San Francisco 49ers’ Post

At yesterday's West Des Moines Chamber of Commerce luncheon, leaders from five statewide LGBTQ+ organizations shared perspectives and strategies on how employers and community members might support a more diverse and inclusive workforce & workplace. Thanks to Iowa Safe Schools, Des Moines Gay Men's Chorus, One Iowa, and Capital City Pride. And special recognition to panelist (and my friend/colleague) Dan Jansen, who serves as Board Chair of the Iowa LGBTQ Chamber of Commerce. Curious to hear any of your thoughts, ideas, and experiences in the comments below: 1) How is your company fostering diversity and/or inclusion? 2) How are you or others in your organization championing inclusivity in aspects of work culture? 3) What initiatives have you found to be effective?

Fabrice C Houdart, Executive Director of the Association of LGBTQ+ Corporate Directors, wrote an insightful article in which he walks us through the results of a ground-breaking study that provides new data about diversity on the boards of directors of companies listed on the Nasdaq stock exchange. The article is a valuable resource for those interested in understanding the current dynamics and progress in corporate governance and diversity initiatives. ➡️Find out more insights from Fabrice: https://ow.ly/m4m350Q5Urv

As we journey through June, we are proud to celebrate both Pride Month and Juneteenth, two significant observances that remind us of the power of love, equality, and freedom. Pride Month is a time to honor the LGBTQ+ community, their history, struggles, and the ongoing fight for equal rights. It's a celebration of love, identity, and the vibrant diversity that enriches our world. Juneteenth commemorates the emancipation of the last enslaved African Americans in 1865. It is a powerful reminder of the resilience and contributions of Black communities and the enduring quest for racial equality. At XponentL we have built an inclusive environment where everyone is celebrated for who they are. We believe that the individual voices of our employees meld into our collective strength, regardless of class, faith, gender, race, ethnicity or sexual orientation. We play positive sum games with positive sum people. We thus strongly reject discrimination…a zero-sum power play if there ever was one. Happy Pride Month and Juneteenth! Let’s all get better together. #PrideMonth #Juneteenth #UnityInDiversity #EqualityForAll

Design Prompt: How might we create a design language that’s inclusive, empowering, and innovative for Black, Brown, LGBTQ+, and everyone that’s for cultural creativity? Answer: Pepper Archive. Pepper. is a digital archive that brokers and licenses original content for creators, distributors, clients and their audiences. That’s one way to describe us. But we’re so much more. Pepper. is a celebration. A launch pad. A tool for makers who want to re-make the storytelling landscape. We believe there’s no such thing as a minority. There is no periphery. No outside. There is only perspective. And we want to see yours. https://pepperarchive.com/

Check out this NPR segment about inclusion in the industry and LGBTQ representation. Thanks to Kaity Kline, NPR and DON'T NOD for making this happen!

In this episode, the folks at Together Equal and I chat and take a deep dive into LGBTQ+ representation in marketing and media. We explore under-represented groups, balancing profit with social good, and how we, as consumers, can drive change. Finally, we tackle pink-washing, celebrate diversity wins, and define what makes a true LGBTQIA+ ally. Andrew Milne, Sarah Aird-Mash Pink Media https://lnkd.in/eKynVPBc

This type of report is vital for marketers and agencies to read. Fair, accurate, and effective representation of LGBTQ+ people in advertising is one of our purposes for existing, so kudos to GLAAD and Kantar for pulling this together. https://glaad.org/AdIndex We've come far, but much more work must be done!

Through the lecture <Pride Sports Including LGBTQ+ People>, I've learned that the LGBTQ+ community is having a significant impact on the sports industry, influencing everything from marketing strategies to inclusivity initiatives within teams and organizations. As I aspire to become a future sports marketer, I've learned the importance of adopting a broader perspective that embraces diversity and inclusivity. Understanding the diverse needs and interests of LGBTQ+ individuals allows for more inclusive marketing campaigns and fosters a stronger connection with a broader audience. It's essential for future sports marketers to educate themselves on LGBTQ+ issues and ensure their strategies are inclusive and representative of all identities within the sports community.

Employee Resource Groups (ERGs) are a key strategy in providing support for marginalized communities in your organization. Specifically for LGBTQ employees, ERGs can offer crucial support and community for closeted employees. Check out this article to learn more and get started establishing an ERG at your company!

If I have had one original idea for the DEIB field, it’s the Mosaic. The Mosaic is a cross-organizational super-ERG composed of constituent ERG’s; the Mosaic would be composed of one elected member from each individual ERG (e.g., Black Empoyees Group, LGBTQ+ Employees Group, Differnelty-Abled Employees Group, etc.). This super-ERG would serve as a de facto Diversity Council and work to inform the organization’s mission on an executive level. Effectively, it is a larger, more inclusive group helping organizational leaders to incorporate grassroots social justice concerns into dynamic, future-forward, C-level decisions. Feel free to use the Mosaic. I’ve successfully implemented it in both SME’s and global enterprises.