Since the rise of the modern LGBTQ+ rights movement in the late 1960s, the experiences of LGBTQ+ employees in the workplace have dynamically shifted. Over these past five decades, LGBTQ+ employees have benefited from workplace protections, greater social visibility, and acceptance in most workplaces.

Given all of these gains, many falsely believe LGBTQ+ employees have equal access to jobs, promotions, and stretch assignments they are qualified for. Many more also falsely believe that LGBTQ+ employees can no longer be fired, denied a promotion, or even a job interview simply because of who they are.

Tragically, today’s reality presents a different story:

• According to the Human Rights Watch, “at least 68 countries still have national laws criminalizing same-sex relations between consenting adults,” and “at least 9 countries have national laws criminalizing forms of gender expression that target transgender & nonbinary people.” Legal punishments vary including life imprisonment and even the death penalty.

• While most workplaces recognize that discrimination has no place in business, let alone society, critical gaps in legal protections still remain and create barriers to building LGBTQ+ inclusive cultures at work. Specifically, the U.S. still lacks a federal law protecting employees on the basis of sexual orientation and gender identity, and even in states and localities that do offer these protections, transforming workplace culture to fully include LGBTQ+ workers remains unfinished.

Thankfully, many leading Fortune 100 businesses have a long history of recognizing the value LGBTQ+ employees add to their company’s culture. Many brands of choice have made significant strides championing LGBTQ+ inclusive cultures, beyond the performativity of pride celebrations – AKA, “food, fun, and famous people.” Many of these organizations are leaning into innovative and impactful ideas by asking and listening to their LGBTQ+ employees on ways to truly roll out the rainbow welcome mat.

In this three-part interview series, we’ll take a deeper dive into learning how one company, Northwestern Mutual, moved beyond performativity, and embraced impactful actions that have led to meaningful progress; specifically, the company provides greater access to leadership, stretch opportunities and influence for their LGBTQ+ employees. Leaning on the lived experiences of LGBTQ+ employees, leaders at NM contribute to building more LGBTQ+ practices and systems in a responsible way.

In our first interview of three…we’ll be speaking to Gina Pagan, a Financial Advisor at NM. Her practice primarily focuses on serving diverse markets with an emphasis on LGBTQ+ planning. As a leader, she both mentors and develops new advisors within the firm and is heavily involved in diversity and inclusion efforts at Northwestern Mutual, both locally and nationwide.

Together, Gina and I will explore the NM employee experience, learning first-hand from Gina’s perspective on how the company is committed to rolling out the rainbow welcome mat for LGBTQ+ prospective employees.

Savor this insightful conversation, and if you’re looking for ways to connect with inspiring leaders building more inclusive workplaces be sure to join the Belonging Membership Community – a community of leaders committed to advancing their DEI goals while practicing community care.

You can learn more here: www.belongingmembershipcommunity.com.

Want more insights on how to build LGBTQ+ inclusive workplace cultures that last?

Then register for our June 27^th Pride Panel moderated by Rhodes Perry. The panel features some of today’s most celebrated transgender DEI thought leaders including Celia Daniels, Gavriel Legynd, and Rex Wilde: https://belongingatwork.kartra.com/page/pridepanel.