This document discusses LGBT+ inclusion in the workplace. It begins by introducing LGBT+ terminology and explaining why inclusion is an important issue. It then discusses the impact of inclusion on the workforce in terms of attracting, retaining and engaging talent. The document also examines the impact on a company's image and how inclusion can help attract consumers and talent. It provides examples of challenges faced by LGBT+ individuals and policies companies can implement to promote inclusion. The conclusion emphasizes the importance of being an ally and maintaining an open and supportive environment.
Data was collected from groups of Generation Y employees of corporate institutions, freelancers, entrepreneurs, small business workers as well as students between the ages of 16-30. Participants in the research were asked to provide basic biographical data† and then answer a series of 15 questions which pertained to their beliefs and opinions about current and past experiences and habits. These were based around Political, Economic, Social and Technological topics.
Have questions? Tweet @calomas
Tomorrow's Knowledge Workers: The Evolving Workforce and the Challenge to US ...Mary Walker
A presentation for the Xerox PARC Futures Workshops. Summarizes multiple demographic and attitudinal trends related to the workforce (primarily focusing on US), with implications for businesses.
Data was collected from groups of Generation Y employees of corporate institutions, freelancers, entrepreneurs, small business workers as well as students between the ages of 16-30. Participants in the research were asked to provide basic biographical data† and then answer a series of 15 questions which pertained to their beliefs and opinions about current and past experiences and habits. These were based around Political, Economic, Social and Technological topics.
Have questions? Tweet @calomas
Tomorrow's Knowledge Workers: The Evolving Workforce and the Challenge to US ...Mary Walker
A presentation for the Xerox PARC Futures Workshops. Summarizes multiple demographic and attitudinal trends related to the workforce (primarily focusing on US), with implications for businesses.
Anderson Direct and Digital explores marketing opportunities for the LGBTQ community, and how to do them right. The LGBTQ community has a projected $884 Billion in total buying power for 2017.
A Real World Project Management Webinar - Why Team well-being matters and what we can do about it. Hosted by Dionne Suppiah with Tim Banfield and Melanie Dixon.
Please find attached slides presented for the CIPD Guernsey Branch with Ellie Jones of @Liberate on Inclusion and Diversity at work - The LGBTQ Rainbow
Gen z’s views on LGBTQ+ rights and acceptanceGenZandu
Gen Z, born roughly between the late 1990s and early 2010s, exhibits strong support for LGBTQ+ rights and acceptance. This generation tends to be more progressive and inclusive, advocating for equality regardless of sexual orientation or gender identity. With widespread access to information and diverse social networks, Gen Z is more likely to challenge traditional norms and embrace diversity, fostering a more accepting environment for LGBTQ+ individuals in society. Their attitudes reflect a growing trend towards greater tolerance and understanding.
Do the following on 2 pages- double-spaced (500 words)- Analyze the ca.docxcmichael14
Do the following on 2 pages, double-spaced (500 words). Analyze the case study and, then, answer the following case questions.
1. List the individual and group stakeholders who stand to gain and lose from the activities of Big Brothers of London, Inc. Be prepared to discuss each group's vested interest in the organization's activities.
2. What motivates individuals to become involved in volunteer organizations?
3. If we were to treat potential volunteers as through they were potential consumers of an organization, and if we were to compile a consumer profile, what would that profile be? Choose three volunteer segments; (1) the Statistics Canada model, (2) the university student volunteer, and (3) former little brothers, a segment which has low representation in the BB association. For each segment, describe motivations, attitudes, parenting skills, leadership skills, constraints, and concerns. Draw conclusions for the BB agency.
