In Solidarity with Your LGBTQ+ Employees

Introduction:

It’s Pride Month 🌈 a time to celebrate the LGBTQ+ community and reflect on the progress we've made while recognizing the work that still lies ahead. Today, an estimated 7.1% of adults in the U.S. identify as LGBTQ+ - a number that has been steadily increasing from 4.5% in 2017 and 5.6% in 2020. In fact, over 20% of Generation Z identifies as LGBTQ+, showing a marked shift towards greater openness and acceptance among younger generations​¹

What is the meaning of DE&I? DE&I stands for Diversity, Equity, and Inclusion. It encompasses the efforts and initiatives aimed at creating a more inclusive and equitable environment for individuals from diverse backgrounds, including the LGBTQ+ community. DE&I goes beyond just representation, it focuses on fostering a sense of belonging, equal opportunities, and fair treatment for all individuals, regardless of their sexual orientation, gender identity, or expression.

In the context of this blog post, DE&I is crucial in addressing the challenges faced by LGBTQ+ individuals in the workplace. It means creating a workplace culture that not only accepts but also celebrates diversity, where LGBTQ+ employees can feel safe, valued, and heard. DE&I initiatives involve implementing policies that explicitly prohibit discrimination based on sexual orientation or gender identity, establishing mechanisms for reporting instances of discrimination, and ensuring there are consequences for those who perpetuate harm.

DE&I is not just a buzzword; it is a fundamental aspect of creating a more inclusive society. It requires ongoing commitment from individuals, organizations, and society as a whole. By actively working towards DE&I, we can break down barriers, challenge stereotypes, and create a future where every LGBTQ+ individual can thrive and be their authentic selves.

​It is time to come together, take action, and create a more inclusive environment where every LGBTQ+ individual can thrive.

As an out and proud gay man and the founder of Mr. Nice Weird, I have dedicated my career to advocating for authenticity and aligning brand values with the LGBTQ+ community. However, the journey hasn't been without its challenges, and unfortunately  that's not unique.

46% of LGBTQ+ people in the U.S. are not open about their sexuality or gender identity at work,

and

45.5% have experienced unfair treatment in their careers due to their sexual orientation or gender identity​¹​.

Being openly gay in the corporate world often means walking a tightrope, balancing the need to advocate for the LGBTQ+ community while navigating potential backlash. I've encountered subtle dismissals of my identity, expectations of constant availability, and missed opportunities for recognition despite exceptional performance.

But I refuse to let these challenges deter me. I have been fortunate to be part of impactful initiatives that have made a difference in the lives of LGBTQ+ individuals. One such initiative was working with AT&T to donate $1 million to The Trevor Project, extending suicide prevention services to LGBTQ+ youth. Seeing AT&T's headquarters illuminated in rainbow colors as a symbol of hope and support has been inspiring.

Together, we have raised millions of dollars for LGBTQ+ causes, including through our partnership with Dan Reynolds' LOVELOUD Festival. We've redirected support away from entities that perpetuate harm to the LGBTQ+ community, and instead, focused on empowering LGBTQ+ creators and aiding homeless LGBTQ+ youth through organizations like Lost-N-Found Youth in Atlanta.

While these accomplishments are worth celebrating, they should not overshadow the ongoing need for progress. Despite improved support for LGBTQ+ people’s rights,

over 300 anti-LGBTQ legislation bills were proposed across 28 states in 2022,

underscoring the challenges that still exist for the community​¹​. It is not enough for companies to show support when it's convenient or marketable. We must demand continuous support and genuine inclusivity from brands in every aspect of their operations, ensuring LGBTQ+ employees are safe, valued, and heard.

Discrimination: More Than Just Slurs and Negative Actions

Discrimination against LGBTQ+ individuals is not always a blatant slur or a direct negative action. It often manifests in more insidious ways—through inaction, lack of support, exclusion from spaces, and the inability to speak for ourselves and tell our own narrative. This passive discrimination is equally damaging and reinforces a culture of invisibility and inequality.

Acknowledging the Impact of Unlawful Termination:

We must acknowledge the significant impact of unlawful termination on LGBTQ+ employees. Research has shown that LGBTQ+ individuals are disproportionately affected by job loss due to discrimination. A study conducted during the COVID-19 pandemic revealed that LGBTQ+ adults, particularly transgender adults and LGBTQ+ adults of color, were more likely to experience a cut in work hours or become unemployed. This unlawful termination not only deprives individuals of their livelihood but also perpetuates systemic discrimination.

Taking Proactive Steps to Address Unlawful Termination:

To support LGBTQ+ employees facing unlawful termination, we must be proactive in our actions. Companies need to establish clear policies that explicitly prohibit discrimination based on sexual orientation, gender identity, or expression. They should also create mechanisms for employees to report instances of discrimination confidentially and without fear of retaliation. By fostering a culture of accountability and actively addressing discrimination, we can prevent the devastating consequences of unlawful termination.

