Want to serve as a workplace champion for LGBTQ inclusion and join fellow leaders, visionaries, change agents, movers, and shakers in getting support to grow the #BelongingMovement? If so, consider enrolling in the 30-Day Pride Challenge and connect with the mentorship and peer support you need to build a more inclusive workplace. Registration for the Challenge closes on Friday, May 31 and you can enroll in the program here! The first challenge goes out to the group on June 1, and we’d love for you to participate. Together, let’s grow the #BelongingMovement!

Celebrations and September go hand-in-hand. This year is especially worthy of celebrating. Why? September is my birth month, and this month marks the completion of writing my first book, Belonging at Work! l wrote the book to help leaders, and those on their way to joining them, build diverse and inclusive workplaces. The stories, case studies, and research featured in the text offer everyday actions you can take, no matter your role, to build a more inclusive organization.

Changing workplace culture is hard. Creating a workplace culture of belonging can seem even more daunting. To get the support you need to implement your organization’s D&I ethos into everyday best practices, consider participating in the next RPC live webinar on Thursday, November 9, 2017 at 11 am Pacific/2 pm Eastern. The webinar will offer concrete strategies to help cultivate a workplace culture of belonging. Register for free by clicking here.

On Thursday, November 9 at 11:00 am Pacific/2:00 pm Eastern, the RPC team will host a live webinar offering participants simple and effective strategies on how to cultivate a workplace cultures of belonging. The webinar will accomplish two goals: 1) clarify why workplace diversity, equity, and inclusion matter, and; 2) define how any professional in the workplace can take personal actions to cultivate it. Whether you’re a senior executive or new to the workplace, you’ll walk away with concrete strategies and confidence to welcome and include diverse talent, ideas, and experiences in the workplace. Save your spot and register today!

Happy Pride! This post provides some background as to why we celebrate Pride Month, and it also offers resources to help you create space for Pride at work throughout the year. As a next step, consider registering for the next free RPC webinar all about making the LGBTQ business case to your leadership team. To prepare for the webinar, check out some of the available research to help craft your own talking points, and come to the session hungry with questions. There will be plenty of time for Q&A to help build your own business case.

When the topic of workplace diversity, equity, and inclusion (DEI) management is addressed, senior executives and board members sometimes raise concerns about some stakeholders “losing power” when an organization commits to engaging, empowering, and elevating historically underrepresented and undervalued stakeholders into the highest levels of an organization in aggressive and achievable ways. These leaders falsely believe that DEI is a zero-sum game, or the idea that when one person gains something, another loses something in exactly the same amount. This post confirms through research and anecdotal experiences that DEI is instead a game where all parties can truly win. If you are curious about how to begin a DEI dialogue in your own organization, let’s set up a time to talk.

On this darkest day of the year, it’s hard not to think about the growing tidal wave of fear and uncertainty threatening to crash down upon marginalized communities like immigrants, people of color, women, LGBTQ folks, and those living at the intersections. For LGBTQ people, 82 percent believe that “day-to-day life is likely to get worse” in the United States as a result of the Presidential elections. The lack of inclusive federal workplace protections leaves 52% of the LGBTQ population vulnerable to being fired on the basis of who they are, or who they love. Despite these grim realities, progressive workplaces offer critical sanctuaries for LGBTQ people in some of the most hostile parts of the country. This post offers several strategies for businesses to expand these sanctuaries. To learn more, subscribe to the RPC newsletter, and gain additional strategies to transform yourself and your workplace.

Believing that your workplace culture is 100% welcoming and inclusive of LGBTQ employees is a sure sign that your business may have a few significant blind spots. This post is specifically written for executives willing to identify those blind spots by assessing their workplace culture, establishing a diversity & inclusion baseline, and developing aggressive benchmarks to transform the existing culture. The post is the third of a five-part series detailing my consultancy’s TEAMS Transformation Method™, a unique branded system designed for executives, HR, and diversity professionals ready to transform their big ideas about LGBTQ diversity & inclusion into actionable plans. After reading this post, be sure to save your seat for the 9/22 Q&A webinar where this topic will be further explored.

Executives sometimes face resistance when it comes to motivating and inspiring their leadership teams to embrace LGBTQ diversity & inclusion as a global business strategy. This post is written for these executives by offering several strategies to cultivate and empower leadership teams to enthusiastically implement LGBTQ diversity and inclusion business strategies. The post is the second of a five-part series detailing my consultancy’s TEAMS Transformation Method™, a unique branded system designed for executives, HR, and diversity professionals ready to transform their big ideas about LGBTQ diversity & inclusion into actionable plans. After reading it, be sure to save your seat for a Q&A webinar where this topic will be further explored.

In the wake of the Orlando Shooting, business leaders are looking for solutions to support and encourage LGBTQ employees to take the time necessary to grieve and heal. While our collective mourning won’t end overnight, the initial sting can become less acute with effective leadership implementing real solutions offered in this post. Such action has the power to cultivate more compassionate and equitable workplaces, especially for those LGBTQ employees who may not always feel welcomed to bring their whole selves to work.