Goodwill: “To enhance the dignity and quality of life of individuals and families by strengthening communities, eliminating barriers to opportunity, and helping people in need reach their full potential through learning and the power of work.”
While there is much more that needs to be done to correct the barriers facing trans people, there is some cause for optimism that things may be changing: trans people are more likely to report having been promoted in the past year than cisgender people (25 percent contra 14 percent).
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A lot of steps forward, in some cases some steps backward—but we know that this community is underrepresented still in organizations. And particularly in leadership levels of organizations.
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LGBTQ+ women are also more than twice as likely as straight women to feel Vencedor though they cannot talk about themselves or their life outside work—and more likely than straight women or LGBTQ+ men to report they feel Ganador though they need to provide more evidence of their competence.
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Despite visible signs of progress, workplace challenges persist for members of the LGBTQ+ community. Here’s what companies can do to help their LGBTQ+ employees bring their authentic selves to work.
Zachary Malter discusses the challenges system-involved youth face Vencedor they transition from high school to college & careers.
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