This International Women’s Day, our team at The Mills House had the privilege of joining Tyler Page Wright Friedman of Walk & Talk Charleston on a private city tour. We took a deep dive into Charleston’s history, with a focus on the women who have played a pivotal role in the city’s development dating back to the 1600s. Tyler is known for Charleston’s famous History & Gossip Tour, the International African American Museum’s Official Guided Tour, and the widely popular “Real Rainbow Row” LGBTQ Tour. We left our tour with a new perspective, and plenty of new fun facts to share with our guests! We are so grateful for the opportunity to have spent the day learning about Charleston, and about the female figures who contributed to the growth of the city we call home.
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Oh-Ebashi LPC & Partners is pleased to share with you the latest edition of our English Newsletter. This spring edition features the following articles: 1. Overview of Guidelines for Corporate Takeovers: Enhancing Corporate Value and Securing Shareholders’ Interests - Part II by Yuzo Ogata Continuing from the last newsletter, this second half of the article discusses some ideal actions that aim to enhance transparency of acquisitions of target companies as well as takeover response policies and countermeasures. 2. Updates on the LGBTQ+ Status in Japan and Duties of Companies Related Thereto by Daisuke Yamamoto This article provides significant updates concerning the LGBTQ+ status in Japan as well as the emerging duties of companies related thereto. Please click below link to access this edition of our Newsletter. https://lnkd.in/ggUzBP9V
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Coming out, showing up, and speaking up as an LGBTQ+ person is not always easy, least of all at work. For three of our employees, Lauren Lippman, Autumn Wylder, and Carl Ng, finding the courage and vulnerability to open up profoundly shaped their personal and professional journeys. Since coming out, they’ve become mentors and leaders, helping others with their questions on queer and gender identities, and founding new groups to strengthen the company’s larger LGBTQ+ employee resource organization, gPRIDE. Hear from Lauren, Autumn, and Carl on the impact of coming out at work, and read their stories here: http://spkl.io/60444onus
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Coming out, showing up, and speaking up as an LGBTQ+ person is not always easy, least of all at work. For three of our employees, Lauren Lippman, Autumn Wylder, and Carl Ng, finding the courage and vulnerability to open up profoundly shaped their personal and professional journeys. Since coming out, they’ve become mentors and leaders, helping others with their questions on queer and gender identities, and founding new groups to strengthen the company’s larger LGBTQ+ employee resource organization, gPRIDE. Hear from Lauren, Autumn, and Carl on the impact of coming out at work, and read their stories here: https://bit.ly/3rPFJnY
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Coming out, showing up, and speaking up as an LGBTQ+ person is not always easy, least of all at work. For three of our employees, Lauren Lippman, Autumn Wylder, and Carl Ng, finding the courage and vulnerability to open up profoundly shaped their personal and professional journeys. Since coming out, they’ve become mentors and leaders, helping others with their questions on queer and gender identities, and founding new groups to strengthen the company’s larger LGBTQ+ employee resource organization, gPRIDE. Hear from Lauren, Autumn, and Carl on the impact of coming out at work, and read their stories here: http://spkl.io/60474odVx
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As we continue to champion diversity and inclusion, it’s heartening to see so many companies celebrating various communities and their significant milestones. Recognizing LGBTQ+ Pride Month and other cultural holidays is a testament to our progress. However, it’s disheartening to notice that many companies still overlook Juneteenth. This day is a pivotal moment in American history, marking the end of slavery and the beginning of true freedom for African Americans. To our minority employees, this silence speaks volumes. It feels like our strides towards equality and recognition are incomplete. Celebrating Juneteenth is not just a nod to the past but a step towards a more inclusive future. Please ensure our commitment to diversity and inclusion is reflected in acknowledging all significant events, especially those deeply meaningful to our minority communities. We have come so far, but there’s still work to be done. #Diversity #Inclusion #Juneteenth #Equality #Progress
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As we journey through June, we are proud to celebrate both Pride Month and Juneteenth, two significant observances that remind us of the power of love, equality, and freedom. Pride Month is a time to honor the LGBTQ+ community, their history, struggles, and the ongoing fight for equal rights. It's a celebration of love, identity, and the vibrant diversity that enriches our world. Juneteenth commemorates the emancipation of the last enslaved African Americans in 1865. It is a powerful reminder of the resilience and contributions of Black communities and the enduring quest for racial equality. At XponentL we have built an inclusive environment where everyone is celebrated for who they are. We believe that the individual voices of our employees meld into our collective strength, regardless of class, faith, gender, race, ethnicity or sexual orientation. We play positive sum games with positive sum people. We thus strongly reject discrimination…a zero-sum power play if there ever was one. Happy Pride Month and Juneteenth! Let’s all get better together. #PrideMonth #Juneteenth #UnityInDiversity #EqualityForAll
