Project UpLIFT’s Post

Big shoutout to Linda Lee (she/her), Chief People Officer of Velocity Global for allowing us the opportunity to speak to our whole company about important & difficult stuff. I had the honor of interviewing the incoming leadership of our PRIDE group. They were all so willing to be open, transparent, vulnerable, brave, and strong. These are the attributes we need right now. My opening remarks follow: ----------------------------------------------------------- Hey all! And happy pride month! We typically begin these kinds of meetings with a reminder of why this matters. Why do we still need pride events? I mean…sure… we can all use an injection of style & fabulousness, but why do we "need" this? In our post-Will-&-Grace age where we have gay marriage as the rule of the land, why do we "need" these events? As a reminder, Pride month is in June. It’s not because we can all wear short shorts and tight t-shirts on floats. Well… that’s not the only reason. It’s because it's the anniversary of the Stonewall riots - a huge gay uprising in NYC against the cops who were routinely raiding the bar and arresting us. Pride events were and are acts of activism; they’re a reminder of uprising, they’re a reminder to keep fighting, they are a call to action. There was a German philosopher named Hegel who posited that history has patterns - the Hegelian Dialectic - made up of Thesis, Antithesis, & Synthesis. Something is true (thesis), then the opposite pushes back (antithesis), this leads to a transformation (synthesis). For gay rights, we've seen this year after year. When I was 18, I marched in my first gay pride parade in New York. When we passed churches we were met with people screaming at us “God Hates Fags”. 42 years later, in Colorado right now, we have people chanting God Hates Flags, pushing people to burn gay flags. So yes, we have gay marriage And we have gay flag burning. The thesis and antithesis. What remains is the synthesis; the transformation. That’s where the role of Pride events lives; in the nudging of social evolution. That’s why we do these. To not back down, but to keep fighting back. Especially when it’s not easy.

Please join me for a conversation with Jackson Lewis' Director of DEI #AngieCavallo in which we discuss "Breaking LGBTQ+ Barriers: From Covering Behaviors to a Path toward Inclusivity and Belonging."

🌟 Day 3: Honoring Black Queer Pioneers: Foundations of Our Fight 🌟 Today, we honor the incredible Black queer pioneers who have been instrumental in both the civil rights and LGBTQ+ movements. From Marsha P. Johnson's fearless activism during the Stonewall Riots to Bayard Rustin's strategic brilliance in organizing the 1963 March on Washington, and James Baldwin's eloquent critiques of race and sexuality—these trailblazers have paved the way for the freedoms we cherish today. 🔍 Key Highlights: Marsha P. Johnson: Co-founder of the Gay Liberation Front and STAR, advocating for homeless LGBTQ+ youth and sex workers. Bayard Rustin: Close advisor to Dr. Martin Luther King Jr. and key organizer of the historic 1963 March on Washington. James Baldwin: Brilliant writer and social critic whose works like "The Fire Next Time" challenged racism and homophobia, fostering greater empathy and understanding. Their legacies remind us that our liberation is deeply intertwined, and their bravery continues to inspire our fight for justice and equality. Quote of the day: "History is not the past. It is the present. We carry our history with us. We are our history." – James Baldwin 📖 Read more and join the conversation on my Substack newsletter In solidarity and empowerment, Desireé B Stephens #Pride #Juneteenth #BlackQueerPioneers #Intersectionality #CivilRights #LGBTQ #SocialJustice #CommunityBuilding #Liberation #EquityInEducation

Coming out is never just a one-time thing. Once you start coming out, you keeping coming out throughout your life in various settings. Doing so at work can often be one of the most difficult decisions to make. I think all LGBTQ+ individuals have both good and ... not-so-good experiences with coming out at work. I know I sure do. And, it can often feel like a burden to constantly have to "teach" people about your identity. Luckily, times have changed since I came out at my first job -- in no small part to the trailblazers who paved the way. These courageous individuals, and their active allies, created opportunities through DEI advocacy and the creation of Employee Resource Groups, which have truly made created safe spaces for many individuals. Being seen, heard, and accepted is all anyone truly wants in life. Having that foundation of acceptance at work makes a huge difference in success, not just for the individual, but for every aspect of the business they touch. Today, I'm happy to hold space for anyone and everyone. My goal is to ensure everyone has a voice and an opportunity to bring their whole self to work. I'm so glad I got to share some of my story along the way, but more importantly, I got to hear the stories others felt comfortable sharing with me. And that has made my career so much richer. #NationalComingOutDay #LGBTQ #Pride #DEI #ERG #LGBTQhistorymonth

