On June 24, 2022, just hours before LGBTQ+ Pride celebrations began in cities across the country, the Supreme Court of the United States (SCOTUS) released its (already leaked) opinion that brings an end to Roe v. Wade and a woman’s constitutional right to choose. Nearly 50 years of legal precedent were set aside with the stroke of a pen.

My husband and I have, for several years, hung a pride flag up outside of our house. We don’t just hang it in June. We normally hang it up around April when the snow melts and take it down when the weather turns cold in November.

Recently a colleague shared a story about how they had been “accused” of having white privilege. This colleague lives with profound hearing loss, but they are, in fact, white. They argued that they can’t have privilege because they live with a disability. They’re right. And wrong.

How properly building an ERG can attract and retain employees, build engagement, increase innovation, and reduce voluntary turnover, and much more.

It’s rare for organizations to consider the actual costs of not creating inclusive spaces for LGBTQ+ people. But the price tag can be quite hefty; it includes things like lower levels of engagement, higher levels of voluntary turnover, a smaller recruitment pool and decreased innovation.

Global energy giant ExxonMobil is at it again, taking two steps forward and three steps back. Bloomberg recently reported Exxon has issued a policy banning “external position flags” (such as flags supporting LGBTQ2+ Pride and Black Lives Matters) from being flown outside its offices.

Inclusion in the workplace is an ongoing process and the success is contingent on leaders taking an active role

Diversity does not necessarily happen naturally. You may find that you have somewhat of a diverse workforce or clientele, but that may largely be because your available talent and client is diverse. Not because you did anything deliberate.