Understanding the LGBTQ Workplace Experience OutBuro lgbt professionals community gay lesbian transgender queer bisexual online community

Understanding the LGBTQ+ Workplace Experience

With the current mass job migration in where recent studies have found that around 70% of employees are considering a job change employers need to focus on work culture, benefits, and equality in its full spectrum to retain and attract top talent. Check out our page for employers with numerous employee statistics based on studies to gain a clear perspective. Focusing on diversity, equity, and inclusion is a key metric that most job candidates are seeking. Fabrice Houdart, the co-author of the United Nations’ Business Strategies for LGBTQ+ Inclusion stated in a recent interview with OutBüro that. “LGBTQ+ inclusion is like the canary in the coal mine. If an organization is not doing that well, they likely aren’t doing well diversity and inclusion at all.”

IBM has been a global leader in the space of LGBTQ+ workplace inclusion for a long time. Its earliest LGBTQ+ champion was Stan Kimer, now the VP of Training at the US National Diversity Council. OutBüro had the honor to interview him and he now is part of the OutBüro Advisory Board. Gain an understanding of the transgender experience through hearing from Celia Daniels who is also. on the Advisory Board.

Interviews to further your diversity, equity, and inclusion understanding:

United Nations GLOBE President Gurchaten “Nanoo” Sandhu – LGBTQ+ Leader

Actions employers can take to create inclusive workplaces

Employees are to be more willing than ever before to change employers to find an environment where they can bring their full selves to work, so it is essential for organizations to be proactive to retain and attract top talent.

Around the world we are much more aware of the impact of intersectionality discrimination becomes more pronounced where race, gender identity, gender expression, and sexual orientation intersect.

Discrimination and harassment remain all too real for LGBTQ+ employees and job seekers.

Nearly half (45%) of lesbian, gay, and bisexual Americans surveyed by the IBM Institute for Business Value say their employer discriminates against people who are LGBTQ+. More than 66% of the study respondents say they don’t feel equipped to overcome professional challenges. Underrepresentation of LGBTQ+ in workplace leadership roles continues – only 7% of senior executives surveyed identify as lesbian, gay, or bisexual.

Retaining and attracting top talent is a company’s greatest competitive advantage. COVID has made employee question their current employers. As mentions employees today seem to be more willing than ever before to change employers to find an environment where they can bring their full selves to work and feel aligned with the company’s values and purpose. This makes it even more critical for employers to be proactive and diligent in creating an inclusive work culture and safe workplace environment for employees to thrive.

IBM’s new study, created in collaboration with Out & Equal, calls out a few of the most important actions HR leaders should consider creating more inclusive workplaces and cultures for the LGBTQ+ community and beyond.

Set clear expectations and show employees how they can create an inclusive environment

Organizations need to be very clear about what they expect from employees and leaders in creating a working environment where everyone can be themselves. Key to this is providing education and training for all employees, but especially managers, on LGBTQ+ inclusivity, empathetic leadership, and identifying and addressing unconscious bias.

HR leaders should also share formal guidance on how all employees can use inclusive language, such as gender-neutral greetings (e.g. hi everyone vs hi ladies and gentlemen) and sharing pronouns. An online poll of nearly 600 people conducted supporting the IBM study found that 9% do not feel that the gender they express at work matches their true gender identity, which shows that we still have a long way to go to ensure transgender and non-binary employees feel able to bring their whole selves to work.

Another poll from this study showed 82% of respondents feel more comfortable at work when other employees display their pronouns in email signatures and/or on messaging platforms. At IBM, for example, we have a feature that enables IBMers to display their pronouns on their profiles in our global intranet employee directory and also encourage IBMers to share their pronouns on their email signature and Slack. These changes in language are vital to ensure everyone feels seen, heard and included.

Institute non-discrimination policies and practices

In addition to formal non-discrimination policies, corporate offerings like gender-neutral restrooms, gender affirmation treatment benefits or family leave policies that are LGBT+-friendly are critical. On this front, engaging in ongoing dialogue with LGBT+ employees is crucial to understanding what is working and what is not and what the community needs around the globe. That can include everything from regular virtual meetings to quick pulse surveys. Employee Resource Groups are great communities to tap into to get this feedback.

Use brand eminence as a tool for positive change

Minority groups need to know that their organization supports their human rights, and this goes far beyond the internal policies, training, and benefits. This means that it is critical for organizations to have a deep understanding of the legislative issues facing their employees and to be working towards positive change. I’m proud that at IBM, we have continually supported and pushed for the passage of the Equality Act in the United States, for example.

Invest in filling the LGBT+ leadership pipeline

I strongly believe in the power of role models, as well as sponsorship and mentorship programs to address the LGBTQ+ leadership gap. They are critical tools to help raise up the ideas and concerns of out members of the LGBTQ+ community, and help them overcome challenges they may be facing. From personal experience, I know how helpful it can be to have a senior leader in your corner, and I have also learned a lot from my own mentees. Additionally, by having conversations with my straight, cisgender colleagues about the LGBTQ+ community, I am teaching them new things and giving them an insight into a community they are not a part of. My hope is that those conversations have a ripple effect, and the information is shared with their friends, family members, and colleagues.

Have a clear LGBTQ

+ Employer Branding and Talent Acquisition Strategy

Learn more about how OutBüro can be a tool to showcase your organization through LGBTGQ+ targeted employer branding and talent acquisition at https://outburo.com.

Cultivating a truly diverse and inclusive workplace where all people can thrive is a high bar, but it’s worth the effort.

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Colleges Pioneering LGBTQ Education & Acceptance

HARTFORD, Conn., July 20, 2021 /PRNewswire/ — From 1994 to 2020, public acceptance of LGBTQ+ people rose from 46% to 72%. This meteoric rise is due, in part, to the pioneering work of American colleges and universities. 

Some began their efforts even before the American Psychiatric Association dropped its categorization of homosexuality as a mental illness in 1973

Given the progress, College Values Online studied and ranked the top 30 colleges that continue to find innovative ways to recognize and include the LGBTQ+ community into society.

“During pride month, we took the opportunity to examine which colleges were finding ways to break down barriers and make their campuses a safer, more inclusive space for their LGBTQ+ students, faculty, and staff,” said Julia McCaulley, College Values Online Editor. “What we found was very encouraging. Acceptance of diversity is a crucial aspect, not only to those within the LGBTQ+ community but to everybody who works, studies, and lives on college campuses across the country. We are pleased to present the schools that earned top marks for promoting these changes!”

