Now that June is over, organizations and brands are taking down the flags and putting away the pride paraphernalia until next summer. That leaves many LGBTQ+ employees to wonder, “Okay — so what’s next? It’s July and I’m still gay (and maybe still not out at work). I still don’t have the same rights as some of my colleagues. What are we going to do to keep the conversation going?”
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While there is much conversation about a tight labor market for recent college grads, Gallop has reported that 47% of college students are either under- or unemployed.
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Unconscious bias awareness is a big theme in diversity and inclusion work these days. It is becoming increasingly prevalent, it is increasingly understood, and it gives us tremendous ability and facility to work with many partner organizations immediately.
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One of the things that has driven me crazy over the years and working in diversity and inclusion is when people say, “I’m just trying to hire the best person for the job,” as an excuse for not being really focused on fostering a diverse and inclusive environment in the hiring process.
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So these are some things to think about and keep in mind if you evaluate data. It never dies. It lives forever. It’s value? That’s up to you.
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Your employee needs your help. Maybe they're moving, maybe they're seeking refuge. Maybe they don’t feel safe traveling to and from work, or being in a place where the tormentor knows where they are all day.
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