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.

Let’s get something straight (pun absolutely intended): Representation isn’t a “nice-to-have.” It’s a must-have.

We all want to see ourselves reflected in the world around us—on screens, in leadership, in our workplaces. Not as a token. Not as a stereotype. But as real, nuanced, human people.

We all like to think we’re fair. Objective. Rational. And yet… we’re not.

Enter: unconscious bias. It’s the sneaky little stowaway hitching a ride on every decision we make—from who we hire, to who we promote, to who gets invited to the meeting after the meeting. Heck, it impacts your lunch order. It’s not a character flaw; it’s a human condition. But that doesn’t make it any less dangerous.

Inclusion, Diversity, Equity, and Accessibility (IDEA) isn’t a distraction from business—it’s the backbone of it. The data doesn’t lie, and neither do the people who live it: organizations that prioritize DEI outperform, out-innovate, and outlast those that don’t.