Congress established the U.S. Equal Employment Opportunity Commission (EEOC) as part of the Civil Rights Act of 1964. Its primary purpose is to prevent and address unfair treatment in the workplace, ensuring that employers don't discriminate against individuals based on race, gender, religion, or age in hiring, firing, or promotions.

Essentially, the EEOC attempts to create a level playing field in the job market by investigating complaints and enforcing anti-discrimination laws. Yet today’s EEOC, led by acting chair Andrea Lucas, is rapidly changing, especially as it enforces—or rather fails to enforce—protections for LGBTQ+ employees. Pride in Exile, a volunteer organization, was created to seek actionable ways we can resist the weaponization of the EEOC as it threatens the hard-earned rights and protections of LGBTQ+ employees.

In this exclusive interview, I am honored to host two absolute titans in the fight for LGBTQ+ workplace inclusion: Chai Feldblum, a renowned legal scholar, activist, and former Commissioner at the Equal Employment Opportunity Commission (EEOC) under President Barack Obama, and Judge Karen Ortiz, an administrative law judge at the EEOC’s New York District’s Office who has bravely challenged the current EEOC’s leadership over policies affecting LGBTQ+ cases.

Together, we explore:

• Our Guests’ Career Journeys. The guests' journeys to EEOC leadership and the significant advancements in LGBTQ+ workplace protections made over the past two decades.

• Threats to LGBTQ+ Workplace Protections. An in-depth look at current threats to LGBTQ+ workplace inclusion and concrete strategies to counter them, including the vital role of the all-volunteer organization, Pride in Exile.

• Vision for a Belonging Society. A forward-looking discussion on envisioning and building a future of work where belonging is truly inclusive for all, especially the most vulnerable within our LGBTQ+ communities.

Our conversation is designed to support people like you—visionary leaders and those on their way to joining us. Want to gain the skills necessary to apply this learning to your work?

Join the Belonging Movement today! After you join, you'll receive exclusive access to complimentary workshops, group coaching sessions, and 1:1 somatic coaching offers designed to help you lead with your values and build groups that center team safety, trust, and belonging.

Don't just imagine belonging – build it. Join the Belonging Movement here: https://www.rhodesperry.com/subscribe.

Support Pride in Exile by becoming a member: https://www.prideinexile.org/

The past decade has tragically tested the resilience and brilliance of transgender, nonbinary, and gender expansive (trans) people living in the U.S. Misinformation about who we are and what we want has sparked thousands of anti-transgender bills introduced in nearly every state capital across the country, adversely impacting almost every segment of the trans community. Despite this harsh reality, the future is a rainbow, and it’s wise for business leaders to recognize this truth. It’s also essential for these leaders to recognize the responsibility they have to prepare their organizations today in anticipation of this future talent upgrade. Afterall, the latest research shows that 20% of Generation Z identifies as LGBTQ+, and of that number 1 in 4 are nonbinary, with another 20% questioning their gender identity. Many business leaders today struggle with how to build gender-inclusive workplaces and ways to prioritize this essential aspect of advancing their diversity, equity, and inclusion commitments in the face of unprecedented backlash. Strong objections from a well-organized and vocal minority, which are out of alignment with public opinion, have led some organizations to backtrack on their gender inclusion commitments. To enhance the skills and confidence leaders will need to weather this current storm, this episode of the Business of Belonging mini-series features Third Segment CEO, Amanda Simpson, and JPMorgan Chase Executive Director, Chris Mossiah. Amanda serves as an advisor on aerospace, energy, and diversity, equity, and inclusion. As a nationally renowned speaker, she has presented before a wide variety of corporate, government, and nonprofit audiences. She has served in executive leadership positions at Airbus, Raytheon, and Douglas Aircraft, and the Obama Administration as Deputy Assistant Secretary of Defense for Operational Energy.  Chris is an Executive Director at JPMorgan Chase’s consumer & community banking line of business. They are also the co-chair of the Firmwide Gender Expansive Council and co-lead for the Transgender, Gender Nonconforming, and Nonbinary Subcommittee of the PRIDE Tri-State BRG. Both Chris & Amanda serve on Out & Equal’s Transgender & Nonbinary Executive Leadership Circle.