Here’s a sampling of  30 US Colleges That Have Made Great Strides In LGBTQ+ Acceptance

The University of Michigan
Ann Arbor, Michigan
Thanks to LGBTQ+ activists at the University of Michigan, the college made history in 1971 when it opened the first staff office for LGBTQ+ students in an American institution of higher learning. The two-person staff created a system of peer advisors trained to help LGBTQ+ students. Today, LGBTQ+ issues are promoted throughout the college. For instance, its medical school ensures that all of its students learn about LGBTQ+ health concerns. Campus Pride names it one of the best LGBTQ+ colleges in America.

University of California, Los Angeles
Los Angeles, California
This university has led significant achievements in LGBTQ+ rights. Perhaps the earliest indirect accomplishment was the graduation of John Burnside, who later founded the Los Angeles Gay Liberation Front. In the 1950s, a college urologist performed one of the earliest gender-reassignment surgeries. One of its psychologists published research showing that homosexuality was not a psychological disease. Pioneering achievements continue at UCLA. For instance, the college’s health department has been tracking transgender and nonbinary experiences during the pandemic in the hopes of providing better care. 

University of Oregon
Eugene, Oregon
The University of Oregon has seen more than four decades of grassroots activism by LGBTQ+ students, faculty and staff, and community allies. In 1969, the University became home to the Gay People’s Alliance. The first accommodation that the college provided to LGBTQ+ people took place in 1971, when the college adopted equal employment opportunities, by stating that it would not regard any “extraneous considerations” in hiring decisions. In 1992, the college formed the Standing Committee on Lesbian, Gay, Bisexual, Transgender (LGBT). Today, the college encourages equality in many ways, such as the John R. Moore Scholarship, which gives students $2,000 for excelling in contributing to the LGBTQ+ community at the college.

Purdue University
West Lafayette, Indiana
The first LGBTQ group on the Purdue University campus was the Purdue Gay Alliance, formed in 1971. A few years later, the college became home to the Gay Liberation Front and the Gay Women’s Alliance. Today, the college’s LGBTQ+ Center hosts a wide range of welcoming activities. Higher Education Today notes that Purdue University has one of the best LGBTQ inclusion policies in America. 

Stanford University
Stanford, California
The Stanford Sexual Rights Forum was founded in 1965. This student organization became the first student group to advocate nationally for civil rights for LGBTQ+ people. In 1968, the college also saw the foundation of the Homophile League of Stanford University, the second homosexual student group in America. It was followed up in 1970 with the Stanford Gay Students Union. More achievements included the first gay studies course in 1973 and the tenured hiring of the first openly gay professor at the college in 1977. More recently, the college introduced the Stanford LGBT Executive Leadership Program in 2016. 

University of Pennsylvania
Philadelphia, Pennsylvania
The University of Pennsylvania is home to the second oldest LGBTQ+ center in America, which opened in 1982. It has grown over the years and today occupies an entire building on campus. Additionally, the college’s hospitals are renowned for LGBTQ+ patient care. In fact, in 2018, Human Rights Campaign stated that the hospitals were leading LGBTQ+ healthcare equality efforts. Fastweb names the University of Pennsylvania the most LGBTQ+-friendly college. 

For the complete list and ranking methodology, click here.

Contact: Julia McCaulley, Editor
Phone: 518-496-0845
Email: http://www.collegevaluesonline.net/contact/

SOURCE College Values Online

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New Survey Shows Los Angeles VCs Outpacing National Funding for Women, POC-Led Businesses; Wide Pay Gaps Still Exist in LA Tech, Ageism Concerns Emerge

PledgeLA to convene task force to address systemic pay inequities and raise non-equity funding for Black & Latinx entrepreneurs

LOS ANGELES–(BUSINESS WIRE)–PledgeLA, a coalition of hundreds of venture capital (VC) and tech leaders in Los Angeles working to increase equity, community engagement, and accountability around corporate diversity efforts, today released the results of its expanded, third-annual diversity, equity, and inclusion survey.

Launched in October 2018, PledgeLA is a partnership between the Annenberg Foundation, the Office of Los Angeles Mayor Eric Garcetti, and 219 L.A. venture capital firms and tech companies. PledgeLA is unique among VC and tech DEI efforts in that it annually measures its members’ progress and provides support to help member companies achieve improved DEI goals and outcomes. No other region in the nation collects self-reported data on diversity, equity, and inclusion (DEI).

This year’s PledgeLA diversity survey is the largest ever conducted for Los Angeles VC and tech companies, with participation from 174 organizations. Key findings of this year’s survey include:

  • Investments from PledgeLA VCs for Black, Latinx, and women founders outpace the national average: The investments made by PledgeLA VCs in Black founders increased by 71% since last year (see graph here). Far more gains are needed, however, when it comes to funding for women and Latinx-owned business. Given that one out of every 10 VC dollars flows through Los Angeles – a 39 percent increase from 2019 – these trends have national implications.1
  • Women and People of Color Face Persistent Pay Gaps: While women in L.A. tech companies have greater representation from entry level to senior management positions than Silicon Valley2, women earn significantly less than men (see graph). This gaps is larger than the national average. Additionally, Black and Latinx employees earn far less than their peers (see graph).
  • Number of Gen X Tech Employees in the Workforce Saw Significant Decrease in 2021: While the majority of staff demographics remained unchanged between the 2020 and 2021 surveys, we did see a significant shift in the age of PledgeLA companies’ workforce. Just 22% of workers report belonging to Generation X or older this year, a decline from 37% last year. This means the vast majority of the L.A. tech workforce was born between 1980 and 1990, a spike in the number of Millennials, and a decline in opportunities for older adults. This raises important questions about potential ageism and the representation of diverse age groups in the tech workforce.

Despite the persistent challenges faced by the L.A. tech and VC sectors when it comes to increasing diversity, PledgeLA has seen encouraging signs that its efforts are bearing results. With a multi-year focus on increasing access to jobs in tech, venture capital, and funding for women and POC-led startups, the initiative is focused to ensuring that measurable growth and progress continue. Over the coming year, PledgeLA and AnnenbergTech have committed to:

  • Raise another $1 million over two years for “The PledgeLA Founders Fund– This is an annual pool of non-dilutive funding that provides $25,000 grants to 20 early-stage Black and Latinx-led companies. In addition to no-strings funding to help grow their business, the Annenberg Foundation provides each with four months of technical assistance with Grid110, while PledgeLA’s network of leaders and businesses help grow participants networks and find other sources of capital. Following last year’s pilot, which focused on entrepreneurs in the South L.A. community, the effort has already helped founders of color make measurable gains. In a little more than six months, the pilot group raised more than $2.55 million in follow-on capital, hired 29 employees, and 89% of businesses increased recurring revenue.

