The LGBTQ Center Long Beach’s Post

Top 4 tips for successful engagement with LGBTQ+ communities within the latest Mustard blog. (You're very welcome...). More advice if you need it >>>> give the Mustard page a follow so you don't need to rely on me remembering to share useful stuff!

In celebration of Pride Month, we are spotlighting some critical issues faced by the LGBTQ+ community, including healthcare disparities. Unfortunately, not all healthcare is created equal, and the LGBTQ+ community often faces significant barriers to accessing quality care. However, there are actionable steps that healthcare providers can take to address these challenges and close the gap. Learn more in C+R Research's CultureBeat blog by Meagan Carruth, Quantitative Research Analyst, “The Barriers to Healthcare for the LGBTQ+ Community.” 🌟 Read the full blog here: https://lnkd.in/gKx43ApZ #MRX #insightsMRX #marketresearch #LGBTQResearch #LGBT #LGBTQ #LGBTQIA #pronouns #genderidentity #LGBTQhealthcare #crresearch

Money is power - especially in the stock market. Use your money to empower the LGBTQ+ community by investing in stocks that support the LGBTQ+ community. Investors can look to the Human Rights Campaign Foundation's Corporate Equality Index, which tracks LGBTQ+-friendly and nondiscriminatory policies in the workplace 🏳️🌈 Want more guidance on how to invest with Pride? Let 3 Financial Group help you make financial decisions that work best for you and the LGBTQ+ community as a whole. #LGBTQ #LGBTQrights #makeyourmoneywork #growyourmoney #financialimpact

17/30🌈 Building a culture of visibility will help you to unlock the potential of your role models and allies. 💡Proud to present another compelling #underrepresented voice from our Seeing is Believing #research report, developed in collaboration with Citi. “I wish others would feel more comfortable being senior role models. I get the sense that the reasons that stop them are- a) they see it as a distraction from their professional achievements, b) don't want to be seen to be making a 'fuss,’ and c) do not appreciate the value that their being out gives to those more junior people in the organisation”. You can jump on board our #Project1000 mission to increase the visibility of #RoleModels https://lnkd.in/eKgxRprm #Voices #Perspectives #LivedExperiences #Intersectionality #Visibility #RoleModels #Allies #TogetherWithPride #Members #London #Boston #NewYork #LGBT #LGBTQ #Trans #NonBinary #LGBTGreat

Love these insightful tips from my friend Damon Maassen, CPTD to ensure our Pride month activities are authentic and have lasting impact for LGBTQ+ inclusion all year long. Have a read in the link below!

🔔 I’m beyond proud to share this fabulous blog post written by my incredible colleague Damon Maassen, CPTD– “Moving Beyond Rainbows: Planning for LGBTQ+ Pride Month and Year-Round Inclusion.”  A lot of recent media pieces about the current state of the DEI industry have advanced overly simplistic takes that fail to acknowledge what we see on the ground every day in our work with clients. While the legal and political landscape has indeed shifted, so too have the workforce’s explicit expectations for safety and support for LBGTQ+ team members, especially given an increase in anti-LGBTQ+ laws, and generational shifts in the labor market. In 2022, 7.6% of the adult population identified as LGBTQ+, representing more than double the rate in 2012*. A main catalyst for this societal change can be attributed to Gen Z. 28% of all Gen Zers report being members of the LGBTQ+ population, and Gen Zers are expected to constitute nearly ⅓ of the labor force by the end of the 2020s.** A similar percentage of LGBTQ+ employees have left their employers because of a lack of support for their sexual and/or gender identity.** So what’s the solution? Damon offers some actionable tips for employers to uplift and amplify LGBTQ+ teammates year-round, through both behavioral and structural initiatives. Behavioral initiatives focus on how team members in an organization interact with and learn from, one another. Structural initiatives involve transforming processes, systems, and tools. A few of my favorite recommendations from his piece include: ❇ Historical Recognition: Take the time to educate employees and stakeholders about the historical milestones, struggles, and achievements of the LGBTQ+ rights movement. Incorporate historical context into Pride Month programming, including discussions, documentaries, guest speakers, or educational resources highlighting key moments in LGBTQ+ history. ❇ Honor LGBTQ+ Trailblazers: Recognize and honor LGBTQ+ trailblazers, leaders, activists, and advocates who have made significant contributions to advancing LGBTQ+ rights and visibility. Host awards ceremonies, panel discussions, or virtual tributes to celebrate their impact and legacy. ❇ Engage in Advocacy: Advocate for LGBTQ+ rights and equality both internally and externally. Stay informed about legislative developments impacting the LGBTQ+ community and actively support initiatives that promote inclusivity and social justice. ❇ Review Policies and Benefits: Evaluate company policies, benefits, and practices to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, gender-neutral language, healthcare coverage for transgender individuals, and family leave policies that recognize diverse family structures. Check out the full post below! Sources: *Gallop News (2024): “LGBTQ+ Identification in the US” **Ten Thousand Coffees  (2024): “The State of LGBTQ+ Diversity, Equity, and Inclusion in the Workplace in 2024”