Together, we explore:

• Common Barriers. What are some of the common barriers transgender and nonbinary people experience at work?

• Future of Work. Why is the future of work gender-diverse, and what can business leaders do today to prepare?

• Gender-Inclusion Practices. What actions can leaders take today to build more spaces of belonging for gender diversity to flourish?

This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Amanda & Chris, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Amanda & Chris for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe. Out & Equal: https://outandequal.org/

Allies. In workplace settings, there are times when most of us need them. Consider this scenario; you’re in a meeting, and you’re about to take a calculated risk to share an unpopular idea. As soon as you complete your thought, one of your colleagues quickly responds, complimenting you on your idea, and asking you to share more. That’s an act of allyship.

Conversely, in that very same meeting, you can take an act of allyship by showing up for a different colleague when another person says something unskillful to them. Without a beat, you can simply say, “You just said [insert statement]. Could you explain more specifically what you meant?” That simple response should do the trick to shine a light on the harm they caused.

When it comes to showing up for your LGBTQ+ colleagues, acts of allyship in workplace settings are life-saving. They help build the foundation of increased safety and trust that can get more of LGBTQ+ employees closer to experiencing that elusive sense of belonging at work. Yet, for some of the budding LGBTQ+ allies out there, being an authentic ally causes some pause. Some may ask themselves, “what if I cause even more harm,” and instead retreat into silence.

To help build up the confidence and skills of these emerging LGBTQ+ workplace allies, I am excited to speak with Jean-Marie Navetta who will help us answer this big question: What does it take to be an authentic ally during these challenging times?

If you’re unfamiliar with Jean-Marie, for nearly 20 years she’s worked in the LGBTQ+ movement to help engage people both outside and inside of the community to be part of the work of building on policy change to transform culture to become more actively inclusive. She’s spent 17 years with PFLAG National leading their work in this area and for the past year, she’s continued that effort at Out & Equal.

Together, during our conversation, you will:

• Learn why performative acts of allyship, or merely calling yourself an ally, without taking any action is the fastest way to erode the trust of your LGBTQ+ colleagues.

• Gain fresh insights on accessible actions you can take to show up as an LGBTQ+ ally - some of these are more easy and significant than you think.

• Explore new allyship practices you can test out with close friends and family members to to build up the confidence necessary to overcome the comfort of silence.

This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Jean-Marie, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Jean-Marie for 1:1 laser coaching sessions.

Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.

Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal.

Out & Equal: https://outandequal.org/

Welcoming LGBTQ+ employees into the workforce is one of the great business success stories of the last 20 years. By implementing LGBTQ+ inclusive policies and practices businesses led the way, before the laws caught up, and organizations like Out & Equal paved the way. Listen to this episode featuring Windō Co-Founder + Head of Social Impact, Ken Janssens, share how to protect the progress made for LGBTQ+ workplace inclusion, and gain insights on how to protect the heart of this essential inclusion work. For those unfamiliar with Ken, he is a former tech executive and Chief Data Officer at JPMorgan Chase and Board Chair at Out & Equal. He brings a unique blend of skills through his work as the founder of JPMorgan Chase’s LGBTQ+ Executive Council and his intercultural awareness, having lived and worked in Japan, Brazil, the U.K., and the U.S. Ken is passionate about using data for better decision-making and identifying best practices.  Together, we explore:

• Evolving Landscape. How has the current U.S. political climate impacted the heart of LGBTQ+ inclusion work?

• Reaffirm Commitments. Why is it necessary for business leaders to reaffirm their commitments to LGBTQ+ inclusion at this time?

• Authentic Practices. How can leaders fortify existing LGBTQ+ inclusive policies & practices, and what more needs to be done? 

This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Ken, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Ken for 1:1 laser coaching sessions.

Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.

Out & Equal: https://outandequal.org/

Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal.