In 2021, the program will expand to serve early-stage Black and Latinx founders across all of Los Angeles County, buoyed by support from new partners Earvin “Magic” and Cookie Johnson and the Anthony and Jeanne Pritzker Family Foundation. Both have pledged multi-year funding and outreach support for the effort for the next two years.

“Backing visionary entrepreneurs of color is a clear path to building economic opportunity and generational wealth for our communities,” said Earvin “Magic” Johnson, Chairman and CEO of Magic Johnson Enterprises. “We’re excited to back the PledgeLA Founders Fund because it highlights the tremendous untapped potential for businesses led by people of color that might otherwise be overlooked. When investors broaden their lens, we all win.”

  • Convene a task force to address ongoing regional concerns around racial and gender pay equity. – Working with advisors from PledgeLA’s leadership team, approximately 20 participating businesses will be asked to gather and reflect on detailed internal data about pay equity and their compensation practices. While each participant’s data will be kept private, the group will identify challenges they all share, and be tasked with making recommendations for the broader ecosystem about ways to ensure fairer pay. Additionally, this group will partner with experts from the new Wallis Annenberg GenSpace to examine the images of ageism and generational differences in representation.
  • Expand its core programs that seek to increase access to jobs for women, people of color, and under-represented groups. – PledgeLA’s core programs include its Summer VC Internship Program, a collaboration with HBCUvc, which provides interns with 10 weeks of experiential learning, including full-time work at a VC firm. Of this year’s final cohort, 100 percent identify as a woman or a person of color. Alumni of the program have gone on to investment roles at the Dorm Room Fund, PayPal Ventures, Upfront Ventures, and Vamos Ventures.

PledgeLA also has a Tech Mentorship Program, hosted in partnership with the Riordan College to Career Program at UCLA Anderson School of Management. This program matches 50 L.A. tech leaders as mentors to 50 first-generation college students and recent grads. Meeting monthly for a full year, PledgeLA mentors work with PledgeLA to place students in either tech internships or a full-time role by June 2022. Last year, just over 80% of mentees were matched full or part-time opportunities at companies including Accenture, Amazon, Crexi, Google, Oracle, PwC, J.P. Morgan, McKinsey, and U.S. Bank.

“The Annenberg Foundation and our Chairman Wallis Annenberg created PledgeLA to ensure that all Angelenos benefit from the growth of our Los Angeles tech and innovation sector,” said Cinny Kennard, Executive Director, Annenberg Foundation. “Despite the persistent challenges we face, the impact made over the last three years shows our collective’s tremendous potential. In that time, PledgeLA has matched nearly 150 underrepresented Angelenos with paid opportunities in tech and VC, provided $500k in grants to founders of color, and fostered a regional spirit of accountability and action.”

“Los Angeles has one of the most diverse economies in the country because we know our businesses are stronger when they represent the people they serve,” said Los Angeles Mayor Eric Garcetti. “PledgeLA’s work to provide critical data and blueprints for action will help us continue to break down barriers to opportunity for underserved and underrepresented Angelenos in the workforce.”

The complete aggregated results from the survey are available here: https://pledgela.org/accountability/

About PledgeLA’s Survey Methodology & Regional / National Comparisons

In a context where a lack of data around diversity and representation is the norm, PledgeLA’s efforts represent a bold step towards authentic local accountability. No other region collects self-reported data on diversity, equity and inclusion. Most reports traditionally rely on secondary data-sources, such as government records that only focus on race and gender and have no public reporting requirements. Additionally, unlike PledgeLA’s annual survey, which captures both company location and employees’ hometowns, other regional surveys lack specificity when it comes to geography.

To gather this type of data from companies of all stages, PledgeLA partnered with Pluto, a diversity & inclusion platform, powered by survey and communication features that are specifically designed to help advance [DEI] efforts. Pluto offers comprehensive DEI metrics, advanced intersectional analytics within and across companies, and proprietary privacy measures that protect respondent identities regardless of company size. For the comparisons to Silicon Valley, the PledgeLA team used the Center of Investigative Reportings 2018 survey of diversity in Silicon Valley as a point of comparison for race and gender data. To benchmark our venture capital portfolio data, we indexed our findings against the 2020 RateMyInvestor Diversity in US Startups report, which analyzed the investments of 100 non-overlapping firms.

About PledgeLA

PledgeLA is a collective of L.A.-based tech companies and venture capital firms working to create measurable change in the areas of community engagement, diversity, equity, and inclusion. Created in partnership with Mayor Eric Garcetti, the Annenberg Foundation, and over 215 Los Angeles venture capital (VCs) and tech companies, PledgeLA’s members make a commitment to track their community engagement and diversity data each year and make that data publicly available. They also work to expand their engagement with local nonprofits that support diverse talent and reflect the civic spirit of Los Angeles. Additional support for PledgeLA has been provided by the Acevedo Foundation, the Weingart Foundation, and the Conrad N. Hilton Foundation.

About the Annenberg Foundation

The Annenberg Foundation is a family foundation that provides funding and support to nonprofit organizations in the United States and globally. The Foundation and its Board of Directors are also directly involved in the community through innovative projects that advance public well-being, spark new ideas, and spread knowledge. The Foundation is committed to core values of responsiveness, accessibility, fairness, and involvement. To learn more about the Annenberg Foundation and their various initiatives, click here.

PledgeLA Venture Capital Signatories:

Act One Ventures, Activist Artist Management, Alpha Edison, Amplify, Backstage Capital, BAM Ventures, Baron Davis Enterprises, BCG Digital Ventures, Beach View Capital, BioscienceLA, Blue Skies Unlimited, Bonfire, Bryant Stibel, China Visionary Group, Clocktower Technology Ventures, Comcast Ventures, Cooley LLP, Core Innovation Capital, Countrywood Holdings, Crosscut Ventures, Diverse Communities Impact Fund, Embark Ventures, Early Growth Financial Services, Evolution, Fifth Wall Ventures, Fika Ventures, First Republic Bank, Greycroft, Halogen Ventures, HMC INQ, KW Capital Partners, LDR Ventures, List Ventures, Los Angeles Cleantech Incubator (LACI), Luma Launch, M13, March Capital, MarsBio, MaC Venture capital, MiLA Capital, MOBD Ventures, Moonshots Capital, Mucker Capital, Muse Capital, Navigate Ventures, Navitas Capital, Okapi Venture Capital, PLG Ventures, Plug and Play, PLUS Capital, Pritzker Group Venture Capital, Roadster Capital, SA&M Preccelerator, Scopus Ventures, Silicon Valley Bank, Slauson & Co., Sound Ventures, Stage Venture Partners, Starburst Accelerator, Stat Zero Group, StillMark, Sutton Capital Partners, Tale Venture Partners, Techstars, TenOneTen Ventures, The 22 Fund, Thin Line Capital, Troy Capital Partners, Trousdale Capital Management, TYLT Ventures, UCLA Biodesign, Upfront Ventures, USC Marshall Venture Fund, VamosVentures, Vine Ventures, Watertower Ventures, Wavemaker Partners, The West Coast Consortium For Technology & Innovation in Pediatrics, Women’s, Innovation Fund Accelerator, and Wonder Ventures

