Be Proud With Eric

Check out this ep to know what to do if one of the organizations you partner with has an instance of anti-Queer bias. For more resources and show notes, check out http://beproudwitheric.com/podcast

Giving money to an LGBTQ+ org or event is a great way to support our community, but it can’t be the only thing your company does.  Check out this ep for guidance on navigating sponsorship to support DEI.  For more resources and show notes, check out https://beproudwitheric.com/podcast/

With recent federal protections for being openly LGBTQ+ in the workplace, more and more people are sharing their authentic selves at their job. Check out this ep to hear about the importance of knowing exactly what to say and do when someone at your company comes out.  For more resources and show notes, check out http://beproudwitheric.com/podcast

Does your company have systems and procedures in place to support a transgender staff’s chosen name being displayed in all external spaces?  If not, you’re going to want to listen to this episode. For more resources and show notes, check out http://beproudwitheric.com/podcast

If your organization doesn’t have an LGBTQ+ Employee Resource Group (ERG), or if you have one and want to learn how it could be better, don’t miss this episode. For more resources and show notes, check out http://beproudwitheric.com/podcast

Discover how you can designate someone as the point-person for all things LGBTQ+ to be a trusted resource for your staff, ensure inclusion compliance, and have a DEI initiative to brag about (It looks really good).  Plus, learn about the importance of offering LGBTQ+ training for all staff as a foundational part of your company’s inclusion efforts.  If you want more resources and show notes, check out http://beproudwitheric.com/podcast

LGBTQ+ people do their research before choosing where to spend their time and money. And in today’s virtual world, your brand’s website and socials are the go-to way to check you out. I’m giving insider info on what I look for when vetting a company’s online presence for proof of Queer inclusion. And should you change your logo to rainbow during Pride month? I go there too.

Visual cues communicate what a space is about. Without observable signs, you’re leaving people to guess. And for members of oppressed groups, we tend to guess we’re not welcome first. I break down: How companies can show their Allyship to people accessing their office Whether or not businesses should use rainbow logos during Pride month Why your org needs a gender neutral restroom For more resources and show notes, check out https://beproudwitheric.com/podcast/episode8

Filling out paperwork is tedious. And when who you are isn’t represented in those forms, it adds salt to the wound. I break down: Common mistakes I see on agency forms How to update your docs How I helped a clothing company execute an LGBTQ+ inclusive customer research survey For more resources and show notes, check out https://beproudwitheric.com/podcast

People need to learn about the prevalence of a group before they care about them. And here’s the thing: Queer people exist everywhere. You may not realize that because there is often a lack of safety for us to be forthcoming about who we are, including not being asked. But if we’re not counted, then we don’t count. Plus, the whole “Don’t Ask, Don’t Tell” thing is soooo 1990s. So if you want to increase inclusion at your organization, it’s essential to have an appropriate way to ask about LGBTQ+ identities when collecting demographic info. On this ep, I break down: Reasons companies often omit LGBTQ+ identities when asking demographic info How LGBTQ+ people are relevant to all organizations, even if you think we aren’t for yours Wrong ways that people sometimes ask someone if they’re LGBTQ+, and ways to do it better

Everyone deserves to feel protected by the company they work for. For a long time, Queer people were forced to remain in the closet at their jobs, but we were granted protection from discrimination in the workplace as a result of two landmark decisions by the Supreme Court of the United States in 2020. While this was a great step for LGBTQ+ equality, many companies aren’t clear how to implement this change. In this episode, I offer provide exactly what needs to go into your company’s non-discrimination policy to make sure you are compliant with protecting Queer people and your business. I discuss the psychological harm that comes from having to hide who you are and reflect on how teachers being forced to remain closeted left me with limited support when I came out in high school. I also share about how being an openly gay person has played out for me in professional settings, including when a former boss encouraged me to be transparent with my identity as a way to build rapport, contrasted with another time when I was pulled into a closed-door meeting with a superior, told not to push my agenda, and threatened with losing my job.

Everyone deserves to be addressed in a way that respects who they are. Asserting gender pronouns is a great way to support inclusivity, fight against assumptions about gender, and create a safer environment for transgender, non-binary, and gender non-conforming folx. When starting off with using pronouns, there’s a bit of a learning curve, and it’s normal to have some discomfort and nerves. In this episode, I break down what pronouns are, why they matter, how to use them, and what to do if you mess up. I also discuss the psychology behind resistance to pronoun usage and the prevalence that I’m seeing leading companies encourage and normalize their use. Through learning more about pronouns, you’ll feel more comfortable giving them a try, helping to support gender inclusivity.

Being made fun of hurts. When people tease us for being LGBTQ+, it reinforces messages we learned at a young age: We’re different from straight and cisgender people, and they may not like us for that. But, sometimes when it seems like people don’t accept us, it’s not actually the case. I recount the story of a teenager at my former job going from making fun of me for being LGBTQ+, to giving me a gift that suggested he was actually an ally. I also share my thoughts on the psychology behind Queer oppression and how allies can effectively combat marginalization and anti-LGBTQ+ behaviors when they see them happening.

A lot of people struggle with keeping up with Queer terminology, Allies and Queer people included. While “LGBTQ+” is a bit of a tongue twister, it’s cringe when someone says it wrong. When someone can say it right, it not only scores points, it signals they are a safe person. I break down the evolution of the acronym, what it means, and why it’s not perfect. I also discuss why it’s so important to be able to confidently say “LGBTQ+” and give helpful ways to practice saying it until it rolls off the tongue.

It’s helpful to have a feel for someone before connecting with them. Get to know me as I dish on the personal and professional experiences that brought me to being a leader in LGBTQ+ empowerment.