Windō: https://csrwindo.com

In this new era, organizations in the United States and worldwide are navigating a complex and ever-changing landscape that impacts their global strategies. This includes a growing emphasis on intersectional approaches to DEI, integrating AI ethics into fairness initiatives, and developing more robust, data-driven accountability frameworks for inclusion efforts. Tune into this episode with Managing Director & Chief Program Officer for Out & Equal, Deena Fidas, for insights on reaffirming workplace commitments to building spaces of belonging as we navigate this uncertain future. Deena is a globally recognized expert on LGBTQ+ workforce inclusion, corporate social responsibility and corporate public policy advocacy. She is a leader in devising and implementing corporate benchmarking standards for global businesses. Her work has been featured in numerous global outlets including USA Today, Washington Post, and CNN.

Deena shares her perspective and underscores why partnering with external organizations like Out & Equal offers a source of support for leaders eager to defend and double down on advancing their DEIB goals. Together, we explore:

• Political & Cultural Landscape. How has this fear & uncertainty impacted workplace diversity, equity, & inclusion commitments?

• Better Messaging. What messaging will support your leadership team reaffirm your workplace commitments to belonging?

• Courageous Leadership. How can you activate these commitments into material changes that will build more spaces of belonging?

This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Deena, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Deena for 1:1 laser coaching sessions.

Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe.

Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal.

Out & Equal: https://outandequal.org/

The episode you’re about to hear is one of nearly a dozen conversations a part of the show’s podcast mini-series, The Business of Belonging, brought to you by Out & Equal. Out & Equal is the premier global nonprofit organization working exclusively on LGBTQ+ workplace equality.

In this particular episode, we’re focusing on the LGBTQ+ Movement’s History as it relates to the workplace here in the United States…and we know…

LGBTQ+ workplace inclusion goes beyond “food, fun, and famous people” during Pride celebrations. It goes beyond flashy public relations statements made by a CEO. More often than not, it begins with a small group of thoughtful, committed LGBTQ+ employees and allies willing to collaborate with organizational leaders to upend invisible workplace barriers they endure.

Over the past few decades, significant outcomes have resulted from this type of workplace advocacy. On a national level, the U.S. Military's “Don’t Ask, Don’t Tell” Policy was rescinded and replaced with allowing more queer people to openly serve at the world’s second largest employer, and in 2020 the U.S. Supreme Court banned employment discrimination on the basis of sexual orientation and gender identity.

Despite these enormous gains, LGBTQ+ people, particularly BIPOC, transgender, and nonbinary people - still endure employment discrimination, harassment, persistent microaggressions, and violence on-the-job. As a consequence, LGBTQ+ people are more likely to live below the poverty line, deal with suppressed wages, and fear their job security and prospects for advancement simply for existing.

To better contextualize the recent history of the LGBTQ+ movement, the journey leading brands have taken to include LGBTQ+ employees, and what’s likely on the horizon in the years ahead, I have the distinct privilege of interviewing someone I deeply respect and admire, Bob Witeck.

If you’re unfamiliar with Bob, he is President of Witck Communications, Inc., and for nearly four decades a pioneering communications strategist dedicated to the advancement of LGBTQ+ communities around the world. He is a communications consultant, author, speaker, and researcher.

Together, during our conversation, you will:

• Learn about the key milestones and turning points in the LGBTQ+ workplace rights movement, and how these events have shaped the current landscape.

• Gain an understanding of the work still ahead to upend the ongoing challenges and barriers experienced by LGBTQ+ employees - particularly for BIPOC and trans people.

• Recognize the role LGBTQ+ employee resource groups (ERGs) and allies play in building strength in numbers to continue moving workplaces along the inclusion journey.

This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you’re looking for more ways to connect with inspiring leaders like Bob, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Bob for 1:1 laser coaching sessions.

Want to imagine and build more belonging at work? Then join the Belonging Movement Newsletter and connect with the latest belonging at work insights, resources, and programs to support your practice: www.rhodesperry.com/subscribe. 

Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal.

