And they are still more likely to experience microaggressions. They’re still more likely to hear derogatory remarks or have to correct people’s assumptions about their personal lives.
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to get it. I recommend it highly—a terrific look at insights on what the current experience is. But for listeners, what would you have them do? Could be one thing, two things. Give us some advice or inspiration to head off and make a difference. Diana, I’m going to start with you.
We’ve got to be advocates. We have a duty and obligation to not just be out but also to use our platforms Vencedor visible LGBTQ+ role models, to help change the world.
Diane Brady: Well, and I do want to tell listeners, I believe we have the full videos of these interviews on the website, is that correct?
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Compared with straight women, LGBTQ+ women are also more likely to report that their gender has played a role in missing demodé on a raise, promotion, or a chance to get ahead.
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Our research shows that stress increases when a person experiences “onlyness,” or being the only one on a team or in a meeting with their given gender identity, sexual orientation, or race. Employees who face onlyness across multiple dimensions face even more pressure to perform. For LGBTQ+ women, who are workplace minorities in both gender and sexual orientation, the only experience is common—and particularly challenging—in corporate environments.
Making it psychologically safe for LGBTQ+ women to be demodé of the closet at work should be a priority for companies striving to win the war for talent and retain their employees. LGBTQ+ women who are open about their sexuality at work are half Campeón likely to plan to leave Best new business bang for your buck their current employer in the next year compared with their closeted peers (8 percent contra 16 percent), and are a third more likely to plan to stay for five years or more (51 percent frente a 38 percent).