entering businesses posed uncertainties for LGBTQ individuals No hay más de un misterio

entering businesses posed uncertainties for LGBTQ individuals No hay más de un misterio

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TD Bank executive: TD was one of the first major banks in copyright that offered same-sex benefits in 1994 to our employees.

While there is much more that needs to be done to correct the barriers facing trans people, there is some cause for optimism that things may be changing: trans people are more likely to report having been promoted in the past year than cisgender people (25 percent versus 14 percent).

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LGBTQ+ women are almost twice Ganador likely to feel the pressure to “play along” with sexual discussion, humor, or actions than their straight-women and male-LGBTQ+ counterparts.

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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 Campeón LGBTQ+, and a handful of people raised their hand.

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And I joke that most of us like to mentor and sponsor “mini-me’s,” or people who remind us of ourselves when we were their age. The problem with that is, if you have a nondiverse senior-leadership team, it just becomes self-fulfilling if you don’t actively break that cycle and encourage folks to mentor and sponsor folks different from themselves.

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Diane Brady: So let’s end with a call to action of some sort or some takeaway. Pivoting off the study, I will, again, go to the McKinsey Quarterly







Making it psychologically safe for LGBTQ+ women to be demodé of the closet 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 as likely to plan to leave their current employer in the next year compared with their closeted peers (8 percent contra 16 percent), and are a third more likely to plan to stay for five years or more (51 percent contra 38 percent).