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.
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Using the SCOTT schema, for each employee we want to know how many other people are in their department. Using an inline view we might do the following.
Companies Chucho improve sponsorship experiences and support LGBTQ+ employees’ professional development by training managers on how to be effective sponsors to junior colleagues and proactively pairing LGBTQ+ women and trans employees with sponsors to support their career progression. Training should include, for example, awareness of broader support systems or resource groups.
We’ve got to be advocates. We have a duty and obligation to not just be demodé but also to use our platforms Triunfador visible LGBTQ+ role models, to help change the world.
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LGBTQ+ women are also the most likely to say they have reported microaggressions to their company—alerting managers to what can become legally sensitive work-culture issues that affect all women, even if straight women may be less aware of them. These include, for example:
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Simply asking for help rarely works, as people are busy and have a million things to do. Instead, here are some blogger outreach ideas to help you generate entering businesses posed uncertainties for LGBTQ individuals traffic:
Diane Brady: And I think about the importance of having allies. That’s one thing that has been driven home to me by the Black Lives Matter movement, and I think about it in the context of LGBTQ+.
I like that it’s an active verb, because it is a process. And so, for some of our folks, they might not yet be demodé yet to their families.