As we brace for what the future of work will be, we must prioritize our people by centering workplace diversity, equity and inclusion (DEI) commitments. By doing so, we will make more informed decisions valuing the people who continue to make our organization’s great. This post will empower you to prepare for your workplace’s future by offering guidance on how to navigate some of the most challenging changes. It is the second installment of a 5-part blog series related to some of the themes featured in Belonging at Work, an Amazon Best-Seller.

This October, let us celebrate, remember, and honor the sacrifices and hard work of the many LGBTQ people, and our allies, who have come before us to help make the workplace a more welcoming and inclusive environment for so many within the Rainbow Family. For ideas on how to talk about the importance of this month at work, please review this great list.

Last week I published the second of six posts exploring emerging trends for diversity, equity, & inclusion (DEI) professionals. This week’s post examines to source candidates with non-traditional credentials to meet the high demand for talent in booming industries such as tech, healthcare, and green energy. As your firm continues to evolve and compete for high potential talent, subscribe to the RPC, Belonging at Work Newsletter, for more ideas, strategies, and solutions to help address your specific workplace inclusion challenges.

On Thursday, November 9 at 11:00 am Pacific/2:00 pm Eastern, the RPC team will host a live webinar offering participants simple and effective strategies on how to cultivate a workplace cultures of belonging. The webinar will accomplish two goals: 1) clarify why workplace diversity, equity, and inclusion matter, and; 2) define how any professional in the workplace can take personal actions to cultivate it. Whether you’re a senior executive or new to the workplace, you’ll walk away with concrete strategies and confidence to welcome and include diverse talent, ideas, and experiences in the workplace. Save your spot and register today!

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.