You may have noticed pronouns popping up all over the place: in email signatures, online profiles, and even as people introduce themselves: “Hi, my name is Michael, and my pronouns are he/him.” But why does it matter?

The United States is facing a historically low unemployment rate, leaving employers scrambling to find talent. Even with a recession looming, the jobs numbers are still what they are, making it harder for employers to maintain operations, let alone grow.

Today I read an article on CBC with the headline: North Bay, Ont., group for LGTBQ youth gets death threats for planning drag show.

On June 24, 2022, just hours before LGBTQ+ Pride celebrations began in cities across the country, the Supreme Court of the United States (SCOTUS) released its (already leaked) opinion that brings an end to Roe v. Wade and a woman’s constitutional right to choose. Nearly 50 years of legal precedent were set aside with the stroke of a pen.

My husband and I have, for several years, hung a pride flag up outside of our house. We don’t just hang it in June. We normally hang it up around April when the snow melts and take it down when the weather turns cold in November.

Recently a colleague shared a story about how they had been “accused” of having white privilege. This colleague lives with profound hearing loss, but they are, in fact, white. They argued that they can’t have privilege because they live with a disability. They’re right. And wrong.

How properly building an ERG can attract and retain employees, build engagement, increase innovation, and reduce voluntary turnover, and much more.

It’s rare for organizations to consider the actual costs of not creating inclusive spaces for LGBTQ+ people. But the price tag can be quite hefty; it includes things like lower levels of engagement, higher levels of voluntary turnover, a smaller recruitment pool and decreased innovation.