Coming out on the job remains an extremely complicated matter. Without a consistent federal law prohibiting LGBTQ workplace discrimination, it’s no wonder that more than half - or 53% - of LGBTQ workers remains closeted at work. This post offers strategies to first consider before coming out on the job. If after reading this post, you would like to receive additional support, consider scheduling a 1:1 coaching call with me where we will explore your motivations to come out, and weigh all the factors before taking action.

Over the past century, the workplace has evolved in significant ways. Unfortunately, what hasn’t changed for many workplaces is the physical nature of the office – it’s often overlooked as a source for building inclusive environments where teams can thrive. Given this pain point, experts have a wide variety of solutions to reimagine traditional office environments that can help drive innovation, cross-cultural collaboration, and a spirit of inclusion. This blog post offers strategies on how to up the ante of your office space. For leaders interested in communicating why creating an inspiring and inclusive workplace is critical, register for the next RPC free webinar on the topic by clicking here.

When the topic of workplace diversity, equity, and inclusion (DEI) management is addressed, senior executives and board members sometimes raise concerns about some stakeholders “losing power” when an organization commits to engaging, empowering, and elevating historically underrepresented and undervalued stakeholders into the highest levels of an organization in aggressive and achievable ways. These leaders falsely believe that DEI is a zero-sum game, or the idea that when one person gains something, another loses something in exactly the same amount. This post confirms through research and anecdotal experiences that DEI is instead a game where all parties can truly win. If you are curious about how to begin a DEI dialogue in your own organization, let’s set up a time to talk.