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Coming out, showing up, and speaking up as an LGBTQ+ person is not always easy, least of all at work. For three of our employees, Lauren Lippman, Autumn Wylder, and Carl Ng, finding the courage and vulnerability to open up profoundly shaped their personal and professional journeys. Since coming out, they’ve become mentors and leaders, helping others with their questions on queer and gender identities, and founding new groups to strengthen the company’s larger LGBTQ+ employee resource organization, gPRIDE. Hear from Lauren, Autumn, and Carl on the impact of coming out at work, and read their stories here: http://spkl.io/60464o4Bp
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For over 3 years I've been doing research about LGBTQ+ during World War II and on June 4th it will finally come to a head! In the tumult of World War II, where the clash of Axis and Allied powers reshaped history, another narrative emerges—one that illuminates the experiences of LGBTQ+ individuals on both sides of the conflict. With this groundbreaking work, Morgan delves deep into the hidden history of LGBTQ+ individuals during World War II. From the battlefront to the home front, this meticulously researched book sheds light on the lives of those who fought not only against tyranny but also against the silence and stigma surrounding their identities. Come along to uncover the struggles, triumphs, and contributions of LGBTQ+ individuals during this pivotal era. With empathy and insight, we bring to life the stories of love, loss, and resilience that have long been overlooked in the annals of history. A testament to the power of visibility and understanding, this book is an excellent addition to the literature on LGBTQ+ history. Join us on a journey of discovery, as we uncover the forgotten voices of those individuals who bravely navigated the complexities of war and identity. Their stories remind us that even in the darkest of times, love and resilience shine bright. Available now on Amazon! https://a.co/d/2EqSFzE
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Director/Principal Consultant in higher education ‣ Specialist in student services management, student incident management, and pastoral support
The post I have reposted here is a good example of “allyship” in action. It is worth noting that, as lesbians, gay men and bisexual people, we fought for and won important freedoms and legal equality throughout the 80s, 90s and 00s without any talk of “allyship”. And, crucially, we achieved this, in large part, by disagreeing with each other *within* our community. For example, when Peter Tatchell was arguing for lowering the age of consent to 14 (at a time when we didn’t even have an equal age of consent), many of us disagreed with his demands and felt his demands were harmful to our cause. We had a lot of internal discussions within the community about this. (I remember…I was there.) And this disagreement was really important because politicians got to hear different perspectives from us, with the end result being that a much more appropriate and moderate campaign for equality won through. But, over the past few years (since around 2016), what “allyship” has done (among other things) is to assume that we L, G, B, T and Q (and plus) people are all politically aligned. After all, it is not possible to be a political “ally” to a politically diverse community - only to a false, politically homogenised version of that community. This meant that some of us, within our community, with certain political views, have had the added weight of straight “allies” behind us, while others of us (often the more moderate among us) have not. Those of us, within our community, without “ally” backing have often been ostracised or simply chosen to go quiet. The chilling effect of “allyship” over the past few years has therefore been to make it much harder for us to disagree with each other *within* our community. The result, in my personal view, has been that we have made some really unhelpful political demands that were not properly scrutinised within our community. And society will be struggling to resolve the fallout from this for some time to come. This is why I don’t want straight people, or leaders and managers, to be active political allies, advocating for us or publicly stating your support for some homogenised version of our community. Thank you for the kind offer (and I do think it is meant in kindness), but, instead of your allyship, I just want you to listen. Listen well, and listen to all of us - in all our diversity.
Last week, I had the pleasure of celebrating our newly-integrated Pride & Allies Network with colleagues in London. We had a great turnout with over 60 colleagues coming together to catch-up and toast to our commitment to creating an inclusive environment for all. At the start of the year, the network rebranded to ‘Pride & Allies’ globally, to reflect our integrated firm and the value of allyship. As executive sponsor, and as we celebrate LGBTQ+ History Month, I’m proud to be part of a network where everyone is welcome, no matter sexual orientation, gender identity or background.
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Happy June! The month of June recognizes an important group in society with the celebration of Pride month. Pride month is a time to bring forth advocacy and celebration of the LGBTQ+ community. It is time to come together to raise awareness and champion love and inclusion for all. With the acknowledgment of this month of special recognition, it creates an important discussion for our Via team on the importance of allyship. Allyship is a lifelong commitment that refers to the actions, behaviors and practices that leaders take to both support and advocate for others. Allyship is about progress, not perfection. It requires continuous learning, empathy and tangible actions. Our Via team is committed to growing and learning in order to actively support these marginalized communities. Allyship in the workplace is crucial for inclusion and equality. Cisgender/straight Americans can engage in this allyship through self educating and ensuring you are up to date on relevant topics and issues. It is important that you are aware as an ally of using the right language when speaking to or about marginalized groups in order for maximum safety and comfort. Allyship is about standing with others so we can grow to work through a more inclusive world.
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