Men at Work: Gay Romance

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During Pride Month, many large companies take the opportunity to celebrate the LGBTQ+ community in myriad vital and visible ways. But creating a genuinely inclusive culture means taking year-round action—and the COVID-19 pandemic has only compounded the challenge. To engage a new generation of workers and consumers—many of whom choose careers and products based on diversity and inclusion—companies must move beyond public gestures of support for LGBTQ+ issues to create a more positive work experience. Additional efforts are especially needed in a world—and workplace—with the added health risks and isolation of remote working in the coronavirus era. We recommend specific steps that senior company leaders and human-resource professionals can take to ensure their organizations are safe and welcoming environments for LGBTQ+ employees. Underrepresentation and isolation

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Lord John Browne (whose recently published book The Glass Closet is essential reading for anyone taking diversity in the workplace seriously) is one of few openly gay business figures and we need more people to be as courageous as him. Taking steps towards an inclusive workplace and measuring the results will send the message that a business wants progress, that it wishes to have the LGBT community on-board and that it is serious about diversity. That will be a great leap in the right direction for anyone, regardless of their sexuality, and it might just be the sign that makes someone feel comfortable about coming out. Get involved Being nominated for multiple Grammys and winning the 1990 VMA’s best group video for ‘Love Shak’, the B-52s have rightfully stated their claim as musical stars. In May 2011, Hay released his eleventh studio album Gathering Mercury. [3] In 2011, Hay commented on his early solo career, stating, "After Men at Work, for the better part of a decade, I was stumbling around being unfocused. It was pre-internet; I really had to try to find my audiences by going out on tour. Men at Work really didn't build a foundational audience. We came in as a pop band with enormous radio success; once that goes away and the band breaks up the audience tends to go away with it. You're left with what you want to make of it. When you start out doing those tours, you start again [and] you tend not to attract a very big number of people. I'd play to a hundred people or sometimes less". [18] Diana Ellsworth: Not a great sense. We recognize they’re not in corporate America, broadly defined, but trying to figure out where they are, and what’s attracting them to other places, is part of the work ahead. Microaggressions add up—but so do positive signals

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Ulaby, Neda (1 December 2009). "A Kookaburra Causes Trouble 'Down Under' ". Npr.org . Retrieved 17 August 2010.

How the LGBTQ+ community fares in the workplace | McKinsey

Do you agree with our list? Is there anything we missed? Let us know in the comment section below. Also, be sure to share the love and repost this article on your socials to celebrate pride month! Don’t forget to give us a tag @musicgateway! Best LGBTQ+ Playlist

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Diana Ellsworth: At their core, employee resource groups help people feel connected to a community and that they’re not an only. They broaden the pipeline of recruitment, mentorship, and advising. And they have a role in educating, informing, and building allyship more broadly. Using a combination of subtle signals and bold statements, companies can create an inclusive atmosphere that permeates throughout the entire organisation – and ultimately throughout society. The solutions can, as we have seen, be simple and yet have extremely positive outcomes; all that is required is an open mind and responsible leadership.