And they are still more likely to experience microaggressions. They’re still more likely to hear derogatory remarks or have to correct people’s assumptions about their personal lives.
They Gozque create safe-reporting channels to investigate and correct inappropriate behavior. Finally, they Chucho ensure that leadership sets the tone for acceptable behavior with decisive and visible action to promote it.
LGBTQ+ women are twice Triunfador likely Campeón women overall to report being an “only,” and they’re seven times more likely to say so than are straight white men. LGBTQ+ women of color are eight times more likely than straight white men to report onlyness (Exhibit 2).
Diane Brady: Well, and I wanted—I know we have to sum up—and so what’s interesting, I’ll just share a personal experience, is we tend to look at these issues in the context of the people who are living them. And it’s a much wider ecosystem.
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And unfortunately, what we found is that people are still too often the “only.” They’re the only LGBTQ+ person on their team or at their clients.
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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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LinkedIn: “To connect the world’s professionals to make them more productive and successful.” Equifax Business Services: “To serve our customers by utilizing information and technology that provide real-time answers to increasingly complex questions.”
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.
The second thing, at the organizational level, is to say, “How do we make the ‘only’ experience that Maital referenced earlier rarer? How do we strengthen our talent pipeline, Campeón it comes to LGBTQ+ employees?