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LGBTQ issues continue to be in the spotlight for companies that are looking to build inclusive environments and navigate evolving disclosure expectations. With more Americans identifying as LGBTQ, and the lines between work and home becoming more and more blurred with companies going remote, many employees are no longer willing to hide their gender identities or sexual orientation.

For DEI practitioners, this is great news. It reinforces the notion that work on diversity, equity and inclusion is not “one & done.” Rather, companies need to maintain corporate resources to be able to nimbly adjust to changing tides in a way that works for the business. Without ongoing & deliberate work, companies risk being caught off-guard when issues arise, and making little progress to create environments in which their employees feel safe, included, and productive. That, in turn, can have long-term detrimental effects on retention, recruitment, productivity, and financial results.

In this recent 43-minute podcast, I discussed gender identity inclusivity at length with Lisa Kenney. Among many other contributions to the LGBTQ field, Lisa serves as CEO of Reimagine Gender, which helps companies make progress in their journey toward gender inclusion. In this content-packed podcast, we discuss:

  • What “gender inclusivity” means
  • Practical steps companies can take to educate their workforce on gender issues
  • How companies can measure and disclose their progress on gender inclusivity
  • Differences in how generations think about gender — and what we can all learn about Gen Z’s more inclusive approach
  • The financial case for being gender inclusive in product development & marketing

Here’s a teaser: one of the first points that Lisa makes is that education is vital to this work. Training helps your workforce and leaders progress in their journeys in gender inclusivity. For example, hosting training to help the workforce understand the difference between sex as a biological assignment — versus gender as a more accurate measure of identity that sits on a spectrum — equips your workforce to be agents of change in their functional part of the organization. This allows each employee to contribute to the company’s strategic inclusion goals and fosters an inclusive mindset throughout corporate functions. That not only prevents missteps, but also yields opportunities as the company creates products, delivers services, and administers policies.

For the step-by-step checklist on this topic, members can also visit our resource, “How Companies Can Think Ahead Amidst Changing Gender Norms.” If you aren’t already a member with access to our checklists, podcasts, guidebooks, sample disclosures and other resources, sign up now and take advantage of our no-risk “100-Day Promise” – During the first 100 days as an activated member, you may cancel for any reason and receive a full refund.

Not only that, but Lisa Kenney will also be joining us as a panelist on October 11th for our “1st Annual Practical ESG Conference” – at the session, “DEI Trends in the Midst of Rapid Change.” We’ll be discussing upcoming DEI trends that you’ll want to know to support your workforce in the midst of the changing corporate, social, and legal landscape. You’ll learn how your company can position itself for greater inclusivity with respect to gender and other dimensions of diversity, protect against risks, and leverage data to accomplish DEI goals and identify business opportunities. Sign up online, email, or call 1-800-737-1271.

Image: Restroom sign at the Swedish Museum of Natural History.

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The Editor

Ngozi Okeh is an experienced leader with a history of driving efforts to conceptualize, define, assess and promote diversity, equity, and inclusion (DEI) as strategic business processes. Ngozi is currently the Director of DEI at a leading marketing technology company where she develops and executes enterprise-wide DEI initiatives through rigorous strategic planning efforts, community partnerships, leadership collaboration, strategy evaluation, and careful management of communication and buy-in as well as policies and procedures.  Previously, she worked at an independent mortgage bank, where… View Profile