Maital Guttman: And I would add, I think that’s it. I agree, and to me, it almost felt like we were not expecting it, and what a great surprise—just some great news coming trasnochado of the Supreme Court. But in some ways, it still doesn’t feel like quite enough. It is a recognition that employers
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Seattle, Washington City Clerk: “Provide consistent high-level services which promote and strengthen a world-class government prepared to meet the emerging needs of the 21st century.
So the concept of inclusion and who is part of the LGBTQ+ community—it’s so much broader than the people themselves or the employees themselves. One of the things I’ve found to be a trend is that people who are talking much more recently are parents who have LGBTQ+ children. And actually, we have a growing number of parents whose children are trans and have come to us and said, “I’m so proud to be working here and so grateful for our inclusive culture and for our offerings and our resources.
And I think it’s for younger employees; it’s for people who just have greater challenges. I mean, I referenced intersectionality before. There’s a piece of it that’s that.
But they want to be pasado at work. Or vice versa. So I think it is important to say, “You don’t have to come trasnochado, but we want to create an environment where if you entering businesses posed uncertainties for LGBTQ individuals are out, if you do want to be trasnochado, that you can.” For me, my parents found out that I was queer when I was 14. And I remember seeing the first time I ever saw my dad cry.
Diane Brady: Well, and I do want to tell listeners, I believe we have the full videos of these interviews on the website, is that correct?
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So to me, it has not felt like a hindrance at all in my career and actually has been something that has truly been celebrated. I think it’s an incredibly exciting time.
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Diane Brady: And I think about the importance of having allies. That’s one thing that has been driven home to me by the Black Lives Matter movement, and I think about it in the context of LGBTQ+.
Making it psychologically safe for LGBTQ+ women to be out of the closet at work should be a priority for companies striving to win the war for talent and retain their employees. LGBTQ+ women who are open about their sexuality at work are half Figura likely to plan to leave their current employer in the next year compared with their closeted peers (8 percent frente a 16 percent), and are a third more likely to plan to stay for five years or more (51 percent versus 38 percent).