4. List optional courses of action for the organization and be prepared to implement one alternative.
The Universits of Wexern Deiark HISTORY Page 3 2A96J014 Page 4 9A96J014 A portion of Londcen's pepulation whe transient. Thirty thousand studens anended the University of ORGANIZATIONAL STRUCTURE Westem Ontario duning the months Septemer through April As well, the city was home to miny serieeceicntad oxporations which frequently relecaled employes who were alall males in their 20 's and early Fxhibit 2 shous an ergmiamion chat for the 1 ondan agancy, ineluding = list of commitiess to ahich a 30's, the peime age for wolunteceing to be a Big Brother. Gilen found that raxe colablishod men in the community wene ussally martivd and prevexupisd with young lamilies of their cron. crees section of boand and slatt members, and cher volunleers belkeed. A volunted Beard of Directors goals and objectives. The fear of being actused of sexual abuse was move pecvalent in society in geseral and, in perticular, in the eity of London. Local law enforsement officials recently garnered inlense publicity over an investigation into a child pornogruply ring. Media attention to allecations of abuse, whether true o false, thratened In addition to their screening and matehing functions, the two caseworkers currently employed by Big careers and families, making many men hypersensitive to the risk of associations with unrelated children. Brothers functioned as expert souress for langer term Hig Hrothers who needed to further explore problems in their manch or to disenss ches issues related to their mole. The only prenequisite for the easewarker's jobs wie edueation and experictee in skeial services. Bedh easeworkers hicld a Rachelor of Seienex in Social Bige Beuthers of Lanken allempled to confroet the issue of lalse allkgntians of exual abuse at its Work (B.S.W.) and ank had waked wifh a Chiklren's Aid Socicty beliee joining Big Beahers. inliormation sessions, proviking strict rukss of conduct. The proosss to bownic a Big Bruthar was so rigorvu.
Content drivers for global brands: new innovative paths for your branded cont...Vanksen
Generation Z and major events such as the pandemic are leading the change. Our world is becoming a global, multicultural and digitalized village. Vanksen expert teams used their analytical skills to look into the main shifts impacting worldwide content creators lately.
https://www.vanksen.com/en/insights/content-drivers-for-global-brands
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
Anderson Direct and Digital explores marketing opportunities for the LGBTQ community, and how to do them right. The LGBTQ community has a projected $884 Billion in total buying power for 2017.
A Real World Project Management Webinar - Why Team well-being matters and what we can do about it. Hosted by Dionne Suppiah with Tim Banfield and Melanie Dixon.
Please find attached slides presented for the CIPD Guernsey Branch with Ellie Jones of @Liberate on Inclusion and Diversity at work - The LGBTQ Rainbow
Gen z’s views on LGBTQ+ rights and acceptanceGenZandu
Gen Z, born roughly between the late 1990s and early 2010s, exhibits strong support for LGBTQ+ rights and acceptance. This generation tends to be more progressive and inclusive, advocating for equality regardless of sexual orientation or gender identity. With widespread access to information and diverse social networks, Gen Z is more likely to challenge traditional norms and embrace diversity, fostering a more accepting environment for LGBTQ+ individuals in society. Their attitudes reflect a growing trend towards greater tolerance and understanding.
Do the following on 2 pages- double-spaced (500 words)- Analyze the ca.docxcmichael14
Do the following on 2 pages, double-spaced (500 words). Analyze the case study and, then, answer the following case questions.
1. List the individual and group stakeholders who stand to gain and lose from the activities of Big Brothers of London, Inc. Be prepared to discuss each group's vested interest in the organization's activities.
2. What motivates individuals to become involved in volunteer organizations?
3. If we were to treat potential volunteers as through they were potential consumers of an organization, and if we were to compile a consumer profile, what would that profile be? Choose three volunteer segments; (1) the Statistics Canada model, (2) the university student volunteer, and (3) former little brothers, a segment which has low representation in the BB association. For each segment, describe motivations, attitudes, parenting skills, leadership skills, constraints, and concerns. Draw conclusions for the BB agency.