PledgeLA Tech Company Signatories:

2Swim, 7TILL8 Wetsuits, 70 Million Jobs, 81cents, Accurate Property Tax Inc., AlgoPay, Inc., Altura, amginE Ink, LLC, Artium Technologies, LLC, Aspiration, AudioCardio, AvantStay, Inc., Avisare, Basepaws, BESE, Beyond Meat, Bird, Blue Fever, Boingo Wireless, Breadware Inc., BUENA, CareNodes, Commercial Real Estate Exchange, Inc. (CREXi), Community, COMUNITYmade, Coral, Cornerstone OnDemand, CPR Save, Creative Spoons, Croquet Corporation, Cuál, DailyKarma, DASH Systems, Inc., Data 360, Denken Solutions Inc., Dogdrop, Dollar Shave Club, dot.LA, DPFTRAC, Elevate My Brand, EMWDESIGNS, Emblematic Group, Encantos, Enplug, Ettitude, Everytable, EVgo, Expy Health, FabFitFun, FairClaims, Fama, FamiLeague, Inc., Fernish, Finli, FLATLAY Inc., Flavors from Afar, Gearup 360, Giftata, Gladeo, Golden, Good Job, Grid110, Hawke Media, Heir Apparent, Helpr, Holisticism, Honey, HopSkipDrive, Hot Bit VR, Idealab, Inclusology, Instil, Jam City, Jasper, Jimaye, Joymode, Jump Watts Inc., Kitchen Table App, Larta Institute, Launchmaps, Lawgood, Liquid, Lorals, Mahmee, MediaAlpha, MediPocket, Me Tyme Network Inc., Mikomoss Labs, Mondays Labs, Munchee Haus, Noun Project, Nuyorktricity, Officebook, Omaze, OurOffice Inc., Ozobot, PAIRE, Parkonomik, Peachscore, Peak Metrics, Perch Mobility, Inc., Pick My Solar, Ping, Pledge, PocketCFO, Pocketwatch, Rapid7, Reel, Sabio Enterprises, Inc., ScaleHealth, Snap Inc., Solver, Inc., Soylent, SteelHouse, Stellar Agency, StoryPlace, SUMA Wealth, Sweet Flower, sweetgreen, TALA, Tastemade, Techonsite Corporation, TecnoLatinx, The Bouqs Company, The Handoff Company, Thrive Market, Toucan, Tradesy, Trappit, US, TuesdayNights, Two Bit Circus, UNOMi, Valence Enterprises, Inc., Virgin Hyperloop One, #WeAllGrow Latina Network, Wellsayer, WeTransfer, Zip & Go Assist (Virtual Assistants), and Zypp

____________________________

1 The aggregated data from surveys and the report were combined to create a “snapshot” of L.A.’s progress towards advancing equity in LA tech and access to capital. Combining self-reported data from leaders, staff-level surveys, and public data, this represents the most detailed, multi-year look at Los Angeles investment dollars ever prepared.

2 Comparison of PledgeLA tech company demographics against the Center for Investigative Reporting’s 2016 analysis of 22 Silicon Valley companies’ EE0-1 reports: https://revealnews.org/article/hidden-figures-how-silicon-valley-keeps-diversity-data-secret/

Contacts

Katie Dunham

katie@katiedunham.net

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Pitney Bowes Named One of Forbes’ Best Employers for Women 2021

Company receives award for fourth consecutive year

STAMFORD, Conn.–(BUSINESS WIRE)–Pitney Bowes Inc. (NYSE:PBI), a global technology company that provides commerce solutions in the areas of ecommerce, shipping, mailing and financial services, has been recognized as part of Forbes’ annual list of America’s Best Employers for Women 2021. This prestigious award is presented by Forbes and Statista Inc., the world-leading statistics portal and industry ranking provider.


The Best Employers for Women 2021 were chosen based on an independent survey of 50,000 employees currently employed at companies with at least 1,000 workers in their U.S. operations and focused around issues relevant to women in the workplace. The participants assessed their companies according to the following criteria: Discrimination, Family Support, Flexibility, Parental Leave, Pay Equity, and Representation & Career. Additionally, participants were asked to evaluate other employers in their respective industries that stand out either positively or negatively with regards to gender issues, from which only the recommendations of women were considered.

“Pitney Bowes is a place that not only talks about diversity and inclusion, but actually demonstrates it as well. I feel it in every conversation. Everybody is being valued. People pause and listen or ask that clarifying question,” said Ana Chadwick, Executive Vice President and Chief Financial Officer, Pitney Bowes. “It’s both the diversity and the inclusiveness that I have felt that makes me incredibly proud to have joined—be a part of—Pitney Bowes.”

“Pitney Bowes is thrilled to be recognized by Forbes as a Best Employer for Women for the fourth consecutive year,” said Sheryl Battles, Vice President Global Diversity, Inclusion and Engagement at Pitney Bowes. “Through generations of leadership and continuing changes in our business, we’ve sought to deliver our best to our stakeholders by creating a diverse and inclusive culture. We are proud of our long history of strategic action and advocacy for diversity and inclusion, but also know there is more work to do and are energized to continue moving forward.”

Pitney Bowes established its first Women’s Resource Group in the late 1980s to support the growth of women throughout the company. The Pitney Bowes Women’s Inclusion Network (PBWIN) was established in 2016 to create a community of advocates and allies of all genders who want to grow their awareness and understanding, enhance collaboration and support the professional advancement of women. It is based on the belief that when women win, the company wins and is designed to create opportunities for conversation, learning, and best practice exchange for women’s growth and development.

In 2020, in response to the challenges of the pandemic, PBWIN created a separate network for caregivers of all genders, the Pitney Bowes Caregiver Assurance Network (PBCAN). PBCAN provides a voice and forum to leverage practical information, education and support about the joys and challenges of caring for others while navigating the professional world.

