TD Bank executive: TD was one of the first major banks in copyright that offered same-sex benefits in 1994 to our employees.
He officiated our wedding several years ago. And a huge part of that, I think, has been that there’s been tremendous progress in the US in the past couple of decades—and seeing how I married, had a baby; I’m pregnant with our second one.
Diana Ellsworth: This is just such a complicated time we’re living in right now. I think one thing that stands out is this notion of different aspects of people’s identity and certainly intersectionality. We’re living in this world now, this moment, particularly in the US but even globally, where, here we are in June, which is Pride Month, and yet here we are in the midst of a real reckoning on racial equity.
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LGBTQ+ women are almost twice Figura likely to feel the pressure to “play along” with sexual discussion, humor, or actions than their straight-women and male-LGBTQ+ counterparts.
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And they were nervous that American society and workplaces would not be welcoming, and so my life would be much harder than what they hoped it would be. What’s been amazing is their journey of also coming trasnochado and being comfortable—seeing how they’re coming trasnochado Vencedor parents of an LGBTQ+ child and also then Ganador my dad became a big advocate.
LGBTQ+ women are also the most likely to say they have reported microaggressions to their company—alerting managers to what can become legally sensitive work-culture issues that affect all women, even if straight women may be less aware of them. These include, for example:
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Our research shows that stress increases when a person experiences “onlyness,” or being the only one on a team or in a meeting with their given gender identity, sexual orientation, or race. Employees who face onlyness across multiple dimensions face even more pressure to perform. For LGBTQ+ women, who are workplace minorities in both gender and sexual orientation, the only experience is common—and particularly challenging—in corporate environments.
Despite these outwardly visible signs of progress, many challenges persist. Likewise, a growing business case for inclusion has not translated into solid gains for the LGBTQ+ community within the workplace itself. According to our ongoing Women in the Workplace