4. List optional courses of action for the organization and be prepared to implement one alternative.
The Universits of Wexern Deiark HISTORY Page 3 2A96J014 Page 4 9A96J014 A portion of Londcen's pepulation whe transient. Thirty thousand studens anended the University of ORGANIZATIONAL STRUCTURE Westem Ontario duning the months Septemer through April As well, the city was home to miny serieeceicntad oxporations which frequently relecaled employes who were alall males in their 20 's and early Fxhibit 2 shous an ergmiamion chat for the 1 ondan agancy, ineluding = list of commitiess to ahich a 30's, the peime age for wolunteceing to be a Big Brother. Gilen found that raxe colablishod men in the community wene ussally martivd and prevexupisd with young lamilies of their cron. crees section of boand and slatt members, and cher volunleers belkeed. A volunted Beard of Directors goals and objectives. The fear of being actused of sexual abuse was move pecvalent in society in geseral and, in perticular, in the eity of London. Local law enforsement officials recently garnered inlense publicity over an investigation into a child pornogruply ring. Media attention to allecations of abuse, whether true o false, thratened In addition to their screening and matehing functions, the two caseworkers currently employed by Big careers and families, making many men hypersensitive to the risk of associations with unrelated children. Brothers functioned as expert souress for langer term Hig Hrothers who needed to further explore problems in their manch or to disenss ches issues related to their mole. The only prenequisite for the easewarker's jobs wie edueation and experictee in skeial services. Bedh easeworkers hicld a Rachelor of Seienex in Social Bige Beuthers of Lanken allempled to confroet the issue of lalse allkgntians of exual abuse at its Work (B.S.W.) and ank had waked wifh a Chiklren's Aid Socicty beliee joining Big Beahers. inliormation sessions, proviking strict rukss of conduct. The proosss to bownic a Big Bruthar was so rigorvu.
Content drivers for global brands: new innovative paths for your branded cont...Vanksen
Generation Z and major events such as the pandemic are leading the change. Our world is becoming a global, multicultural and digitalized village. Vanksen expert teams used their analytical skills to look into the main shifts impacting worldwide content creators lately.
https://www.vanksen.com/en/insights/content-drivers-for-global-brands
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
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f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
5. Why is this topic important?
❏ LGBT community is widely considered to be the most persecuted,
marginalized under risk group of people.
❏ Common knowledge is that this community is not accepted by others.
❏ In 75 countries was considered to have a relationship with someone of the
same sex a crime.
❏ Facing threats of violence and discrimination in their work and private lives
have become a central issue in business .
❏ Findings regarding LGBT communities have led to widespread discrimination
against lesbian, gay, bisexual, transgender and intersex people – including
workers being fired from jobs, students bullied and expelled from schools,
and patients denied essential healthcare. (Horvat, K. ,2020)
7. Decreasing Brain Drain
● Skilled workers: more likely to migrate to LGBT friendly countries
● Six times more likely to stay
Attracting Talent
● Higher chance of recruiting LGBT and non-LGBT talent
● More engaged employees
Areas of Impact
Sources: Buddel (2011); Open for Business (2015)
8. Retaining talent
● Inclusive, supportive environments → lower turnover of employees
Higher level of creativity/innovation
● Diverse R&D teams → better decisions, more innovative ideas
Collaboration
● Atmosphere of trust and inclusivity → easier teamwork and collaboration
Areas of Impact
Sources: Buddel (2011); Open for Business (2015)
10. What to do?
Zero-tolerance policy
Inclusive internal communication
Destigmatization of LGBT terms
Trainings &
Sensibilisation
Source: Brainworker - Vielfalt kommunizieren (2019)
11. Sources: Brainworker - Vielfalt kommunizieren (2019)
LGBT+ in Austria
● About 880.000 of Austrians would describe themselves as “not heterosexual”.
● 48% of LGBT+ have experienced harassment based on their sexuality.
● LGBT employees are three times more likely to be discriminated in the workplace.
● Same-sex marriages have (only) been legalized in January 2019.
● Closeted LGBT+ use up to 20% of their energy to hide their sexual orientation.
● 85% of closeted LGBT+ would want to come out, but are to afraid to do so.
13. Impact on image
What are the goals/results with pride advertising?
1. Attracting talent
2. Retaining talent
3. Reach/Loyalty consumers
14. Impact on image
1. Attracting talent
❏ A review of the top 50 Fortune 500 companies found that attracting talent is a
major commercial benefit for adopting policies that specifically focus on LGB&T
inclusion; 1
1. The Williams Institute (2011)
2. The Intelligence Group study reported on in Forbes (2014)
❏ LGB&T inclusion signals good “worklife integration”: talented employees expect to
blend their personal and professional lives, in order to make both work better.
This is especially true for Millennials: 88% look for work-life integration. 2
15. Impact on image
1. Attracting talent
❏ When deciding where to work, 72% of non-LGB&T respondents in the U.K. said it
was important that an employer have an LGB&T non-discrimination policy; 3
The largest Brazilian company by market capitalization, Ambev, developed in
the last years a recruitment process focused on the LGBT+ community.
