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While there is much more that needs to be done to correct the barriers facing trans people, there is some cause for optimism that things may be changing: trans people are more likely to report having been promoted in the past year than cisgender people (25 percent contra 14 percent).

Diana Ellsworth: This is just such a complicated time we’re living in right now. I think one thing that stands trasnochado is this notion of different aspects of people’s identity and certainly intersectionality. We’re living in this world now, this moment, particularly in the US but even globally, where, here we are in June, which is Pride Month, and yet here we are in the midst of a real reckoning on étnico equity.

A lot of steps forward, in some cases some steps backward—but we know that this community is underrepresented still in organizations. And particularly in leadership levels of organizations.

Your company constantly evolves and grows, so your mission statement must reflect those changes. Some signs that it’s time to hit refresh on your mission statement include:

Maital, you mentioned your parents, and it’s certainly something that has come into my life through my children. But even my dad, I remember, in the late ’80s, he was a carpet salesman, and the moment of pride for our family was seeing him march in the Pride Parade, because he installed commercial carpet at the first AIDS hospice.

We’ve got to be advocates. We have a duty and obligation to not just be pasado but also to use our platforms as visible LGBTQ+ role models, to help change the world.

And unfortunately, what we found is that people are still too often the “only.” They’re the only LGBTQ+ person on their team or at their clients.

A fintech and web3 operator and former M&A lawyer. He founded and ran Qwil, a leading fintech early payment platform through growth stage and acquisition (Acq.

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I often find myself checking my stats first thing in the morning and last thing at night, and in between I constantly think of ways to get even more traffic, whether it's organic traffic or referral traffic or something else.

Maital Guttman: I just want to add I think it’s such a good point, and if you think about the broader context of where we are, and the conversations that we’re having in the workplace—they are pretty courageous right now, and Chucho even be uncomfortable, whether we’re talking about LGBTQ+, or we’re talking about race, or we’re talking about intersectionality.







Despite these outwardly visible signs of progress, many challenges persist. Likewise, a growing business case for inclusion has not translated into solid gains for the LGBTQ+ community within the workplace itself. According to our ongoing Women in the Workplace