As June 2022 comes to a close, we hope that you have been able to celebrate LGBTQ+ joy, allyship, and resilience this month. We have been hard at work and have an exciting collection of resources, spotlights, and announcements to share with you in a special Pride edition of the PIOW Newsletter.
Each LGBTQ+ person carries with them their own understanding of LGBTQ+ Pride and Allyship. As our annual “Pride Season” comes to a close, we are pausing to explore these concepts further with the hope that their deeper significance will be felt long after the wave of marketing campaigns and social initiatives end on June 30. We posed the following question to our Board: What do Pride and Allyship mean to you?
PIOW hosted a panel discussion focused on the needs of young adults who are navigating career access, mobility, and workplace culture for the first time. Boston’s nonprofit leaders joined us to unpack the systemic barriers that can work against LGBTQ+ young adults as they seek to secure and maintain employment. Included in post – full panel recording, event recap, and best practices.
LGBTQ+ Pride Month is upon us, and it’s a time to both celebrate the progress made and acknowledge the work yet to be done in our community. This is also a month where LGBTQ+ Employee Resource Groups (ERGs) are often asked to drive their organizations’ recognition of Pride. While this seems intimidating, we’re here to say it doesn’t need to be a lot of work! We have 5 easy ways that your ERG can make an impact.
Implementing a robust, ongoing self-identification program in your organization can be a significant milestone in your journey to developing a diverse, inclusive, and equitable workforce. In this blog post, we’ll review key steps, discussed during a recent Pride In Our Workplace roundtable of HR and DEI leaders, to ensure your self-identification campaign is a success.
We are closing out Black History Month 2022 with episode three of PIOW’s Courageous Conversations series featuring the Transgender Emergency Fund’s Chastity Bowick and Leadership Brainery’s Jonathan Allen. In this conversation, Chastity shares her own story navigating identity, community tensions, and recognizing one’s own worth in a society that often tries to silence and stagnate LGBTQ+ and Black individuals.
We were thrilled to sit down with Keith during Black History Month to discuss how he grounds his DEI leadership strategy within a nuanced understanding of difference and his own identity as an LGBTQ+ ally and Black man. Jonathan and Kieth model the type of courageous conversations we all need to begin having with one another, through which we can better recognize our communities’ intersections to drive personal growth and societal change. Join us in watching this dynamic discussion.
In May and June, we were joined by two panels of gender-diverse professionals and industry leaders to explore best practices in workplace inclusion. We learned that allyship is an ongoing practice of educating oneself, listening to understand the needs of others, and taking action to advocate for those in the community you’re trying to support. However we identify individually, allyship is something that we all must work towards together.