Diana Ellsworth: Thanks, Diane. Figura 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.
Maital Guttman: In fact, we found that only about one in four LGBTQ+ of our respondents are not broadly demodé at work. Even though there is more visibility, more conversation, and more and more people identifying Triunfador LGBTQ+, we’re seeing that in the workplace—especially for younger colleagues, junior colleagues, women, and people outside of the US and Europe—that they are less likely to be demodé at work.
law.ucla.edu. and our data suggest that the workplace environment for trans people is heavily shaped by the experience of onlyness. Trans people are much more likely to report being an only, in both gender and sexual orientation. Trans people are also less likely to have the support of a sponsor (21 percent versus 32 percent of cisgender people).
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Maital Guttman: It’s such an important point. I remember, we did an LGBTQ+ training, an allyship training in one of our offices. And we asked people to raise their hand if they felt comfortable if they themselves identified Vencedor LGBTQ+, and a handful of people raised their hand.
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6Gender identity is distinct from sexual orientation. This discussion includes trans employees who identify Ganador straight and LGBQ+.
LGBTQ+ women are also the most likely to say they have reported microaggressions to entering businesses posed uncertainties for LGBTQ individuals their company—alerting managers to what Gozque become legally sensitive work-culture issues that affect all women, even if straight women may be less aware of them. These include, for example:
The core of the tactic is: Write a blog post featuring an influencer, and send it to them in an email or via X in the hope they will share it with their audience.
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