A MOVEMENT IS NOT A MONOLITH:

Recognizing and Harnessing the Power of Intersectionality

February is Black History Month—an annual recognition of the legacy, sacrifices, contributions, and achievements of Black people, which span and influence all aspects of our society, including our workplaces and workplace cultures.

And as we honor and celebrate Black History—a history that includes Black, Queer people—we must understand the importance of introspection. It's critical we recognize the unique, and near insurmountable, challenges faced by Black, Queer people in the workplace and beyond. Challenges like the systemic barriers that can block opportunity and equal justice. Challenges to being safe in one’s own community.

We have lost too many Black, Queer people to ignorance, intolerance, and hate. It’s not just a loss to our community and movement, but to the world.

And despite the challenges, the risks, and the loss, trailblazers, icons, and everyday individuals have pushed forward to advance causes, communities, and movements. They have done this in the face of adversities that other people have not, do not, and will not face.

It’s a reminder of the immense resilience of this community, and that of our allies. Organizations cannot and must not overlook the Black, Queer community. They have shaped societies and culture as we know it, and their contributions will only continue to drive meaningful change that help organizations, communities, and society thrive.

Organizations and individuals all have a role to play. It’s why in this edition of our newsletter, we’ll be providing actionable, solution-oriented advice to those asking, what can I do?

At Out & Equal, we’re committed to advancing the community and achieving our mission by understanding the experiences of all of the communities that make up our movement.

Our society is becoming more diverse. It is the nature of the world as it is and will continue to be. I am committed to being a continuous learner and active listener. I am dedicated to leading a team of continuous learners and active listeners. I am committed to being an authentic and intentional ally. I am on a forever journey and am inspired knowing you all are with me.

I look forward to continuing to work with our Partner community and our Board, which includes our newly-elected Board Chair, Allyn L. Shaw (he/him), in advancing those ideals and priorities.

As CEO, that is my responsibility and my commitment to leveraging my sphere of influence to drive real, lasting change.

Erin Uritus (she/her)

CEO of Out & Equal

The Way Forward Is Through Introspection and Intentional, Inclusive Action

Organizations can do their part by implementing processes, policies, and programs that advance key pillars of Diversity, Equity, and Inclusion (DEI), but without creating the cultural conditions and behavioral norms to truly advance belonging for all, we will consistently fail to reap the full benefits that DEIB promises and continuously leave behind those communities that have been historically marginalized, underserved, and overlooked.

While this is not an exhaustive list, here are a few actions that individuals can take to drive change within themselves and their organizations.

Recognize your own biases—unconscious or other.

Everyone has biases. We must be curious about what motivates our behaviors. In addition to self-reflection, we should actively seek out and listen to feedback we receive from others about how our behavior impacts them. We must take the time to reflect on what we learn and work to address those biases we may discover.

Acknowledge that in most organizations, meritocracy is a myth.

Claims of it are great, but we know that not everyone in the workplace has the same experience. People of color face a unique set of challenges and barriers that can prevent career advancement, pay equity, and the opportunity to be in a space that allows them to contribute fully in the workplace, belong, and thrive. Recognizing and acknowledging those systemic workplace barriers is essential and is the first step toward eradicating them.

Hold yourself accountable and do the work to become an inclusive leader.

Allyship must go beyond the performative, and silence/inactivity is complicit in maintaining an inequitable status quo. It requires a journey of self-discovery, seeking out knowledge, and doing your research.

For example, ask if your organization offers LGBTQ+ inclusive leadership training or manages LGBTQ+ Employee Resource Groups. If they do, be active in those discussions and sessions, and be sure to share your learnings and insights with your team, colleagues, and managers. If not, advocate for them by highlighting the value leading with inclusion and belonging brings to an organization.

And if you’re asking, “is my workplace an inclusive one?,” leverage resources like Out & Equal’s Global Toolkit for Change to find out!

Examining Inclusion & Intersectionality

Ensuring the success of our larger movement, requires raising up historically overlooked and marginalized voices.

To learn more about intersectionality in the workplace, check out the content and videos within the featured sessions highlighted in Out & Equal’s, “Practitioners for Change: Intersectionality Learning Series Resources.”