Pitney Bowes’ history of diversity and inclusion started in the 1940s, and that legacy of leadership continues through today with active support from the Board of Directors, CEO and leadership team and employees. The company’s vision is to use diversity and inclusion as a competitive differentiator to attract and engage the best talent, generate enhanced value for clients, work together better and deliver relevant innovation in the markets it operates. The company’s belief in the value of leveraging differences to produce superior results can be seen in the fact that Women have led a variety of Pitney Bowes businesses and operations since the 1990s. Today, women comprise 50% of the company’s Board of Directors, 43% of the global workforce, 30% of the Senior Management Team and 32% of management.

Pitney Bowes’ inclusion in the Forbes Magazine List of America’s Best Employers for Women is the latest in its numerous accolades recognizing the company’s diverse workforce and inclusive culture including:

  • 2021 Human Rights Campaign’s Corporate Equality Index
  • 2021 Best Workplace in Asia™ by the Great Place to Work® Institute
  • 2020, 2021 Forbes Best Employer for Diversity
  • 2018, 2019, 2020, 2021 Forbes Best Companies for Women
  • 2018, 2019, 2020 Bloomberg Gender Equality Index (GEI)
  • 2018 Forbes Best Large Employers
  • 2018, 2021 India’s Best Companies to Work For
  • Catalyst CEO Champions for Change

To learn more about Pitney Bowes’ commitment to diversity and inclusion visit our newsroom.

About Pitney Bowes

Pitney Bowes (NYSE:PBI) is a global technology company providing commerce solutions that power billions of transactions. Clients around the world, including 90 percent of the Fortune 500, rely on the accuracy and precision delivered by Pitney Bowes solutions, analytics, and APIs in the areas of ecommerce fulfillment, shipping and returns; cross-border ecommerce; office mailing and shipping; presort services; and financing. For nearly 100 years Pitney Bowes has been innovating and delivering technologies that remove the complexity of getting commerce transactions precisely right. For additional information visit Pitney Bowes at www.pitneybowes.com.

Contacts

Marifer Rodriguez

Pitney Bowes

marifer.rodriguez@pb.com
(203) 351 7416

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Nada Llewellyn Joins Kramer Levin as Chief Diversity and Inclusion Officer

NEW YORK–(BUSINESS WIRE)–Kramer Levin is pleased to announce that Nada Llewellyn is joining the firm as chief diversity and inclusion officer.

Ms. Llewellyn will advise senior leadership on a wide range of strategic initiatives related to diversity, equity and inclusion. Her C-level position is part of the firm’s increased investment in further developing its legal talent and builds on the commitment the firm made to diversity and inclusion in 2007 when it first hired a director to focus on the firm’s diversity initiatives.

Ms. Llewellyn joins Kramer Levin after serving as chief diversity officer, associate vice president for human resources and deputy general counsel for St. John’s University, where she oversaw the university’s diversity, equity and inclusion initiatives and the human resources department. She was a member of the President’s Advisory Council and presented on matters related to diversity and inclusion to the board of trustees and board of governors. Prior to joining St. John’s University, Ms. Llewellyn practiced law at an Am Law 100 firm.

Howard T. Spilko and Paul Schoeman, co-managing partners of Kramer Levin, said, “We are pleased to welcome Nada to Kramer Levin. Her arrival represents a significant enhancement of our leadership team and underscores our long-standing commitment to diversity as well as our resolve to accelerate our progress as a firm and help create real forward momentum in the legal industry.”

Mat Rosswood, chief operating officer of the firm, added, “Nada brings precisely the experience and talents required to help us set and achieve diversity and inclusion goals that not only are consistent with overall strategy but help promote it. Hers will be an important voice in strategic discussions going forward, and I look forward to our work together.” Ms. Llewellyn will join the team of officers directly led by Mr. Rosswood.

Kramer Levin has historically recognized that diverse perspectives and experience have fundamental value and are necessary to achieve success. A champion for diversity, the firm has been recognized for its progressive policies, pro bono service and Diversity Committee by numerous publications, including Chambers and Vault.

Chris Auguste, chair of Kramer Levin’s Diversity Committee, said, “Nada is the right person at the right time to fill the role of the firm’s chief diversity and inclusion officer. In this position, Nada will provide a unifying voice for our diversity initiatives and ensure that we achieve our diversity, equity and inclusion goals.”

Ms. Llewellyn said, “I’m delighted for the opportunity to join Kramer Levin, a firm that is making significant investments now to help ensure the future success of its diversity, equity and inclusion initiatives. I feel the energy and enthusiasm for positive change throughout the firm, and I look forward to collaborating with leadership and utilizing my experience to help accelerate that process.”

Ms. Llewellyn received a J.D. from the University of Michigan Law School, where she served as an associate editor of the University of Michigan Law Review, and her B.A. from Dartmouth College.

About Kramer Levin Naftalis & Frankel LLP

Kramer Levin provides proactive, creative and pragmatic solutions that address today’s most challenging legal issues. The firm is headquartered in New York with offices in Silicon Valley and Paris, and fosters a strong culture of involvement in public and community service. For more information, visit www.kramerlevin.com.

Contacts

Jennifer Manton

Kramer Levin Naftalis & Frankel LLP

212-715-7612

jmanton@kramerlevin.com

Peter Pochna

Rubenstein for Kramer Levin

212-843-8007

ppochna@rubenstein.com

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Port Houston Launches Business Equity Division

DIVERSITY AND GROWTH OPPORTUNITIES THROUGH NEW MWBE PROGRAM

HOUSTON–(BUSINESS WIRE)–Port Houston has announced its new MWBE Business Equity Program and Initiative, receiving praise and support from Houston Mayor Sylvester Turner and Harris County Commissioners Rodney Ellis, Adrian Garcia, and other community and business leaders at Thursday’s official announcement regarding Port Houston’s newly-formed Business Equity Division.


Port Houston has created this new division to create greater equity for minority and women-owned business enterprises participating in its procurement and contracting processes.

“I am proud that the new division will elevate the profile of Diversity, Equity, and Inclusion (DEI) at Port Houston,” said Executive Director Roger Guenther. “I assure you that it will have the organizational support and leadership needed to produce meaningful and sustainable long-term change.”

Mayor Turner and other elected officials described the new program as “historic.” Each also emphasized the potential of the program for minority and women-owned and small businesses, to sustain and grow their businesses through access, education, and opportunities – economic impacts helping families, and the community as well.

“The new Business Equity Division will report directly to me,” said Executive Director Guenther. “It will include Port Houston’s successful Small Business Program and will champion the new MWBE initiatives and DEI efforts.”