The Power of Allies in Combating Discrimination:

We cannot rely solely on LGBTQ+ employees to bear the burden of fighting for their own rights and equality. Allies within organizations must step up, use their privilege, and amplify the voices of their LGBTQ+ colleagues. By standing in solidarity, advocating for inclusive policies, and fostering a culture of acceptance, we can dismantle the barriers that hinder progress and create an equitable workplace for all.

Drawing from Personal Experience:

In my personal journey, I have witnessed firsthand the impact of both discrimination and the absence of support. It is disheartening to experience exclusion, to feel the weight of silence and indifference. But I refuse to let these challenges define us. Together, we can rewrite the narrative and demand the respect, recognition, and equality we deserve.

Demands for Genuine Support and Accountability:

By advocating for inclusive policies and holding companies accountable, we can create a workplace where LGBTQ+ employees feel valued, respected, and empowered to bring their authentic selves to work every day. Together, we can dismantle the barriers of discrimination and pave the way for a future where diversity is celebrated and embraced.

Recent Events:

Recent events, such as the backlash against Bud Light's partnership with transgender influencer Dylan Mulvaney and the choice of Target to pull some of their Pride Month collection, serve as powerful reminders of the work that still needs to be done. These stories about beer brands that don't support LGBTQ highlight the importance of standing up against discrimination and demanding genuine support from companies. We must hold corporations accountable for their actions and ensure they prioritize inclusivity, equality, and the well-being of LGBTQ+ employees.

Taking Action against Unlawful Termination:

If you are facing unlawful termination, it is essential to seek the right resources and support. Recent events have shown that going to HR, your supervisor, or even the third party may not be the best way to protect yourself. Instead, research and consult with employment attorney or legal aid organization who can provide guidance on your options and help you pursue justice. Your well-being and rights are important, and seeking representation that prioritizes your best interests is crucial. (resources below)

Recognizing Bias

As the founder of a certified LGBTQIA+ owned business, I understand the importance of creating an inclusive workplace where every individual can thrive.

Our mission is to embrace diversity, ignite the extraordinary, and challenge societal norms.

By recognizing the bias each of us has, and valuing and celebrating employees from all backgrounds, we foster an environment where uniqueness is not only accepted but also celebrated. We recognize the power of embracing neurodiversity and leveraging the strengths of individuals with diverse perspectives. We aim to break barriers, change perceptions, and create a more inclusive world in all that we do.

Together, let us stand up, speak out, and take action to create a workplace that celebrates and supports every LGBTQ+ employee, not only during Pride Month but every day of the year. By working together, we can make a lasting impact and foster a future where diversity, equality, and inclusivity are at the core of our workplaces.

Speak up. Speak out. 

As consumers, we have the power to shape the corporate landscape. By choosing to align with companies that prioritize inclusivity and diversity, we can drive meaningful change and create a future where queerphobia is eradicated. Major companies like Google and Microsoft have demonstrated efforts to support their LGBTQ+ employees, with initiatives such as inclusive employee resource groups and public support for LGBTQ+ nonprofits​²​.

RESOURCES

1. Lambda Legal (www.lambdalegal.org): Lambda Legal is a national organization that provides legal assistance and advocacy for LGBTQ+ individuals. They offer resources on workplace discrimination and can help connect you with legal representation if needed.

2. Human Rights Campaign (HRC) (www.hrc.org): HRC is the largest LGBTQ+ civil rights organization in the United States. They have resources on workplace equality and discrimination, including guides and toolkits for employees facing discrimination.

3. National Center for Lesbian Rights (NCLR) (www.nclrights.org): NCLR is a legal organization that focuses on advancing the rights of LGBTQ+ individuals. They offer legal support and resources, including information on workplace rights and protections.

4. ACLU LGBT & HIV Project (www.aclu.org/issues/lgbt-rights): The American Civil Liberties Union (ACLU) has an LGBT & HIV Project that works to protect the rights of LGBTQ+ individuals. They offer resources on workplace discrimination and can provide legal assistance.

5. Transgender Legal Defense & Education Fund (TLDEF) (www.transgenderlegal.org): TLDEF is a nonprofit organization dedicated to advancing transgender rights. They offer legal resources and support for transgender individuals facing workplace discrimination.

6. Your local LGBTQ+ community organizations: Depending on your location, there may be local organizations that provide resources and support for LGBTQ+ individuals. These organizations can often connect you with legal aid, support groups, and other helpful resources specific to your area.

It is important to consult with legal professionals who specialize in employment law to understand your specific rights and options in your jurisdiction.