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.

For those exceptional leaders eager to fine tune their LGBTQ diversity & inclusion vision, look no further! This post shares a glimpse of the first step of the TEAMS Transformation Method™, a unique branded system my firm developed for executives, HR, and diversity professionals ready to transform their big ideas about LGBTQ diversity and inclusion into an executable plan. Read more about five strategies necessary to fine tune your LGBTQ diversity & inclusion vision here, and save your seat for the 9/22 Q&A webinar where these strategies and more will be discussed.

In advance of my consultancy’s first webinar, Engaging LGBTQ Employees, I am encouraging prospective participants to share their opinions about the topic here. The results will help identify the pain points employers are attempting to resolve, and will inform the Q&A webinar discussion. The discussion will go deep into examining if and how employers are recruiting, retaining, and developing LGBTQ employees. There will also be an opportunity to learn more about how my consultancy can help organizations like yours develop and execute LGBTQ diversity, inclusion, and equity strategies.

On Thursday, September 22 at 2pm Eastern Time/11 am Pacific Time, I’ll be hosting my consultancy’s first webinar entitled Engaging LGBTQ Employees for executives, HR, and diversity professionals. During this one-hour Q&A conversation, participants will be encouraged to share their ideas, challenges, and solutions to help recruit, retain, and develop top LGBTQ diversity candidates for businesses, organizations, and government agencies. Be sure to stay connected for updates about this webinar by following the RPC Facebook, Twitter, Google Plus, and LinkedIn pages.

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.

Happy Pride! In honor of this month, I wrote a post exclusively for business executives, chief diversity officers, and human resource leaders to consider as they implement strategies designed to attract, retain, and advance top LGBTQ talent. LGBTQ diversity and inclusion solutions that lead to the benefits featured in this post, along with many more, will be shared in a live Q&A webinar I’ll be hosting later this summer. To participate and stay connected to my work, subscribe to the RPC newsletter today by clicking here.

In 2016 alone, 22 states are in the process of considering over 100 bills that would prohibit transgender and gender non-conforming (TGNC) people from accessing the restroom that matches their gender identity. On a more promising front, cities like Portland are taking action to protect and affirm TGNC people. This post focuses on how to implement such protections, and shares an example of how Washington, DC’s #safebathroomsDC campaign converted over 100 single user restrooms within the first month of its launch.

Openly LGBTQ leaders like Dan Wall-DeSousa and many other LGBTQ candidates running for elected office in Congressional, statewide, and local municipal races have access to a number of national resources and organizations eager to ensure their electoral successes. The purpose of this post is to demonstrate what that level of support looks like, and to showcase how my consultancy offers proven strategies designed to support openly LGBTQ candidates, and their allies, secure and maintain important public leadership positions.

In celebration of the International Transgender Day of Visibility, I find myself reflecting on my own transgender journey; specifically those first few years of my social transition. My intention of sharing my personal experiences are twofold; 1) to cultivate more trans allies who are entrepreneurs, and; 2) to inspire more transgender people to apply the skills they have gained through their transition and realize their own dreams. If you’re skeptical as to how transitioning relates to entrepreneurship, check out this post.

Guy Kawasaki famously said, “Ideas are easy. Implementation is hard.” Rhodes Perry Consulting specializes in tackling the hardest LGBTQ diversity & inclusion implementation challenges. Learn about three specific implementation strategies to develop your organization into one that is more inclusive of transgender and gender non-conforming (TGNC) people.

Good news! Rhodes Perry Consulting, LLC, was recently recognized by the National Gay & Lesbian Chamber of Commerce (NGLCC) as an official LGBT Business Enterprise.