Ally’s Post

As Pride month in the United States draws to a close and brand leaders begin preparing for their strategic planning cycles, we want to offer some insight into the enormous growth opportunity the LGBTQ+ community represents for brands that understand them as human beings and meaningfully connect with them year-round. In today’s economy, few brands can afford to ignore one of the fastest-growing consumer segments, both in terms of size and spending power. Yet winning with them requires understanding them first as complete people so that you can craft products, messages, and experiences that accurately reflect and resonate with their evolving human priorities. Download our latest report by Aidan Borer, Human-ology’s Director of Human Insights, on how the priorities of LGBTQ+ adults are changing globally, and what this means for brands. Download the free report on our website: https://lnkd.in/eaRF-ftg #inclusivemarketing #consumerinsights #marketresearch

Excited to join Inc. Magazine and my fellow panelists M.V. Lee Badgett and Marc Coleman for an important conversation on the LGBTQ+ community and economic freedom and empowerment. It’s an important topic at a precarious moment for our movement. Back in 2011, I helped lead the campaign for marriage equality in New York. Our win there created enormous momentum that culminated in the Supreme Court granting us the freedom to marry in all 50 states. It felt like continued progress was inevitable. I no longer feel that way. The Court that overturned Roe has already signaled that Obergefell could be in similar jeopardy. The onslaught of anti-trans state legislation continues. We still haven't passed the Equality Act. LGBTQ+ people have insufficient representation in the C-suite and in corporate boardrooms. Nearly half of employed LGBTQ+ Americans still believe being “out” at work could hurt their careers. Things could still get worse. The "anti-woke" movement and the prospect of another Trump presidency loom large. Many corporate leaders are stepping back or staying silent at the very moment we most need them to champion equality and opportunity for all. And this is all happening at a time when almost three-fourths of Americans support marriage equality and policies that protect LGBTQ+ Americans from discrimination. This Pride season, we can't take our progress for granted. It's time for our community and our allies to champion inclusion loudly and proudly in our workplaces, in our communities, and from the businesses we support.

At Delta, we are committed to actively seeking diversity, pursuing equity, and promoting inclusion. While there is still a long way to go, we are proud that others are recognizing our progress. Here are five reasons why I’m #DeltaProud today: 1. Delta is ranked # 13 on Forbes’ annual list of America’s Best Employers for Women 2. For the eighth year in a row, Delta scored 100% on the Disability Equity Index as one of the nation’s Best Places to Work for Disability Inclusion 3. Forbes named Delta one of its Best Employers for Diversity 4. Black Enterprise recognized Delta as one of its Best Companies for Diversity 5. Newsweek identified Delta as one of America’s Greatest Workplaces for LGBTQ+

Partnering with businesses owned by minorities, women, veterans, LGBTQ+ individuals, and people with disabilities in your supply chain is a critical component of any effective DEI strategy. We talked to #DEIBoard Member Kristin Malek, Global Director of Business Diversity at CDW, and Dow Global Leader of Employee Experience and ERGs Shruti Bahadur to get their insights on implementing supplier diversity at an enterprise level. Download the guide here: https://wom.us/3Vh6CvE #supplierdiversity #supplierdiversityprogram #diversebusiness #supplychain #DEIstrategy

Let's go! 💪🏾 One of my favorite pieces I put together. Had an amazing interview with Kristin Malek about the importance of supplier diversity. Plus, Shruti Bahadur discussed how ERGs can help supplier diversity during our recent panel. Excited to dig more into this topic in the future. But for now, check out the guide below!

Thank you DEI Board for publishing this key insights read on the importance of supplier diversity for business success, and strategies for structuring your program, collaborating with partners, and measuring effectiveness. For too long, Tier 2 has been seen as secondary. But it should be viewed as a means of capital and celebrated. When small and diverse owned businesses can work side by side with large primes they benefits are mentoring + coaching for scaling techniques and probably one the most effective and important in today’s inflationary economy , tier 2 supply chain partners can get paid from primes in less than 15 days and not wait for the customers net 30/60/90+ payment terms. Tier 2 is a solve for access to capital 💵💲

https://lnkd.in/gWZunhh Check out this fascinating article on age diversity in the workforce! Paul Irving's piece is a perfect example of how inclusive workspaces benefit ALL employees. Inclusive environments don't just benefit women, people of color, or members of the LGBTQ+ community. Equity leaders value diversity in all forms and create workplaces where EVERYONE can thrive. #PaulIrving #EquityLeaders #BlufordConsulting

🌈 Today we remember and reflect on the the #StonewallRiots of June 1969. 🔍 Understanding the Context The Stonewall Inn, located in New York City, was one of the few safe havens where the LGBTQ+ community could gather. But like many such places, it was frequently targeted by police. On June 28, 1969, the community decided they'd had enough. They resisted the police harassment, sparking a series of protests that lasted several days. 🎖️ Notable Figure: Marsha P. Johnson In the midst of this uprising, one name stands out - Marsha P. Johnson. A transgender woman, Johnson was a key figure during the riots. Her bravery and spirit made her a beloved figure and a leading voice in the fight for equality. Johnson dedicated her life to activism, co-founding the Street Transvestite Action Revolutionaries (STAR), an organization that provided support to homeless queer youth. 🌈 The Impact The Stonewall Riots didn't just mark the end of silence - they ignited a flame. They served as a catalyst for the LGBTQ+ rights movement, both in the United States and around the world. 💬 Join the Conversation I'd love to hear your thoughts. How can we, as leaders and colleagues, ensure that we're creating inclusive, accepting environments in our workplaces? What steps are you taking to promote and celebrate diversity? #Pride2024 #StonewallRiots #Inclusion #Diversity #Leadership

I used to work for Verizon, and when I hear this rebrand came from a place of “we need to take a leap to connect emotionally with consumers” (VZ's VP of Creative & Brand), I wonder if a costly rebrand is more cost-effective than living the values that customers care about and that VZ promotes publically? I am specifically thinking of an instance when a trans colleague called VZ out for both sponsoring pride events AND donating heavily to politicians pushing anti LGBTQ+ legislation. They reflected that this felt like being gaslit by our employer. Our group's leadership's response: "we really care about you and the LGBTQ+ community, but business comes first. But again we REALLY care!" This is just one example - I will resist getting started on others like sustainability and pay equity. I'd guess demonstrating integrity in values that customers care about forges much deeper emotional connections than a minor (IMO) rebrand. Perhaps why we're seeing so much data about consumers willingness to pay increasing when brands demonstrate values alignment. Would love to hear you thoughts! Article in comments.

How are you cultivating allyship through your employee base? Take a look at the case study from INvolve below and some of the work they undertook with a well-known, global organization to drive culture change by harnessing the power of allyship. To learn more about INvolve's E-Learning solutions get in touch with the team at engagement@involvepeople.org #DEI #Allyship #CultureChange #Allies #Diversityequityandinclusion #PrideMonth #Pride2024