Watch Related Content from Out & Equal's Workplace Summit through the years:

Elevating Black, Queer Voices of the Movement

We find ourselves in a moment where individuals and institutions are actively erasing the contributions of the Black, Queer community from the history books. One of the most impactful ways we can all combat that is to elevate and support Black, Queer voices, artists, business owners, stories, and people.

From the trailblazers and icons like Marsha P. Johnson, James Baldwin, Bessie Smith, and Bayard Rustin, to the everyday individuals displaying acts of courage, this community has done so much to advance the cause of equity and equality for all.

This month and beyond, we encourage you to:

Learn about those who have set the path for so many, and don’t let their stories be forgotten.

Read more books by Black, Queer authors. Here are two lists to get you started.

Must-Read Books by Black, Queer Authors

25 Black, Queer Books to Honor Protests and Pride Month

Listen to music by people of color from the LGBTQ+ community.

Getting to Know Our New Board Chair

As we celebrate Black History Month, discuss the importance and power of intersectionality, and have meaningful conversations on the value of leading with inclusion and belonging, we connected with Allyn L. Shaw, our new Board Chair, and he shared his thoughts on inclusive leadership, intentional allyship, the value of belonging, and his vision for Out & Equal.

VICE CHAIR OF THE BOARD

Rolddy Leyva

(he/him)

Splunk

SECRETARY OF THE BOARD

Jennifer Henderson

(she/her)

TD Bank Group

TREASURER OF THE BOARD

Jose “Pepe” Estrada

(he/him)

Walmart

BOARD NOMINATION & GOVERNANCE CHAIR

Rustin Richburg

(he/him)

L.E.K. Consulting

Out & Equal Across the Globe

Across the globe, Out & Equal is committed to advancing “The Business of Belonging”—LGBTQ+ inclusive programs, policies, and cultures rich with inclusive leadership at all levels. It’s both the right thing to do and smart business practice.

Advancing LGBTQI+ Workplace Inclusion in APAC

Recently, the Out & Equal team traveled to the Philippines and Japan—where with local organizations and our Partners at JPMorgan Chase and Dow—we led and engaged in important discussions on the LGBTQ+ workplace experience, the value of belonging and inclusion, and the challenges and opportunities facing DEIB practitioners.

So, how can we advance LGBTQI+ workplace inclusion in APAC and beyond? Deena Fidas (she/her), Managing Director and Chief Program and Partnerships Officer at Out & Equal, shares her insights here.

Read the Blog Recap

Resource: India’s Marriage Equality Loss and Its Impact on the Business Community

Following India’s five-judge Constitution bench ruling in a 3-2 decision against marriage equality, Out & Equal, in partnership with Pride Circle, developed a report outlining how businesses can continue to play an integral role in advancing LGBTQI+ inclusion in India and throughout the region.

Read the Report

Become a more LGBTQ+ Inclusive Change Agent by Attending Out & Equal’s 2024 Leadership Forum, a Partner-exclusive event!

Over the past 15 years, Out & Equal has convened more than 3,000 executives, ascending leaders, practitioners, and allies through a one-of-a-kind, Partner-exclusive gathering to engage in networking and learning opportunities.

In a moment when the LGBTQ+ community needs, deserves, and demands progress in measurable and lasting ways, we are elevating our agenda and refining our program tracks to engage and empower change agents at all levels and drive LGBTQ+ equity forward.

It is why Executive Forum has been fully reimagined for 2024 as Leadership Forum.

Registration closes on Friday, March 1.

Learn More

Welcome to Our New Partners!

At Out & Equal, we work with the world's leading and most influential companies—and the

inclusive leaders these organizations—to advance LGBTQ+ representation, equity, inclusion, and belonging in the workplace.

We’re proud to welcome Global Payments, Nasdaq, and Reinsurance Group of America Enterprise Services Company (RGA) as our newest members of the Out & Equal Partner Community.

Join the Out & Equal Community

Becoming an Out & Equal Partner will supercharge your LGBTQ+ workplace inclusion progress. We look forward to having you join us in the movement! Find out how by clicking the link below.

Partnering in the Business of Belonging™

Learn More