WTOP: 5 ways nonprofits can…
I am reaching out about the increase in bills in the United States targeting members of the LGBTQIA+ community, including an increase in recent bills explicitly targeting members of the transgender community. Hate crimes and increased instances of discrimination have also been on the rise. Members of Nonprofit HR’s LGBTQIA+ staff are impacted by these social, cultural, and political attacks. Nonprofit HR wholeheartedly stands with the LGBTQIA+ community against mistreatment, discrimination, fearmongering, misinformation, and hate of all kinds.
Here at Nonprofit HR, all persons who identify as a member of the LGBTQIA+ community are welcome, celebrated and supported as our team members, partners, vendors, and valued clients. In fact, some of our client organizations have missions that advocate for the rights and protection of the LGBTQIA+ community and we unambiguously support their missions. We stand firmly with the LGBTQIA+ community and strongly encourage that our ecosystem does the same.
Nonprofit HR will not compromise on our commitment to the respect and dignity of each of our colleagues including our LGBTQIA+ community members, and our promise to all of you and the identities you hold or are in proximity to. Nonprofit HR stands behind your right to exist free from discrimination and hate. To back up our commitment and align our values with our actions, we continue to invest in a healthy and inclusive workplace for everyone—including maintaining our LGBTQIA+ Affinity Group which provides a safe, confidential space for staff to build community and support one another, and to build meaningful relationships. Our client facing EDIJ team, and the firm will continue to work on affirming our values through client engagements and internally with input and support from our Affinity Group and allies.
For those who are not part of the LGBTQIA+ community, I encourage you to find meaningful ways to show up as an ally for our colleagues and their families. If there are recommendations that you would like to offer to help create a stronger sense of inclusion or belonging, please reach out to me directly.
Below are two resources, the first will help you better understand recent and pending legislative impacts on the LGBTQIA+ community in the United States, and the other is a LinkedIn Learning course that provides clarity on what it means to be an ally and how to continue building an inclusive culture. Each of us have a responsibility to contributing to a culture of inclusion.
In closing, today is International Transgender Day of Visibility. Members of our LGBTQIA+ community and allies may be honoring this special day. I encourage you to give space for our colleagues across the sector to pay tribute to this day and take the time to review some of the resources provided in this email.
Lisa Brown Alexander
Founder & CEO