Guenther added that as Port Houston addresses DEI, it considers this new business equity program as “forward-looking,” and a “public declaration,” capturing the initiative and vision for DEI at Port Houston.

This new initiative also includes the Port Commission’s June adoption of a DEI Position Statement, reorganization in March of the Port Commission’s Procurement and Small Business Development Task Force as the Business Equity Committee, adoption of a new MWBE Development Policy in April, with an aggressive 30% aspirational goal for participation, and the creation of a strategic marketing plan for outreach about the new MWBE program to the community.

More details on Port Houston Business Equity Program are found here: https://porthouston.com/business-equity-enrollment/. Statements and full quotes provided by Port Houston Chairman Ric Campo, Port Commissioner and Business Equity Committee Chair Wendy Montoya Cloonan, Harris County Judge Lina Hidalgo, and Harris County Pct 1 Commissioner Rodney Ellis can also be found here: https://porthouston.com/business-equity-quotes/.

About Port Houston

For more than 100 years, Port Houston has owned and operated the public wharves and terminals along the Houston Ship Channel, including the area’s largest breakbulk facility and two of the most efficient and fastest-growing container terminals in the country. Port Houston is the advocate and a strategic leader for the Channel. The Houston Ship Channel complex and its more than 200 public and private terminals, collectively known as the Port of Houston, is the nation’s largest port for waterborne tonnage and an essential economic engine for the Houston region, the state of Texas, and the U.S. The Port of Houston supports the creation of nearly 1.35 million jobs in Texas and 3.2 million jobs nationwide, and economic activity totaling $339 billion in Texas – 20.6 percent of Texas’ total gross domestic product (GDP) – and $801.9 billion in economic impact across the nation. For more information, visit the website at www.PortHouston.com.

Contacts

Lisa Ashley, Director, Media Relations

Office: 713-670-2644; Mobile: 832-247-8179

E-mail: lashley@porthouston.com

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Equilar Partners with Disability:IN to Advance the Inclusion of Board Candidates with Disabilities

Equilar BoardEdge will capture disability self-disclosure metrics for companies looking to recruit qualified board members with disabilities and publicly report their efforts

REDWOOD CITY, Calif.–(BUSINESS WIRE)–Equilar, the leading provider of corporate leadership data solutions, today announced a partnership with Disability:IN, the global organization driving disability inclusion and equality in business. It is the first partnership dedicated to advancing boardroom diversity through the inclusion of business executives with disabilities.

The two organizations consulted with the American Association of People with Disabilities (AAPD) to develop a new data flag in the Equilar BoardEdge platform that will capture disability self-identification data on individual profiles of board-ready candidates. Senior executives and board members can create a profile in the Equilar BoardEdge database of over one million candidate profiles. As data accumulates, Equilar will use the metrics to help companies find talent with disabilities as well as report on the progress made toward improved representation.

Disability:IN will join the Equilar Diversity Network of nearly 50 partner organizations that work with Equilar to support board diversity initiatives, including Nasdaq, Executive Leadership Council and Out Leadership.

“We’re proud to work with Disability:IN to expand the scope and depth of diversity and inclusion efforts at the board level to people with disabilities,” said David Chun, Founder and CEO of Equilar. “People with disabilities are integral to our society and our workforces. It’s important that they have representation at the highest level of corporate organizations to ensure their voices are heard.”

Representation and disclosure of individuals with disabilities at the board of director level and in the C-suite has emerged as a material issue in ESG investing and corporate governance. Investors increasingly recognize the impact board diversity has on business performance and are asking companies to measure, benchmark and publicly disclose their disability inclusion metrics. This includes 30 institutional investors representing $2.8 trillion that have signed the Joint Investor Statement on Disability Inclusion.

“You can’t be what you can’t measure. To create a truly inclusive workforce, we need leadership at the top from those who openly identify and talk about having a disability, in order to reduce the fear associated with self-identification and recognize disability as a strength,” said Chad Jerdee, Board Chair, Disability:IN. “Through our work and with the support of Equilar, we can start to gain that representation in the boardroom and create meaningful change in business and society.”

According to the 2021 Disability Equality Index (DEI), an annual benchmarking program created by Disability:IN and the American Association of People with Disabilities (AAPD), only 5% of 12 million employees and 10% of senior executives at the 319 participating companies self-identified as having a disability. The 2022 DEI will include three new questions to ascertain whether companies are pursuing the nomination of board members with disabilities as well as publicly reporting this information.

“People with disabilities have been calling on corporate America to recognize their status as a marginalized minority group akin to other underrepresented populations. Equilar believes that people with disabilities are an important component of building diverse board talent. The addition of disability metrics is a powerful tool for advancing corporate diversity and inclusion initiatives and for giving people with disabilities an opportunity to lend their diverse abilities and perspectives at the highest levels—in the boardroom,” said Ted Kennedy, Jr., Board Chair of the DEI.

About Disability:IN

Disability:IN is a global organization driving disability inclusion and equality in business. More than 280 corporations trust Disability:IN to activate and achieve disability inclusion across their enterprise and in the broader corporate mainstream. Through the world’s most comprehensive disability inclusion benchmarking; best-in-class conferences and programs; and expert counsel and engagement, Disability:IN works with leading businesses to create long-term business and societal impact. Join us at disabilityin.org/AreYouIN #AreYouIN

About the Equilar Diversity Network

Launched in September 2016 to advance diverse representation in boardrooms across the globe, EDN now consists of more than 45 partner organizations and nearly 170,000 diverse board candidates, supplementing nearly one million candidate profiles already in the Equilar BoardEdge database. EDN is a consortium of leading diversity-focused organizations consolidating robust registries of board-ready executives into one searchable database. Since the Network was founded, more than 2,000 members across EDN partner organizations have been appointed to corporate boards.

About Equilar

Equilar is the leading provider of corporate leadership data solutions. Companies of all sizes rely on Equilar for their most important business decisions, including 70% of the Fortune 500 and institutional investors representing over $20 trillion in assets. Equilar offers data-driven solutions for business development, recruiting, executive compensation and shareholder engagement that bring together business leaders to drive exceptional results. Founded in 2000, Equilar is cited regularly by Associated Press, Bloomberg, CNBC, The New York Times, The Wall Street Journal and other leading media outlets. Learn more at www.equilar.com.

Contacts

Amit Batish

Director, Content & Communications

Equilar

650-241-6697

abatish@equilar.com

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Exabeam Announces Support of FirstBoard.io to Increase Women Leaders on Technology Boards

Exabeam CMO Sherry Lowe is among the founding members working to establish greater diversity and inclusion in C-suites and boardrooms

FOSTER CITY, Calif.–(BUSINESS WIRE)–#ExabeamExabeam, the security analytics and automation company, today announced its support of FirstBoard.io, a curated network of highly qualified and diverse technology leaders seeking corporate director roles.

