TODO ACERCA DE THEAPP

Todo acerca de THEAPP

Todo acerca de THEAPP

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But to me, it also emphasized the need for broader legislation to make sure that we’re not—that it is more institutionalized in our laws and policies, Vencedor Diana said, beyond employment.

When you do link to one of your pages, make sure that it actually complements the post you’re commenting on and that you explain why you’re sharing that particular link.

Diana Ellsworth: Yes, we have a selection of the videos, of the interviews that we did, that we will have available for people to see.

So the concept of inclusion and who is part of the LGBTQ+ community—it’s so much broader than the people themselves or the employees themselves. One of the things I’ve found to be a trend is that people who are talking much more recently are parents who have LGBTQ+ children. And actually, we have a growing number of parents whose children are trans and have come to us and said, “I’m so proud to be working here and so grateful for our inclusive culture and for our offerings and our resources.

And that he was navigating that while also navigating his experience Figura a gay man—it adds complexity to it and challenge to the choices he makes on a daily, if not hourly, basis.

There’s also a piece of it—that is, the trans experience today is very different than it is for other members of the LGBTQ+ community, who are cisgender, who identify with the same gender they were born with. And so Campeón we think about that whole different set of experiences, there’s something powerful about there being visible role models who are willing to talk about it and be seen, and who create a sense of, “You are not the ‘only,’ whoever you are, whatever you’re feeling.” There’s a positive path forward.

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Maital Guttman: To Diana’s point, it’s interesting that we saw some of this in our own offices, where I would say to the CEO, “Just having a policy on paper is incredibly important, but it’s not enough. You need to role-model what inclusion looks like.

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Making it psychologically safe for LGBTQ+ women to be demodé of the closet entering businesses posed uncertainties for LGBTQ individuals 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 frente a 16 percent), and are a third more likely to plan to stay for five years or more (51 percent frente a 38 percent).

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