However, 61% of Brazilian LGBT professionals hide their orientation at
workplace.
3. Harris Interactive/Witeck-Combs Communications (2006)
16. Impact on image
2. Retaining talent
❏ LGB&T discrimination dramatically increases the voluntary turnover level: gay men
and women leave their employers due to workplace unfairness at twice the rate of
straight white males; 4
❏ LGB&T individuals who are out at work are less likely to leave: 60% of business
leaders surveyed believed that employees who are out at work are more loyal to
the company;5
❏ A review of the top 50 Fortune 500 companies found that talent retention is one of
the most frequently mentioned commercial benefits for adopting LGB&T inclusive
policies.6
4. Level Playing Field Institute (2007)
5. Out On The Street (2014)
6. The Williams Institute (2011)
17. Impact on image
2. Reach/Loyalty consumers
❏ A new global “Millennial” generation expects brands with shared values, a study by BCG
found Millennials expect brands and business to “say something about who I am, my
values, and where I fit in”. 7
❏ Buying power: 3.5% of U.S. adults identify as LGB and 3% are transgender, and studies
estimate that the LGB&T consumer market is estimated to have a buying power of
$844 million; while in Brazil it represents 8.35% of the population, approximately
20,000,000 LGBT citizens. 8
❏ LGB&T consumers are more brand loyal: they are 25% more likely than straight and
nontransgender consumers to stick with a brand even when its price increases. 9
7. Millennial Week (2014)
8. Gay Star Business (2015)
9. Harris Interactive (2010)
20. Imagine,that you are working within
the company and everybody know, that
you are from LGBT community, which
concerns would you have?
What would be the major challenges you
will face ?
Task N.1 :
22. Most often, the hate against LGBT people is displayed by threats, name-calling or jokes.
CUPRIK,R.(2018)
23. ❏ In Slovakia vast amount of LGTB community is not accepted,we have
majority of christian religion believers (evil inside).
❏ They are hiding their widespread beliefs,orientation inside of
workplace,home,within family.
❏ Common problem is that majority is bullied.
Movement Advancement Project(2019)
24. Task N.2 :
Blue Cross and Blue Shield of Illinois (2017)
Do you think ,that there are particular companies
who offer different attitude?
How would you describe this attitude?
Why is it different?
25. CREDITS: This presentation template was created by Slidesgo, including icons by
Flaticon, and infographics & images by Freepik.
Blue Cross and Blue Shield of Illinois (2017)
26. Specific example from U.S.
Aimee Stephens worked as a funeral director at R.G. & G.R.
Harris Funeral Homes in Michigan. When she was hired, she
was living as a man. When she informed her employer that
she is a transgender woman and planned to start living
openly as a woman, the owner fired her, saying that it would
be “unacceptable.” The Sixth Circuit Court of Appeals ruled in
March 2018 that firing Stephens was discrimination based on
her sex in violation of Title VII.
Issue Brief/Movement advancement project (2019)
27. Why do you think,that is significant to
overcome prejudice and work on inclusion and
diversity within workplace ?
Task N.3 :
30. What Does “Ally” Mean?
❏ A person who has a genuine, strong concern for
the well-being of LGBT people.
❏ A person who supports and accepts LGBT people,
and advocates for equal rights and fair
treatment.
1. Stay informed
2. Speak Up
3. Be honest
4. Support Equality
5. Come Out as an Ally
What can you do?
Become an Ally
In: Youth Engage Change(2020)
31. Don´t take life too serious!
We need to be open-minded, if we
want keep forward.
33. CREDITS: This presentation template was created by Slidesgo, including icons by
Flaticon, and infographics & images by Freepik.
THANK YOU!
Do you have any questions?
Please don´t hesitate and contact us:
hannahmanuela.fercher@edu.fh-kaernten.ac.at
katarina.hunorova@edu.fh-kaernten.ac.at
luana.fabretedealmeida@edu.fh-kaernten.ac.at
35. RESOURCES
Vox Pops International (2019): LGBTQ Diversity and Inclusion within the Workplace | Vox Pops. URL: https://www.youtube.com/watch?v=Vf9FWDQM-
l4&feature=emb_title&ab_channel=VoxPopsInternational (Accessed: 30.10.2020).
