A Resource for Local Businesses
"The Perspective" is a monthly publication of the Chamber's Diversity & Inclusion (D&I) Task Force, comprised of approximately 30 representatives with a passion for sharing information and learning best practices about diversity, inclusion and minority business development to improve our workforce.
This month's edition of The Perspective celebrates Pride Month by offering resources, stories, events, and more to encourage education about the LGBTQ+ community, and how to become an ally in the workplace.
If you have topics you wish to learn more about, or if you have any suggestions, comments, ideas, etc. on how we can continue to improve this publication, please, CLICK HERE. At the Chamber, we are constantly working with our Diversity & Equity (D&I) Task Force, community members, and other chambers to find share resources and topics that benefit community businesses. Finding new perspectives is the key to advancing the workforce.
Task Force Chair: Wesley Escondo, Big Brothers Big Sisters of Northwest Wisconsin
Staff Liaison: Kaylynn Stahlbusch, Vice President of Workforce Initiatives
Chippewa Valley Pride in the Park
330 Riverfront Terrace - Eau Claire, WI 54703
Event Date Detail
Jun 12, 2021. 11am-4pm; Drag show at 3pm
Join us for Pride in the Park! We are returning to an IN PERSON event this year, with masks preferred. We will have vendors, game booths, a DJ and our annual DRAG IN THE PARK event featuring local Drag Performers.
Other details are still forming as guidelines change. Stay tuned to the Facebook event page or email.
Rhodes Perry Consulting: We’ve Got Your Back! Learn How to Show Up for Your Transgender & Nonbinary Colleagues
This year has tested the resilience and brilliance of transgender and nonbinary people living in the United States. Given the tragic spike in the murders of largely of Black trans women in 2021, coupled with the surge of anti-trans legislation – over 100 bills introduced in over 30 states - business leaders have a tremendous opportunity to show up for their transgender and nonbinary employees, and employees with transgender and nonbinary family members.
After all, research suggests that the future of work will become increasingly nonbinary with 1 in 4 Zoomers expected to transition genders at least once during their lifetime. How then can we prepare leading employers for the future of work? What can be done today to support the majority of business leaders who still need to build gender inclusive policies, practices, and systems for their current transgender and nonbinary employees?
If you’re interested in exploring these critical questions while enhancing your allyship skills, then RSVP for our June 16 panel discussion. There you will gain powerful insights from transgender and nonbinary DEI thought leaders including Tatyana Moaton, Autumn Wylder and Nico Calvo Rosenstone. Together we will gain knowledge, skills, and confidence to show up for our transgender and nonbinary colleagues.
Becoming an Ally for the LGBTQ+ Community
All allyship processes begin with education. Understanding the community that you are learning about will create a strong foundation for you to build your support system on. Take the time to read these definitions, and learn about the history of Pride Month and the LGBTQ+ community.
LGBTQ: An acronym for “lesbian, gay, bisexual, transgender and queer.”
Non-Binary: An adjective describing a person who does not identify exclusively as a man or a woman. Non-binary people may identify as being both a man and a woman, somewhere in between, or as falling completely outside these categories. While many also identify as transgender, not all non-binary people do. Non-binary can also be used as an umbrella term encompassing identities such as agender, bigender, genderqueer or gender-fluid.
Transgender: An umbrella term for people whose gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth. Being transgender does not imply any specific sexual orientation. Therefore, transgender people may identify as straight, gay, lesbian, bisexual, etc.
Gender-Fluid: A person who does not identify with a single fixed gender or has a fluid or unfixed gender identity.
Cisgender: A term used to describe a person whose gender identity aligns with those typically associated with the sex assigned to them at birth.
Ally: A term used to describe someone who is actively supportive of LGBTQ people. It encompasses straight and cisgender allies, as well as those within the LGBTQ community who support each other (e.g., a lesbian who is an ally to the bisexual community).
Recommendation: Search for YouTube videos that give definitions of these terms as well. There are a lot of videos that give great, understandable explanations of the terms and how they correlate.
USA Today: What are the origins of Pride Month? And who should we thank for the LGBTQ celebration?
Why do we celebrate in June? Know their names: Marsha P. Johnson and Sylvia RiveraIt
It all started with the Stonewall Uprising in New York City on June 28, 1969. Following a police invasion of a gay club located in Greenwich Village, riots and protests ensued throughout the city.
"The majority of people at Stonewall were either drag queens or gay men of color," Titus Montalvo, a hairdresser and makeup artist who was 16 at the time, told USA TODAY's Dalvin Brown.
At that time, in New York City, “masquerading” as a member of the opposite sex was a crime.
Although transgender activist Marsha P. Johnson didn't arrive to the bar until the rioting had started, many credit Johnson for throwing the first brick or shot glass that sparked the riots. Regardless, Johnson and other Black and Latinx transgender women are now being recognized and hailed.
Another transgender women involved was Sylvia Rivera, an activist and self-professed drag queen. Rivera fought for transgender rights alongside Johnson, co-creating S.T.A.R., the Street Transvestite Action Revolutionaries, to help homeless LGBTQ youth.
Rivera died in 2002, and Johnson died in 1992. Last year, it was announced a monument commemorating both the women would be built in New York's Greenwich Village.
History: Explore the History of Pride
Explore the history of the LGBTQ+ Movement in America.
How the Stonewall Riots Sparked a Movement
Click the different resources linked below to learn more about the LGBTQ+ Community, and continue your path to being an ally.
