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

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

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!

What is an LGBTQ+ ally? The aim of an ally, or advocate, is to step into the shoes of their LGBTQ+ colleagues, understand the challenges they face, and promote greater understanding of their needs and concerns. Many people within the construction industry are becoming allies to actively support LGBTQ+ colleagues, who may be feeling vulnerable or unable to truly be themselves at work. These people voluntarily choose to champion diversity and inclusion within construction, and lead initiatives to raise awareness of the issues members of the LGBTQ+ community experience on a daily basis. Allyship can lead to positive change and greater diversity and inclusion in the construction industry. Help change the construction industry for the better as an LGBTQ+ advocate and ally with Go Construct – find out more 🏳️🌈 https://bit.ly/4ep7eIc #pridemonth #lgbtq #ally #advocate #diversity #inclusion

What is an LGBTQ+ ally? The aim of an ally, or advocate, is to step into the shoes of their LGBTQ+ colleagues, understand the challenges they face, and promote greater understanding of their needs and concerns. Many people within the construction industry are becoming allies to actively support LGBTQ+ colleagues, who may be feeling vulnerable or unable to truly be themselves at work. These people voluntarily choose to champion diversity and inclusion within construction, and lead initiatives to raise awareness of the issues members of the LGBTQ+ community experience on a daily basis. Allyship can lead to positive change and greater diversity and inclusion in the construction industry. Help change the construction industry for the better as an LGBTQ+ advocate and ally with Go Construct – find out more 🏳️🌈 https://bit.ly/4ep7eIc #pridemonth #lgbtq #ally #advocate #diversity #inclusion

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

🔔 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”

It’s LGBTQ+ Business Week, and ALL services are discounted for the next 7 days! 💸 From November 27 through December 3, all instant book services are 40% off. That includes all job seeker services + ask-me-anything conversations. Additionally, your organization can save 20% on a consulting engagement if you book a free discovery call this week. All the links you need are in the comments. Be sure to check out the link to the LGBTQ+ Business Week website so you can support other queer and trans business owners. 🏳️🌈🏳️⚧️ #LGBTQBusinessWeek #LGBTQ #LGBTQIA #PeopleStrategy #DEI