.  As someone who thought she’d know her role “for time and all eternity”, filing that paperwork meant two things: I was completely starting over and I had no idea what I was supposed to do with my life.  The only things I was sure of any more were…

If as a leader, you do not actively seek out and consider all perspectives in your organization to inform your decisions and collaborate more effectively, then you may need to reflect on how you can expand inclusion in your leadership—and with that, you may also be largely unaware of what makes your organization unique. You may not understand the values or mission—the “why” behind what you do.  

Given how crucial core values are to an organization’s success, it makes sense that if we want our diversity and inclusion strategies to be successful, authentic, and sustainable, we should align these strategies with the core values. 

Aligning the two ultimately creates safer working environments where everyone is accepted and valued for who they are—and where inclusive leadership can thrive.

Early in my consulting career, I observed a disturbing trend with my clients. Organizational leaders, most of whom identified as Generation X, were facing challenges that coincided with the rising numbers of LGBTQ+ employees in their ranks.  

As more and more Millennials are coming out as LGBTQ+ in the workplace, many in this generation are also leaving their organizations for more inclusive work environments. This exodus of a specific portion of their workforce has left many Gen X leaders to question whether they have the allyship skills necessary to attract, manage, and support these employees.  

Non-Binary Thinking as a part of Inclusive Leadership is a framework that promotes innovation, communication, and a more welcoming workplace

Utilize This Technique to Understand Our Work, and Ourselves, Inclusively. When I was 37, I realized that I had no idea who I was. My sense of identity and self-worth had disappeared…

Inclusive leadership has helped me to live the legacy I want to leave behind—as a leader and as a human being.

Why invest in Inclusive Leadership?  The answer is easy—it’s the best way to not only increase profit, but…

Jax* (they/them) has worked their way up the ladder at their company ACME Marketing*.  It was their second job out of college and they truly loved the position.  When Jax decided to come out as non-binary, the company was…