The LGBTQ Center Long Beach is pleased to announce • KENA FULLER • Behavioral Economist, Business Psychologist (she/her) as a new board member at the LGBTQ Center Long Beach. Join us in welcoming Kena to our incredible team. Together, with our mission and vision in mind - The LGBTQ Center Long Beach will continue to advance equity for LGBTQ+ people through culturally responsive advocacy, education, programs, and services' and envision fully affirming communities where all LGBTQ+ people live in health, wellness, safety, and prosperity. Here's to a bright future ahead! 🎉 For the full bio of our board members, please visit our website. https://lnkd.in/gpBUM3kT #BoardMembers #centerlb #lgbtqcenterlb #lgbtqia #lgbtq #lgbtq+ #qtbipoc #lgbtqyouth #queer #nonbinary #transgender #lgbtqcommunity #queercommunity #transcommunity #longbeach #lbc #safespacesalliance #safespaceslb #youarewelcomehere
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So honored to be apart of this discussion with CareerCircle! Looking forward to the panel, see below on how to sign up!
Join us Thursday, June 6th, for an educational discussion on how to support LGBTQ+ communities beyond #PrideMonth. 🌈 Whether you’re just starting your journey of allyship or looking to strengthen your existing initiatives, this free webinar is designed for businesses and individuals committed to making a real difference towards LGBTQ+ inclusion in and outside of the workplace. We look forward to hearing from our guest speakers, Christina Ware, LaToya Papillion-Herr, Carla Johnson, Steven Del Gaizo, and Andy Heppelle, as they share valuable insights and actionable advice on how to support LGBTQ+ communities. Registration is now open – Grab your seat here: https://lnkd.in/g8Kt72xJ See you there! 👋 . . . #PrideMonth2024 #PridePanel #LGBTQ #LGBTQIA #InclusionMatters #EmbraceEquity #DEI #DiversityEquityAndInclusion
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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
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🌈 Reflecting on the past 11 years, I’ve been inspired by ILGA-Europe’s Rainbow Europe Index, which has been a vital measure of LGBTQ+ rights across the continent. A decade ago, I was incredibly proud to see the UK leading the charge, holding the number one spot for inclusivity. It was a time filled with hope and progress - but also then with vicious backlash especially regarding trans rights. However, in recent years, Malta has taken the lead, becoming a new beacon of hope and leadership in LGBTQ+ rights. This shift reminds me that legal, societal, and cultural change can happen swiftly and unfortunately can disappear just as quickly. I wish I could say I am not scared, scared for my trans and non-binary siblings, scared for all of us. I am, these are scary times, not just in the UK but across numerous countries. I am trying to root myself in optimism and also rediscovered strength to fight for an inclusive and equitable environment for us all.🌟 #LGBTQ #Equality #Inclusion #Diversity #LGBTQRights #RainbowEurope #ImpactCulture
🌈 Do you know who the top 10 European countries are for LGBTQ+ people? Over the past 11 years, ILGA-Europe’s Rainbow Europe Index has been a crucial barometer of LGBTQ+ rights across the continent. A decade ago, the UK was a trailblazer, proudly holding the number one spot, leading the charge for inclusivity and equality. However, as you can see the UK has dropped completely from the top 10, with Malta holding the top position in recent years. This shift reminds us that legal, societal, and cultural change can happen quickly - unfortunately, both ways. With determination and collective effort, we can create inclusive and supportive environments for all. But it also serves as a stark reminder that progress is fragile. The UK’s slip in the rankings illustrates how swiftly gains can be lost if we become complacent. Now, more than ever, we need to come together, protect our hard-won rights, and ensure that inclusivity and acceptance continue to thrive. Let us be inspired by the progress in Malta and beyond. Let us work together to ensure that every country can be a safe and welcoming place for the LGBTQ+ community. Join us in the fight for an inclusive and equitable society. Together, we can make a difference. 🌟 #LGBTQ #Equality #Inclusion #Diversity #LGBTQRights #RainbowEurope #ImpactCulture #pride #pridemonth
