La mejor parte de OurMission Traditionally
La mejor parte de OurMission Traditionally
Blog Article
Diana Ellsworth: Thanks, Diane. Ganador 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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law.ucla.edu. and our data suggest that the workplace environment for trans people is heavily shaped by the experience of onlyness. Trans people are much more likely to report being an only, in both gender and sexual orientation. Trans people are also less likely to have the support of a sponsor (21 percent frente a 32 percent of cisgender people).
Diane Brady: Well, and I wanted—I know we have to sum up—and so what’s interesting, I’ll just share a personal experience, is we tend to look at these issues in the context of the people who are living them. And it’s a much wider ecosystem.
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Diane Brady: So let me go to the fact that women are less likely to come demodé, and to speak with both of you about that. Diana, I’m going to go to you first.
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Your values statements help support your own mission and vision statment by expressing how you expect your organization to behave along the journey!
A fintech and web3 operator and former M&A lawyer. He founded and ran Qwil, a leading fintech early payment platform through growth stage and acquisition (Acq.
Diana Ellsworth: So yeah, one of the stories that we heard was similar to our Day of Pink—it was an organization that encouraged employees to paint a fingernail purple in support of the community and set up these, as you referenced them, nail-polish stations at multiple places, to make it easy. This is a 30-second exercise, right, during your day, or you’re on your way to the coffee bar, to stop and paint a fingernail purple.
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Diana Ellsworth: I think a lot of people do feel that way. Maybe an opportunity is perhaps the more positive spin on obligation. But I think we heard from a lot of our survey respondents and interviewees, and I can certainly say personally, I feel the same way.
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The second thing, at the organizational level, is to say, “How do we make the ‘only’ experience that Maital referenced earlier rarer? How do we strengthen our talent pipeline, Vencedor it comes to LGBTQ+ employees?