CUPRIK,R.(2018): The biggest survey showed the lives of LGBT people. URL: https://spectator.sme.sk/c/20828161/the-biggest-survey-showed-the-lives-of-
lgbt-people.html (Accessed: 30.10.2020).
Blue Crossand Blue Shield of Illinois (2017): LGBTQ in the Workplace. URL:
https://www.youtube.com/watch?v=Dvh85Jxvcvo&feature=emb_title&ab_channel=BlueCrossandBlueShieldofIllinois(Accessed: 30.10.2020).
Movement Advancement Project(2019): CAN LGBT PEOPLE BE LEGALLY FIRED?. URL: https://www.lgbtmap.org/file/2019SCOTUSTitle%20VIICasesBrief.pdf
(Accessed: 30.10.2020).
ADP(2019): The Importance of LGBTQ Diversity and InclusionPolicies in the Workplace URL: https://www.youtube.com/watch?v=MrPYX64loG4&feature=emb_title
(Accessed: 30.10.2020).
BrokenRainbows(2017): Funny Gay Commercials. URL: https://www.youtube.com/channel/UCkDwvl7tdpht_IGiPPIsUAg (Accessed: 30.10.2020).
Horvat, K. (2020): WHY ARE LGBTI RIGHTS IMPORTANT?. URL:https://politicalyouthnetwork.org/why-are-lgbti-rights-important/(Accessed: 29.10.2020)
Youth Engaged change,Being an Ally to LGBT People. URL:https://engage.youth.gov/resources/being-ally-lgbt-people(Accessed: 29.10.2020)
36. RESOURCES
Vox Pops International (2019): LGBTQ Diversity and Inclusion within the Workplace | Vox Pops. URL: https://www.youtube.com/watch?v=Vf9FWDQM-
l4&feature=emb_title&ab_channel=VoxPopsInternational (Accessed: 30.10.2020).
Buddel, N. (2011): Queering the workplace. In: Journal of Gay & Lesbian Social Services, 23 (1), pp. 131-146, URL:
https://www.tandfonline.com/doi/full/10.1080/10538720.2010.530176 (Accessed on 02.11.2020)
Open For Business(2015): The economic and businesscase for global LGB&T inclusion, URL: https://www.wko.at/site/Charta-der-
Vielfalt/Service/studien/Brunswick_Open_for_Business.pdf (Accessed on 02.11.2020)
Brainworker - Vielfalt kommunizieren(2019): Diversity: Sexuelle Orientierung. In: Diversity Management: Vielfalt im Unternehmen managen, URL:
https://www.iv.at/de/iv/pageflip/98471/#page=12 (Accessed on 03.11.2020)
Tatli, A. and Özbilgin, M. F. (2007), Diversity management as calling: Sorry, it’s the wrong number!, Diversity Outlooks (Accessed on 02.11.2020)
The Williams Institute (2011), Economic Motives for Adopting LGBT-Related Workplace Policies (Accessed on 02.11.2020)
Harris Interactive/Witeck-CombsCommunications(2006), 5th Annual Out & Equal Survey, ‘Majorityof Americans: Companiesnot government should decide benefits
offered to same-sex employees’ (Accessed on 02.11.2020)
Level Playing Field Institute (2007), The Cost of Employee Turnover Due Solely to Unfairnessin the Workplace (Accessed on 02.11.2020)
Armstrong, C. et al. (2010), The impact of diversity and equality management on firm performance: Beyond high performance work systems, Human Resource
Management (Accessed on 02.11.2020)
37. RESOURCES
Out On The Street (2014), Europe LGBT LeadershipSummit LearningsSummation (Accessed on 03.11.2020)
The Williams Institute (2011), Economic Motives for Adopting LGBT-Related Workplace Policies (Accessed on 03.11.2020)
Harris Interactive (2010), The Gay, Lesbian, Bisexual, and Transgender (GLBT) Population At-A-Glance (Accessed on 03.11.2020)
Issue Brief/Movement advancement project (2019): CAN LGBT PEOPLE BE LEGALLY FIRED?
URL:https://www.lgbtmap.org/file/2019SCOTUSTitle%20VIICasesBrief.pdf (Accessed: 04.11.2020).