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Is your organization supporting LGBTQ professionals this Pride Month and beyond? #Coqual finds that LGBTQ professionals are more than eight times as likely as non-LGBTQ professionals to believe they have been treated unfairly at work because of their sexual orientation. Let’s break down barriers and foster workplaces where everyone feels valued and respected. Together, we can build safe work environments for everyone, regardless of sexual orientation or identity. Visit coqual.org to learn more about fostering inclusion in the workplace. #PrideMonth #LGBTQ #LGBTQIA
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🔔 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”
🌈 Moving Beyond Rainbows: Planning for LGBTQ+ Pride Month and Year-Round Inclusion 🌈 As LGBTQ+ Pride Month approaches, it's essential for organizations to move beyond symbolic gestures and take concrete actions to support the LGBTQ+ community. Our latest blog by Damon Maassen, CPTD, Senior Consultant at ModelExpand, explores how to celebrate LGBTQ+ history and achievements inclusively and highlights comprehensive strategies for organizations to create more inclusive and supportive environments. Dive into the full blog to learn more and let’s explore how we can work together to build a workplace where everyone feels welcomed and valued. 🌎 ✨ 👉 Link: https://lnkd.in/dr_kmXrS #PrideMonth #Inclusion #LGBTQ #WorkplaceCulture #ModelExpand #DEI #Leadership #EmployeeExperience #LGBTQInclusion #YearRoundInclusion
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✨Permanent Recruitment Consultant placing Qualified Social Workers in roles nationwide✨ 💰!!!£250 Refer-a-Friend Bonus!!!💰
🏳️🌈 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
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Certified Professional in Workplace Diversity, Equity, & Inclusion | Accomplished Learning Solution Architect | Strategic Influencer | Good Troublemaker
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
🌈 Moving Beyond Rainbows: Planning for LGBTQ+ Pride Month and Year-Round Inclusion 🌈 As LGBTQ+ Pride Month approaches, it's essential for organizations to move beyond symbolic gestures and take concrete actions to support the LGBTQ+ community. Our latest blog by Damon Maassen, CPTD, Senior Consultant at ModelExpand, explores how to celebrate LGBTQ+ history and achievements inclusively and highlights comprehensive strategies for organizations to create more inclusive and supportive environments. Dive into the full blog to learn more and let’s explore how we can work together to build a workplace where everyone feels welcomed and valued. 🌎 ✨ 👉 Link: https://lnkd.in/dr_kmXrS #PrideMonth #Inclusion #LGBTQ #WorkplaceCulture #ModelExpand #DEI #Leadership #EmployeeExperience #LGBTQInclusion #YearRoundInclusion
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🏳️🌈 If you're a supporter of the LGBTQ+ community, you might refer to yourself as an "ally". But what does that really mean, and are you ACTUALLY as much of one as you think? 🔎 According to the Collins Dictionary, an ally is “someone who supports people who are in a minority group or who are discriminated against, even though they do not belong to that group themselves.” 💪 And when it comes to the workplace, actively supporting the LGBTQ+ community involves a variety of actions to demonstrate true allyship. 💡 In her latest article, Hannah Pearsall, head of wellbeing at Hays UK&I, explains the six steps you can take: https://lnkd.in/efP-NFAT #pridemonth #lgbtq #allyship
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AI e-Learning Specialist | AI Instructional Designer | Empowering Learners with AI | Innovative Learning Solutions | Engaging AI-Driven Content
Happy Pride Month! 🌈 Today marks the start of a month long celebration of LGBTQ+ identities, history, and achievements. You might notice companies updating their logos with rainbow colors (PG does not have a pride logo) to show support. In this video, we explore a critical issue many LGBTQ+ job seekers face: being told they're not a "cultural fit." We discuss how this affects the LGBTQ+ community and what true inclusivity should entail. Let's make sure our support is more than just a logo change—it's a commitment to real change. Check out the video below to learn more about how we can move from symbolic support to substantial action. #PrideMonth #LGBTQ #Inclusion #Diversity #CulturalFit #Belonging #LGBTQIA2S #InclusiveCulture #InclusiveWorkplace
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