🏳️🌈 Addressing the unique needs of LGBTQ+ young people in social care is crucial, yet often overlooked due to a lack of knowledge and guidance. However, a groundbreaking study led by LGBTQ+ charity Stonewall sheds light on the effectiveness of e-learning training for social workers. The results were remarkable, with trained professionals demonstrating increased confidence and knowledge in supporting LGBTQ+ youth. This positive outcome is a promising step towards creating a safe and supportive environment for these vulnerable individuals. While there are some limitations to the research design, it highlights the urgent need for policymakers to implement effective LGBTQ+ training for all qualified social workers and incorporate it into pre-qualifying social work courses. You can read more about the research and training here: Let's work together to combat heteronormative beliefs and improve the social care experience for LGBTQ+ youth, ensuring they receive the support they deserve. 🏳️🌈 #LGBTQ+ #SocialWork #Inclusion #Diversity #Equality

🇮🇳 Today, we celebrate the 5th anniversary of India’s historic decision to strike down Section 377, a move paving the way for a more inclusive society for the LGBTQ+ community. 😳 However, while progress has been made, we know that stigma still persists in wider society. Section 377, a legacy of British colonization, still exists in dozens of countries. 🎬 As global companies, we have a responsibility to create safe spaces for all colleagues. Let us continue this journey of change and acceptance within our organizations. 💡 More context in this Pride Circle post: https://lnkd.in/erCXWwiK ➕Section 377: An Absurd Legacy of British Colonialization (from my LGBTQ+ History Month 2023 series - Week 3): https://lnkd.in/eG-WrDfY #LGBTQ+ #India #Equality #PrideAtWipro #PrideTodayandEveryday Wipro

In celebration of Pride Month, we are spotlighting some critical issues faced by the LGBTQ+ community, including healthcare disparities. Unfortunately, not all healthcare is created equal, and the LGBTQ+ community often faces significant barriers to accessing quality care. However, there are actionable steps that healthcare providers can take to address these challenges and close the gap. Learn more in our CultureBeat blog by Meagan Carruth, Quantitative Research Analyst, “The Barriers to Healthcare for the LGBTQ+ Community.” 🌟 Read the full blog here: https://bit.ly/3RGo3EQ #MRX #insightsMRX #marketresearch #LGBTQResearch #LGBT #LGBTQ #LGBTQIA #pronouns #genderidentity #LGBTQhealthcare #crresearch

As LGBTQ+ Pride Month approaches in June, organizations have an opportunity to show their support for the LGBTQ+ community in meaningful and impactful ways. While changing a company logo to a rainbow during Pride Month is a visible sign of inclusion, it's crucial for organizations to demonstrate their ongoing commitment to diversity, equity, and inclusion (DEI) throughout the year. This is especially important in light of the current legislative landscape, with a staggering 484 anti-LGBTQ bills introduced across the United States, according to the ACLU. These bills underscore the ongoing challenges and discrimination faced by the LGBTQ+ community, making it imperative for organizations to go beyond symbolic gestures and take concrete actions to create inclusive environments. In the first part of my blog post, I share strategies for ensuring that Pride Month celebrations are intersectional, diverse, and historically grounded. I then highlight the importance of ongoing inclusion efforts throughout the year, including strategies for education, policy review, advocacy, and more. Finally, I provide some incredible resources to support these efforts. It is a true privilege and pleasure to be part of the dynamic ModelExpand team. I am grateful for the opportunity to share my thoughts on this incredibly important topic. #InclusionMatters #DiversityAndInclusion #LGBTQAllyship #YearRoundPride #InclusiveWorkplace