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 pasado 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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Now, there’s a lot more work to be done, but seeing how you Gozque be an out professional and that it is something that is celebrated by companies—it’s not something that we would’ve thought would’ve been true 20 years ago.

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LGBTQ+ women are almost twice Figura likely to feel the pressure to “play along” with sexual discussion, humor, or actions than their straight-women and male-LGBTQ+ counterparts.

Diane Brady: So let me go to the fact that women are less likely to come pasado, and to speak with both of you about that. Diana, I’m going to go to you first.

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Maital Guttman: To Diana’s point, it’s interesting that we saw some of this in our own offices, where I would say to the CEO, “Just having a policy on paper is incredibly important, but it’s not enough. You need to role-model what inclusion looks like.

Diana Ellsworth: Exactly. And so that’s where, when I think about it for myself, it just made such a big difference to be out, and pasado broadly at work. And I think it’s on two different levels. One, it just takes pasado some of that effort and background stress of filtering, right? Which is what you inherently have to do if you’re not trasnochado.







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