LGBTQ+
Sexual orientation, gender identity, and gender expression—not to be confused with sexual activity or behavior—are personal characteristics that everyone has. Including LGBTQ+ employees is a vital component of a comprehensive diversity and inclusion strategy. Successfully recruiting, retaining, developing, and advancing LGBTQ+ employees helps organizations compete effectively for talent, minimize attrition costs, and better access LGBTQ+ consumer markets.
Results
Webinar Recording: Allyship in Action: How to Be a Workplace Advocate and Move Beyond Performative Support for LGBTQIA+ Colleagues
Watch this webinar as we dive into the important role advocacy plays in creating more inclusivity for LGBTQIA+ team members.
LGBTQ+ Inclusion: Ask Catalyst Express
Recruit, retain, develop, and advance LGBTQ+ employees in your organization with this collection of data and resources.
LGBTQ+ Workplace Issues (Quick Take)
Find the statistics you need regarding LGBT populations around the world and their work environments.
TD: Forever Proud. Forever Progressing.
Learn how TD built a comprehensive suite of programs, benefits, systems, and accountability mechanisms supporting their LGBTQ+ employees and customers.
Intersectionality: Ask Catalyst Express
These resources help you learn the meaning of "intersectionality" and how to address inequities from an intersectional framework.
LGBTQ+ Inclusion at TD – Forever Proud. Forever Progressing.
In June 2023 Catalyst will publish an updated Practice on TD’s progress: Forever Proud. Forever Progressing. Please join us as we celebrate the publication of a new TD Practice 11+ years later.
Move Beyond Performative Support for LGBTQIA+ Colleagues (Webinar)
Join this webinar and dive into being an advocate and creating more inclusivity for LGBTQIA+ team members.
Emotional Tax and Work Teams (Report)
This report reveals that experiences of emotional tax in the workplace are pervasive in Australia, Brazil, Canada, UK, and US.
Forging the Path to True Workplace Inclusion for LGBTQ+ Employees (Webinar Recording)
Speakers will share their lived experiences, teach best practices from their organization, and discuss actionable steps for LGBTQ+ progress.
Women CEOs in Underrepresented Groups (List)
Women, women of color, women born outside of the United States, and LGBT women are underrepresented in the Fortune 500.
Forging the Path to True Workplace Inclusion for LGBTQ+ Employees
Hear from TD Bank leaders on achieving workplace inclusion through an intersectional lens of women and LGBTQ2+ employees.
Creating New Norms for Gender Expression & Identity (Webinar Recording)
Learn tactical steps on how to celebrate the lived and expressed genders of your teams from our speakers.
LGBTQ+ in the Workplace: Belonging and Psychological Safety (Webinar Recording)
Belongingness is a key element to ensuring someone’s psychological safety at work.
Inclusive Self-Identification (Topic Overview)
Understanding the diverse and intersecting identities of employees in your organization can help create a more inclusive workplace culture.
Dow CEO: Coming Out Made Me a More Inclusive Leader (Blog Post)
No one should be afraid to bring their whole self to work, says Dow Chairman & CEO Jim Fitterling.
Barilla: An Italian Family-Owned Company’s Journey to Global Inclusion (Practices)
Barilla took a PR crisis and used their learnings to create a comprehensive, global diversity and inclusion initiative.
How Ombuds Programs Can Promote Diversity and Inclusion (Topic Overview)
An ombuds program offers a way for both leaders and employees to help build a more inclusive workplace.
Webinar: LGBTQ+ in the Workplace: Belonging and Psychological Safety
Join us to learn how inclusive leaders can create environments where all employees can thrive.
I Am An Ally (Infographic)
Get ideas for how to be an outspoken ally for LGBTQI+ members of your workplace and community.
Driving LGBTQ+ Inclusion During the Disruption: The Strategic Advantage of ERGs (Webinar Recording)
During this time of a global pandemic, how are Employee Resource Groups (ERGs) pivoting their priorities to support not only…