Being a Workplace LGTBQ+ Ally
Creating an inclusive workplace makes an organization's environment more productive because all people feel like they are in a safe space. An inclusive workplace comes from education on and recognition of marginalized communities, like the LGBTQ+ Community. The following resources can guide you to become a workplace ally for your LGBTQ+ co-workers and employers.
UWEC Safe Space Training
Safe Space Training
2-hour sessions led by two Safe Space trainers, averaging between 8-25 participants. That said, group sizes do vary; we are flexible. So, let us know what you have in mind and we'll work with you.
Safe Space Training covers quite a bit of ground. We utilize a social justice framework, honoring the discomfort that often accompanies such conversations/trainings.
Human Rights Campaign: A Workplace Divided, Understanding the Climate for LGBTQ Workers Nationwide
HRC Foundation found that:
Raconteur: Tackling Transphobia in the Workplace
A damning new report from Stonewall has highlighted transgender discrimination in the workplace. Interviewing 871 trans and non-binary people, the report found that 51 per cent had hidden their identity at work for fear of discrimination, while one in eight had been physically attacked by a colleague or customer in the past year.
So just exactly what is it like to be transgender in the workplace? What are the persistent problems, how can they be overcome and what constitutes a supportive work environment?
Boston Consulting Group: A New LGTBQ Workforce Has Arrived - Inclusive Cultures Must Follow
Today’s LGBTQ workforce has undergone a fundamental, generational shift, both in how it defines itself and what it expects of workplace inclusion. The LGBTQ workforce is far more racially diverse and more likely to include women, transgender employees, and people with more varied sexual orientations than in the past, particularly among younger generations. Of LGBTQ employees under age 35, 28% are people of color who identify as women, versus just 2% of those aged 55 or older. Consequently, the diversity, equity, and inclusion programs in place at many companies, while beneficial, are no longer sufficient.
Together, BCG and New York City’s Lesbian, Gay, Bisexual & Transgender Community Center, a nonprofit service and advocacy organization, surveyed 2,000 LGBTQ employees and 2,000 non-LGBTQ (straight) employees across the US. The goal was to understand the experiences of today’s LGBTQ workforce and how companies can create more inclusive workplaces. The results show that despite significant investment and decades of hard work, organizations still need to do more. Consider that 40% of LGBTQ employees are closeted at work and 75% have reported experiencing negative day-to-day workplace interactions related to their LGBTQ identity in the past year.
McKinsey & Company: How the LGBTQ Community Fares in the Workplace
Despite visible corporate support, today’s workplace is falling short of full inclusion. Here’s what companies need to know.
Corporate America has played an important role in the progress of LGBTQ+ rights over the past two decades, with many companies making public gestures of support. Hundreds of major consumer brands have become regular sponsors of annual Pride events. A record 206 major corporations signed an amicus brief in the spring advocating for the Supreme Court’s June 2020 decision protecting LGBTQ+ individuals from workplace discrimination. Companies are also increasingly making business-critical decisions about recruitment practices, employee-resource groups, and marketing that embrace LGBTQ+ rights.
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 research, LGBTQ+ women, for example, are more underrepresented than women generally in America’s largest corporations. Just four openly LGBTQ+ CEOs head these corporations, only one of whom is female and none of whom is trans. It’s thus not surprising that LGBTQ+ women and trans employees often feel isolated from one another in the workplace, creating a more negative workplace experience and affecting their motivation to become a top executive. Our research also finds that LGBTQ+ women face increased rates of sexual harassment and discrimination based on gender and orientation. Moreover, trans employees face a distinct set of obstacles to performance and career progression.
Forbes: Here Are 4 Ways Companies Can Make Workplaces More LGBTQ Inclusive
According to Guardian’s Workforce 2020 report, nearly 12 million Americans identify as LGBTQ. Yet, while 6 in 10 employers say diversity and inclusion (D&I) is a priority for their company, only 1 in 3 employers have initiatives, policies or a D&I team in place. The same report found 68% of American workers strongly agree it’s important to work for an employer that creates an inclusive workplace culture.
A challenge companies face is assimilating people from various backgrounds and gender identities to feel included in the overall company culture. Small behavior and language changes such as gender-coded language can help diverse individuals feel more included.
Penguin Random House: The Ultimate LGBTQIA+ Pride Book List
Celebrate Pride with books by LGBTQIA+ authors! From inspirational memoirs to irresistible romances, these stories honor the journeys of LGBTQIA+ individuals and the larger movement for love, acceptance, and equality for all.
Oprah Daily: The 15 Best LGBTQ Podcasts
We celebrate Pride Month in June of every year, but that doesn’t mean that LGBTQ culture takes a break during the other eleven months. As you’ll find in our roundup ahead, if there’s a queer-focused topic to explore, there’s probably at least one podcast that's tackled it with smarts, humor, and grace. Or, as a Rupaul’s Drag Race fan might say, charisma, uniqueness, nerve, and talent.
Each of the 15 picks here occupy a different spot on the LGBTQ spectrum, offering a variety of voices and perspectives—and you don’t need to identify as lesbian, gay, bisexual, transgender, or queer to listen, either. Looking for an LGBTQ history podcast? Check out deep-dives like Making Gay History and One from the Vaults. If chats about your latest pop culture obsession led by queer hosts are more your speed, you’ll love Keep It and Las Culturistas. There’s also offerings from stars of reality TV and comedy, like Jonathan Van Ness’s Getting Curious and Queery with Cameron Esposito. Whatever you choose to put in your ears, they're sure to keep you entertained.
Here are the best LGBTQ podcasts of 2021, available on Spotify, Apple, or wherever you stream.
Eau Claire Chamber
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