The “business case for diversity” suggests that such diversity in the workplace will lead to lower costs and/or higher revenues, improving the bottom line. Not surprisingly, employers have considered the economic benefits of adding lesbian, gay, bisexual, and transgender (LGBT)-supportive policies, including sexual orientation and gender-identity nondiscrimination policies and domestic partner benefits policies.
“Working at the Intersections: LGBTQ Nonprofit Staff and the Racial Leadership Gap” finds that when it comes to professional advancement, even within explicitly LGBT-focused organizations, LGBT people of color face more challenges compared to their white counterparts or straight people of color.
Out & Equal’s work has long been about diversity and inclusion, and we’ve made great strides on that front. Now it’s time for us to evolve that work. From this moment on— our work will be about belonging. In its simplest form, diversity is about counting heads. We need a gay man, a Latina woman, a transgender veteran, a differently-abled …