“Having industry-leading companies like Exabeam support the goal of increasing diversity in the boardroom is critical to really pulling our mission forward,” said Rita Scroggin, founder of FirstBoard.io. “We are grateful to have an exceptional veteran executive like Exabeam CMO Sherry Lowe as a founding member. Sherry is committed to FirstBoard.io’s mission to find opportunities for women leaders ready to offer their extraordinary skills and experiences to tech industry boards.”

In partnership with several leading companies, FirstBoard.io focuses on removing persistent obstacles that have prevented women from being chosen for executive boards and the C-suite, and by doing so, fosters greater success for companies across the tech industry.

The numbers speak for themselves. Higher corporate financial performance has continually been attributed to greater diversity in both management and board-level seats. Credit Suisse Research Institute found that shares of companies with more than 20% female management outperformed organizations with less than 15% female management by 5%. In addition, a study published in the Harvard Business Review noted that after companies appointed women to the C-suite, openness to change increased by 10%.

Yet, until a mandatory diversity requirement is enforced, the default choice to fill the boardroom or the C-suite remains white men. Beyond exclusion, contributing to the challenges for women leaders to be chosen for board seats is, in general, a lack of visibility of the women who are ready for the roles.

“As women, we are responsible for helping other women rise through the corporate ranks,” said Lowe. “Exabeam has established programs explicitly for recognizing women leaders, and that is why our sponsorship of FirstBoard.io is a great fit. I believe in this mission, and we are committed to elevating women leaders and highlighting the value they can bring to the boardroom and the C-suite.”

While the tech industry has made some strides to improve diversity and inclusion practices, there is far more work to be done. Chief marketing officer (CMO) positions across industries are largely held by women, for instance. In fact, 14 women round out the top 25 of Forbes’ Most Influential CMOs list, yet CMOs are often missing from technology company boards.

Lowe continued, “The benefit of having female board members is obvious in that they bring different perspectives and skill sets required for real success. If you only hire one type of person, you will only get one type of view of the world. People of all backgrounds and perspectives are needed, along with representation of all functional areas across the business. Board meetings are more effective when the people in the room also understand what it takes to run an effective global marketing program, which is directly interconnected with how to strengthen the company’s external brand and culture for both moral and long-term recruitment purposes.”

Exabeam fosters a corporate culture that champions women, men, and diversity for all. This sponsorship is the latest addition to the Exabeam Cares program, dedicated to improving local and global communities through investing in give-back programs, primarily focused around education and diversity. The overarching program also partners with the ExaGals program, which focuses on supporting and empowering the women of Exabeam, as well as women in the technology community at large, with career development, education and personal growth opportunities.

About FirstBoard.io

FirstBoard.io is a curated collective of diverse technology leaders who have been in key operating roles at startups and private and public technology companies. FirstBoard.io is an invite-only community of highly qualified women who have been selected based on criteria including technical depth, operational leadership and go to market experience, amongst other criteria. FirstBoard.io does not charge its members a fee. For more information on members of the FirstBoard.io mission, please visit https://www.firstboard.io.

About Exabeam

Exabeam is a global cybersecurity leader that adds intelligence to every IT and security stack. We are reinventing the way security teams use analytics and automation to solve threat detection, investigation, and response (TDIR), from common security threats to the most critical that are difficult to identify. The Exabeam Security Operations Platform is a comprehensive cloud-delivered solution that leverages machine learning and automation using a prescriptive, outcomes-based approach to TDIR. It is designed and built to help security teams detect external threats, compromised users and malicious adversaries, minimize false positives, and make security success the norm. For more information, visit www.exabeam.com.

Exabeam, the Exabeam logo, Exabeam Fusion, Threat Hunter, Smart Timelines and Security Operations Platform are service marks, trademarks or registered marks of Exabeam, Inc. in the United States and other countries. All other brand names, product names, or trademarks belong to their respective owners. © 2021 Exabeam, Inc. All rights reserved.

Contacts

Allyson Stinchfield

Exabeam

ally@exabeam.com

Alyssa Pallotti

Touchdown PR for Exabeam

860.878.2518

exabeam@touchdownpr.com

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SHRM Foundation Launches Inaugural Tharseō Awards to Recognize Leaders Who Are Boldly Changing the Workplace

ALEXANDRIA, Va.–(BUSINESS WIRE)–The SHRM Foundation announced today that it will recognize pioneering business leaders who are boldly changing the workplace—and the world—with its inaugural Tharseō Awards. Tharseō (thar-seh’-ō)—derived from the Greek word meaning “courageous, confident and bold”—highlights leaders who are on the forefront of creating and strengthening the vital connection between employees and company purpose. Recipients will be honored at Gotham Hall in New York on Oct. 4, 2021, as the SHRM Foundation hosts its first celebration in honor of leaders who serve as visionaries, innovators and change agents.

“To reshape the future of work, leaders must be at the forefront of the evolving issues facing our workforce today,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of the Society for Human Resource Management (SHRM). “The Tharseō Awards recognize leaders who have the vision and courage to transform the workplace while simultaneously strengthening the important connections between employees and overall company purpose.”

The recipients are:

Ram Charan HR Innovator of the Year: Gloria Chen, chief people officer and executive vice president, employee experience, Adobe

Chen leads all aspects of people strategy and operations for Adobe, and is charged with creating an exceptional employee experience for more than 23,000 employees across 75 locations around the globe. In her more than 20 years with Adobe, including most recently as Chief Strategy Officer, Gloria has helped usher the company through some of its boldest, most transformational changes, from shaping its business strategy, managing significant acquisitions and integrations, and successfully navigating the company through its COVID-19 response.

CEO of the Year: Ajay Banga, executive chairman and former chief executive officer, Mastercard

Banga is chairman of the International Chamber of Commerce, a founding trustee of the U.S.-India Strategic Partnership Forum, a former member of the National Committee on United States-China Relations and chairman emeritus of the American India Foundation. He is also a co-founder of The Cyber Readiness Institute, a member of the World Economic Forum’s EDISON Alliance, and a member of the Weill Cornell Medicine board of fellows.

Policy Transformer of the Year: Rep. Robert Scott, D-Va., U.S. Congressman

Rep. Scott has represented Virginia’s third congressional district in the U.S. House of Representatives since 1993. Prior to his service in Congress, he served in the Virginia House of Delegates from 1978 to 1983 and in the Senate of Virginia from 1983 to 1993. He has successfully sponsored laws critical to Virginians in education, employment, health care, social services, economic development, crime prevention and consumer protection.