Out & Equal: https://outandequal.org/

While inspirational to many, the terms diversity, equity, and inclusion also terrify some. This reality underscores why there is still so much to be learned about what diversity, equity, and inclusion mean as values that guide ethical decision-making, as strategies to upend structural inequities, and as a field of study which helps transform the way we organize and work together.

As imperative as it is to fortify this body of work, we have to keep thinking about what we mean by these terms, and what others mean when they find themselves up in arms about them. When we are in the grip of fear, it’s hard to think. It’s hard to imagine new possibilities. And yet, thinking and imagining have never been more important. 

We begin this imagination journey by considering the role journalism plays in informing, influencing, and ultimately shaping our understanding about diversity, equity, and inclusion. We also must consider what form of journalism would be powerful enough to oppose the unfounded attacks and fear-mongering targeting this work? 

Our guide for this journey is none other than Sam Ragland. Sam is the Vice President of Journalism Programs for the American Press Institute. She is a connector and a collaborator, leading a talented department of local journalists. She believes her team can impact the longevity of local news, in whatever form that news takes. On a micro level, this work looks like leading API’s efforts to promote cultural transformation and business sustainability in media, helping news organizations serve diverse readers and communities more effectively. 

During this episode, you’ll learn about:

• The crucial shift within journalism towards prioritizing diversity, equity, and inclusion in both newsroom culture and reporting practices.

• The power of journalism has to influence public opinion, and its promise in debunking pervasive misinformation, disinformation, and lies about this work.

• The ways journalism can build trust by reporting on a broader range of stories that more accurately reflect the complexities of our society.

• First amendment free press attacks and the need for additional resources to secure support for independent journalism.

Ultimately, this episode underscores how a genuine commitment to diversity, equity, and inclusion in journalism is not just about fairness; it's intrinsically linked to fostering a more informed society, strengthening democratic ideals, and contributing to a healthier, more inclusive business landscape centering our humanity. By accurately reflecting the diverse fabric of society, journalism can build greater trust and contribute to a stronger sense of belonging for all.

Want to gain the skills necessary to apply this learning into your work? Join the Belonging Movement newsletter today! As a subscriber, you'll receive exclusive access to special workshops, groups coaching sessions, and 1:1 coaching offers designed to help you lead with your values and build groups that center team safety, trust, and belonging.

Don't just imagine belonging – build it. Sign up now at: https://www.rhodesperry.com/subscribe.

Are you a diversity, equity, and inclusion small business owner feeling the pressure of economic uncertainty and unfounded assaults to your vital work? If you answered yes, then this is an Imagine Belonging Podcast episode you cannot afford to miss!

Over the past 60 years, diversity professionals world-wide have emerged as some of the best business leaders due to the complexity of our work and the industries we continue to influence. Given this high standard of excellence, I am thrilled to introduce you to Amber Vilhauer, CEO of NGNG Enterprises (No Guts No Glory), an Inc. 5000 top marketing agency in the U.S.

Amber’s has supported thousands of entrepreneurs on six continents and specializes in business growth consulting that will help your company experience infinite impact by leading with your values. Amber is a multi-award winner for Female Entrepreneur of the Year and other Women in Business professional awards, which are a testament to her unwavering commitment to excellence and achieving noteworthy results.

Join us as we explore concrete strategies to not just weather the storm, but to rise above it and build a thriving, impactful business.

We dive into:

• Leveraging "Infinite Impact" for Resilience: Discover how the principles of Amber’s newest book, Infinite Impact, can empower DEI business owners to navigate economic headwinds and counter attacks on the industry. Learn to amplify your value and demonstrate your indispensable role.

• Authentic Leadership in Risky Times: Explore proven strategies for becoming an authentically self-expressed business leader, even when advocating for your cause feels risky. Learn to lead with conviction and integrity in this evolving landscape.

• Finding Opportunity in Collective Grief: Uncover how to identify opportunities and offer meaningful support during times of collective grief and loss, recognizing the critical role DEI plays in fostering healing and understanding.