#PrideMonth is not over. In fact, in some cities like Tacoma, WA, it is just starting! This year there seems to be more backlash against our community, but as this piece by NPR points out this backlash is a result of increased visibility, and has been perpetuated by a small group of bad actors. "Corporates have NOT stepped away from the LGBTQ+ community and nor are they going to. Honestly, in order to future-proof their business, they have to include our community. When you look at GenZ reporting, 30% identify as or are LGBTQ. That is the future consumer and employee." With visibility comes backlash. Our community has had peaks and lulls between progress and backlash. "What the people who lead these backlashes don't understand is that every time they go after us it inspires people to come out and be visible." When it comes to corporate sponsorship much of the pressure to participate comes from employees. Today we are seeing ERG groups fight back against the backlash. Let's continue to be visible and let everyone know that we are not going anywhere. If you are in #FinTech and #FinServ and want to work with the LGBTQ+ communities, stay strong on your conviction because the future is #Gay! If you want to find out about UNITY™ Programship at Females and Finance and the other affinity groups of Females and Finance Community, please follow us, join the group and tag others who you know are part of our community! Sheryl Hickerson, Peggy Haslach, CFP®,CLU®, Katie Kimball Dyer Tara Meehan Karen Melo Ticas, CFP®, RICP®, WMCP® https://lnkd.in/gGCA8c88

As a retail professional and an out and proud member of the LGBTQ+ community, I've noticed a surprising lack of Pride displays and merchandise at several stores this year. While doing some research, I came across an article from Bloomberg with some interesting statistics... - Worldwide LGBTQ Buying Power - $3.9 Trillion - Americans are 2 times as likely to support pro-LGBTQ+ brands - Americans are 4.5 times as likely to work for pro-LGBTQ+ brands Despite the political backlash of the past couple years, Americans overwhelming support LGBTQ+ freedom in their purchasing power and buying decisions. Why are brands and retailers OK with missing out on such a lucrative market?

🌈 As we celebrate Pride month, we're also reflecting on the progress still needed within our industry. Across the global legal sector, many continue to face challenges and a lack of LGBTQIA+ representation: 🚩 Research from AWEI shows LGTBQ+ employees are 10.6% less likely to feel they can be themselves at work compared to those who do not identify as LGTBQ+. 🚩 The Law Society found 'coming out to clients' is a pressing issue for almost two-fifths of LGBT+ legal professionals. Microaggressions are a challenge for one-third. 🚩 According to The American Bar, LGBTQ+ attorneys remain underrepresented in decision making spaces, with just 6% serving on Partner Review or Firm Wide Compensation committees. We’re committed to supporting both our own and the wider LGTBQIA+ community year-round. That means acknowledging the tireless efforts of those who have created change, understanding the work still to be done, empowering our people to bring their authentic selves to work and uniting in continued progress. 🌈 #Prydeco #PrideMonth #Pride

In this week's #wizreadswednesdays, we explore a much spoken about issue regarding corporate support of pride month: rainbow washing. Read this medium-difficulty article to know more about this frowned-upon business practice and answer the easy inference question that follows. Explanations will be posted tomorrow. https://lnkd.in/gmu9npTS Which of the following makes a pride campaign inappropriate, according to the author? A. There is financial support to the LGBTQ+ community B. The profits from merchandise sold as pride paraphernalia is used by the company C. When there is no discrimination during recruitment processes D. When there is no discrimination for promotions and internal recruitment E. When companies do not fund campaigns of politicians who discriminate against the community #gmat #gmatprep #gmatpreparation #readingcomprehension #gmatverbal #gmatrc #wizreads #wizreadswednesdays #wizako

I love facts. Here are a few facts worth reflecting on in a cluster: 1. Richard Nixon was inaugurated as the 37th President of the United States on January 20, 1969. 2. The Stonewall riots occurred 6 months later, on June 28, 1969, marking a pivotal moment in the fight for LGBTQ+ rights. The first Pride parade was a year later. 3. Executive orders are not laws—they are directives that can guide federal agencies, but they lack the permanence of legislation. And here’s a personal opinion I hold strongly: Diversity, Equity, Inclusion, and Belonging (DEIB, DIBs, DEI) initiatives are not optional—they are essential. If your organization isn’t funding and prioritizing this, it’s time to start. Immediately. The work isn’t easy, but the impact is transformational, both for individuals and for your company’s culture and success. History reminds us that progress requires action, and inclusion is the foundation for innovation, resilience, and equity. We’re in this together.

🌈 PRIDE MONTH! 🌈 From the higher costs of starting a family to the impact of the gender pay gap, LGBTQ+ individuals face unique financial struggles. Estate planning can be complex for LGBTQ+ couples, especially those not married or in civil partnerships. For those deciding to live or retire abroad, lack of recognition of same-sex marriage in some countries further complicates spousal pension rights. It’s vital to have a Will to ensure your assets are passed on as you wish. At Southover Wealth, we can help you to overcome some of these challenges and achieve your financial goals. Together, we can create a brighter financial future. Advice relating to Wills necessitate the referral to a service that is separate and distinct to those offered by St. James’s Place. Wills are not regulated by the Financial Conduct Authority. #PrideMonth #Pride #LGBTQ #LGBTQRights