“Tharseō recognizes leaders who refuse to wait for the workplace to evolve—they are the change makers,” said Wendi Safstrom, SHRM Foundation executive director. “We are thrilled to have the opportunity to honor these exemplary leaders as our first-ever Tharseō Award winners as we look to their vision and innovation for inspiration.”

Candidates for the Tharseō Awards were evaluated through multistage qualitative and quantitative measurements. Criteria for the awards included innovation, implementation, and overall impact on both the company and global workforce.

To learn more about the Tharseō Awards, please visit tharseo.shrm.org. Tickets to attend the Tharseō Awards are available through Ellen Christman at ellen.christman@shrm.org. All proceeds benefit the SHRM Foundation, which is committed to empowering HR as a social force for change.

Tharseō Awards Jurors:

  • David C. Novak, founder and CEO, David Novak Leadership; co-founder, retired chairman and CEO, Yum! Brands
  • Ilene Gordon, presiding director, International Paper; director, International Flavors & Fragrances; director, Lockheed Martin; retired chairman, president and CEO, Ingredion Inc.
  • Lt. Gen. Thomas Bostick (Retired), Ph.D., NAE, Ginkgo Bioworks Senior Advisor, board member, CSX, Fidelity, Perma-Fix, HireVue, and American Corporate Partners
  • Maggie Wilderotter, board chair, DocuSign; board member, Costco Wholesale Corp., Hewlett Packard Enterprise, Lyft and Sana Biotechnology; private board member, Tanium; TripActions, Legends Hospitality and Sonoma Biotherapeutics; senior advisor, Blackstone Group, TSSP, Atairos Otka, Accenture, Bank of America
  • Peter Cappelli, director of human resources, The Wharton School; professor of management, The Wharton School; research associate, National Bureau of Economic Research in Cambridge; fellow, National Academy of Human Resources
  • Vineet Nayar, founder and chairman, Sampark Foundation; former vice chairman and CEO, HCL Technologies; senior advisor PWC India, ChrysCapital, McKinsey Leadership Institute and Government of Uttarakhand, India
  • Ambassador Bonnie McElveen-Hunter, founder and CEO, Pace; chairman of the board, American Red Cross

About the SHRM Foundation

Founded in 1966 as the philanthropic affiliate of SHRM, the SHRM Foundation elevates and empowers HR to lead positive social change impacting work, workers and the workplace, contributing to a world of work that works for all. The SHRM Foundation’s robust and relevant evidence-based programming inspires HR professionals hire and retain diverse talent, build inclusive workplaces, and help employees find purpose at work and beyond.

Contacts

Mallory Flynn
Mallory.Flynn@shrm.org

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Fenway Health, Harvard, MGH, & Brigham and Women’s Researchers Find Association Between Gender-Affirming Hair Removal and Mental Health Outcomes

BOSTON, July 22, 2021 /PRNewswire-PRWeb/ — A research letter published in JAMA Dermatology finds that gender-affirming hair removal for transgender and gender diverse people is associated with improved mental health outcomes. It uses data from the 2015 U.S. Transgender Survey and is the latest in a series of secondary analyses of the groundbreaking survey showing that transgender and gender diverse people who receive gender-affirming health care have improved mental health outcomes.

“Association Between Gender-Affirming Hair Removal and Mental Health Outcomes” reports that gender-affirming hair removal was associated with lower odds of past-month severe psychological distress, past-year suicidal ideation, and past-year smoking. The research reinforces findings from the only other empirical investigation on the topic published in 2019 in the Journal of Dermatological Treatment.

“To date, there has been limited evidence of the mental health benefits of gender-affirming hair removal procedures, which are desired by nearly 90 percent of transgender and gender diverse people in this sample,” said study senior author Dr. Alex S. Keuroghlian, who directs the National LGBTQIA+ Health Education Center at The Fenway Institute and the Massachusetts General Hospital Psychiatry Gender Identity Program. “This is likely one of the reasons why less than five percent of health insurance plans cover procedures such as electrolysis or laser hair removal. We hope that our research study will convince health insurers of the need to cover these gender-affirming treatment recommendations by clinicians.”

Of the 11,857 survey respondents assigned male sex at birth, 4,927 had undergone hair removal whereas 5,652 desired hair removal but had not received it. After adjusting for sampling biases related to age, race, and ethnicity, gender-affirming hair removal was associated with a 38 percent reduction in past-month severe psychological distress, 28 percent reduction in past-year suicidal ideation, and 24 percent reduction in past-year tobacco smoking.

“Our findings add to the growing body of research suggesting the mental health benefits of gender-affirming health care treatment for transgender and gender diverse people,” said research study lead author Michelle Lee. “Gender-affirming hair removal is particularly important given that hormones alone are often insufficient in removing undesired hair and because hair removal is sometimes required in preparation for gender-affirming surgeries.”

The letter was authored by researchers at The Fenway Institute, Harvard Medical School, Brigham and Women’s Hospital, Harvard T.H. Chan School of Public Health, and Massachusetts General Hospital. It was based on data from the 2015 U.S. Transgender Survey conducted by the National Center for Transgender Equality which surveyed over 27,000 transgender people in all 50 states, Washington D.C., Puerto Rico, U.S. territories abroad, and U.S. military bases on a multitude of questions about their lives.

“Association Between Gender-Affirming Hair Removal and Mental Health Outcomes” is the latest in a series of papers using data from the 2015 U.S. Transgender Survey to evaluate factors affecting the mental health outcomes of transgender and gender diverse people. Prior papers include “Factors Leading to ‘Detransition’ Among Transgender and Gender Diverse People in the United States: A Mixed-Methods Analysis,” published in 2021 in LGBT Health, “Association Between Gender-Affirming Surgeries and Mental Health Outcomes,” published in 2021 in JAMA Surgery, “Pubertal Suppression for Transgender Youth and Risk of Suicidal Ideation,” published in 2020 in Pediatrics, and “Association Between Recalled Exposure to Gender Identity Conversion Efforts and Suicide Attempts,” published in 2019 in JAMA Psychiatry.

“Association Between Gender-Affirming Hair Removal and Mental Health Outcomes” is available online here: https://jamanetwork.com/journals/jamadermatology/article-abstract/2782063

Media Contact

Christopher Viveiros, Fenway Health, 6179276342, cviveiros@fenwayhealth.org

Twitter, Facebook

SOURCE Fenway Health

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