• Reintroducing & Rebuilding: For DEI professionals, we discuss how to strategically reintroduce your expertise and build new narratives that highlight the enduring importance of safety, trust, and belonging in the workplace.

• Your Vision for the Future of Work: Gain insights into the future of work and the pivotal role diversity, equity, and inclusion plays in shaping a more just and prosperous future for all.

Ready to build a resilient and impactful small business that not only survives but thrives?

Join the Belonging Movement newsletter today! As a subscriber, you'll receive exclusive access to special 1:1 coaching offers designed to help you build the business you desire and amplify your economic impact.

Don't just navigate the future – shape it. Sign up now at: https://www.rhodesperry.com/subscribe

What kind of leader do you need to become to create true belonging? This solo meditation with Rhodes Perry guides you to explore the leadership qualities needed to foster creativity, connection, and support on your team, even amidst fear and uncertainty. Reflect on your current leadership style and envision the new shapes that will help you build safety, trust, and belonging. 

• Download: The Belonging Practice Host Guide for deeper reflection after the meditation: https://www.rhodesperry.com/belongingpractice.
• Connect & learn about the 1:1 Belonging Coaching Mentorship Program: https://www.rhodesperry.com/contact. 
• Join the Belonging Movement: https://www.rhodesperry.com/subscribe

Thanks for growing the Belonging Movement!

In a world struggling to embrace the beauty, complexities, and possibilities of gender it’s not surprising that Meta CEO Mark Zuckerberg recently called for more "masculine energy" in corporate America. His callous statement made on the Joe Rogan Experience has sparked controversy and ignited crucial conversations. His comments about masculinity suggest that corporate culture has become too "feminine" and that a "celebration of aggression" is needed.

This perspective perpetuates harmful stereotypes about what it means to be masculine, reinforcing toxic masculinity, which is a set of behaviors linked to violence, homophobia, and the devaluation of women. Recent research by the American Psychological Association reveals that toxic masculinity isn't just detrimental to workplace culture and inclusion efforts; it's also harmful to men themselves. This outdated model of masculinity limits emotional expression, promotes unhealthy competition, and restricts the full spectrum of human experience.

This podcast episode challenges Zuckerberg's narrow view and explores the concept of "multiple masculinities" – a framework that embraces diverse expressions of masculinity, including those that generously diverge from the limited behaviors that toxic masculinity prescribes.  By embracing a broader understanding of masculinity, organizational leaders can usher in a more inclusive and authentic leadership landscape that benefits people who express their genders in many different ways.

To delve deeper into this critical topic, host Rhodes Perry sits down with masculinity expert Adam Segal, founder and facilitator of New Masculinities Group. Adam is a dedicated advocate for critical conversations around gender, sexuality, and masculinity through an intersectional feminist lens. He brings a wealth of experience facilitating men's groups, conducting male accountability work, and promoting anti-racism efforts. 

In this insightful conversation, Rhodes and Adam will explore:

---The limitations of traditional masculinity. Unpacking the harmful impacts of toxic masculinity on individuals, workplaces, and society as a whole.

---The power of multiple masculinities. Exploring the benefits of embracing a broader spectrum of masculine expressions, including those that challenge traditional norms.

---Creating a gender inclusive leadership landscape. Discussing how organizations can foster a culture that values diverse leadership styles and promotes gender equity.

---The role of men in advancing gender equality. Examining how men can actively contribute to creating a more inclusive and equitable workplace for all.

---Practical strategies for challenging toxic masculinity. Offering actionable steps that individuals and organizations can take to dismantle harmful norms and promote healthy expressions of masculinity.

Today’s conversation is designed to support people like you - visionary leaders, and those on their way to joining us. This podcast episode offers a timely and crucial conversation about the future of leadership and the role of masculinity in building gender inclusive workplaces. Savor this insightful talk and if you’d like to connect with inspiring leaders like Adam, be sure to join the Belonging Membership Community by visiting www.rhodesperry.com/subscribe.

https://adamjsegal.com/

https://www.linkedin.com/in/adam-segal-12a07369/

Thanks for growing the Belonging Movement!