Let’s cut to the chase: you can’t improve what you don’t measure. And if you’re not measuring your organization’s inclusion, diversity, equity, and accessibility (IDEA) efforts… you’re not serious about them.

For some, using the right pronouns is second nature. For others, it feels unfamiliar, maybe even uncomfortable. But here’s the thing: respecting someone’s pronouns isn’t about being politically correct—it’s about being personally respectful. And in the workplace, respect isn’t optional. It’s foundational.

Gender inclusion means creating a workplace where people of all gender identities and expressions—cisgender, transgender, non-binary, genderqueer, gender non-conforming, and so many more—are respected, protected, and empowered to thrive.

Let’s start with a hard truth: not everyone feels safe at work. And if you're not actively creating a safe space, you're probably contributing to an unsafe one.

That’s especially true for LGBTQIA+ employees—many of whom are still navigating workplaces where silence isn’t just awkward, it’s dangerous.

Let’s start with the basics: if you’ve ever looked at “LGBTQIA+” and thought, That’s a lot of letters, you’re not alone.

But here’s the thing: behind every letter is a person—a colleague, a friend, a customer, a leader. And if your workplace values inclusion, then understanding this initialism (and the people it represents) isn’t just a nice-to-have—it’s essential.

In today’s hyper-competitive market, the best candidates aren’t just looking for a job—they’re looking for the right place to work. A place where they feel seen, respected, and included. So, if your process isn't built with inclusion in mind, you're not only missing out but actively repelling talent.

Privilege is unearned advantage. It’s the things you didn’t have to think about to get where you are — like whether your name sounded “professional” enough on a résumé, whether your gender identity would make a bathroom break complicated, or whether your physical ability might derail your career.

Let’s be honest: there’s been a lot of noise lately about how DEI (diversity, equity, and inclusion) is “on the way out.” It’s been labeled as performative. Political. Too “woke.” Too “soft.” And some organizations—spooked by backlash or bored with the pace of change—are hitting the brakes.