The business industry is beginning to recognize the importance and merit of 2SLGBTQIA+ inclusion. More and more businesses are offering gender and sexual diversity training, and it’s becoming common practice to include pronouns in e-signatures. Some are even making an effort to include queer and trans folks in their marketing. While these are fantastic first steps, the internal work can’t stop there.
There is very real danger and harm associated with surface and performative EDI efforts, and organizations need to be cautious they aren’t just paying lip service to the idea of inclusion with their initiatives.
Progress is happening, but as a whole, we’re nowhere near where we need to be.
If you’re ready to commit to being a part of the solution – to truly work towards improving your capacity to support your 2SLGBTQIA+ workers and your ability to authentically engage the 2SLGBTQIA+ market – I’m here to help.
Let’s look at what you’re already doing.
We can assess your current 2SLGBTQIA+ inclusion efforts, explore your organizational strengths and weaknesses, and collaboratively determine your next steps.
My three key areas of focus are:
1) Guidance around effective HR policy and practice
2) Outlining potential initiatives and in-house supports
3) Highlighting proactive marketing strategies
Let’s expand your organization’s awareness of the realities of 2SLGBTQIA+ workers and customers, and work to challenge the ingrained biases and systemic limitations that prevent their meaningful inclusion.
We can develop learning objectives, a training program, and a delivery schedule that supports your team’s learning.
Training is tailorable and designed to meet your specific goals; length and depth can vary.
Let’s make an impact on your organizational culture and frame of reference.
Put me with your people! I can speak at your conference, present at your PD day, or help lead your team in a discussion around what meaningful 2SLGBTQIA+ inclusion can and should look like in your organization.