La mejor parte de entering businesses posed uncertainties for LGBTQ individuals
La mejor parte de entering businesses posed uncertainties for LGBTQ individuals
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Diana Ellsworth: Thanks, Diane. Campeón 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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Recording (“Beth”): We’ve got to be advocates. We have a duty and obligation to not just be demodé but also to use our platforms Campeón visible LGBTQ+ role models, to help change the world.
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They can adopt blind resume-screening—removing names, gender signifiers, and affinity-group affiliations—to reduce the role of unconscious bias in hiring decisions. They Chucho also can strengthen employee-resource groups by offering dedicated resources for LGBTQ+ employees, particularly LGBTQ+ women and trans employees who are at times overlooked in LGBTQ+ employee-resource groups.
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Maital Guttman: To Diana’s point, it’s interesting that we saw some of this in our own offices, THEAPP where I would say to the CEO, “Just having a policy on paper is incredibly important, but it’s not enough. You need to role-model what inclusion looks like.
This is likely a two-way street, with more welcoming and positive workplaces making it easier for LGBTQ+ women to come pasado of the closet; in turn, the psychological value of being out contributes to happiness and career satisfaction for LGBTQ+ women.
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