The Intersection of Empowerment and Pride

An interview with Ashley T Brundage #Pride2021

As Pride month kicks off, there are great opportunities to participate in corporate Pride events or attend gatherings sponsored by your LGBTQ+ Resource Group. However, as advocates, our work needs to go much deeper. To demonstrate true, impactful advocacy, we must Listen, Learn, Lead and Have the Will to advocate for widespread inclusion in our workplaces. 

Use this month to have a conversation with a colleague and truly Listen to discover the challenges and issues LGBTQ+ people have experienced in their lives. Also talk to your heterosexual colleagues, as there’s a good chance they have a child or relatives who have come out.

Next, Learn. Examine the data. LGBTQ+ discrimination is still prevalent. The Trevor Project’s 2020 National Survey on LGBTQ+ Youth Mental Health found that a significant percentage of youth (under age 25) in the U.S. have experienced LGBTQ-based discrimination in the workplace. Here is the data by gender identity:

The Trevor Project’s 2020 National Survey on LGBTQ+ Youth Mental Health found that a significant percentage of youth (under age 25) in the U.S. have experienced LGBTQ-based discrimination in the workplace. Here is the data by gender identity:

We need to internalize these numbers and realize that Gen Z, our newest generation entering the workforce, will be looking at our companies to see how we show our commitment to including underrepresented groups.

To address Lead and Have the Will, I reached out to Ashley T Brundage, the Founder and President of Empowering Differences, for her insights on how to promote awareness and acceptance of gender identity and expression in the workplace.

JTH: You have a new book out that really speaks to Leading and Having the Will. What prompted you to write Empowering Differences?

ATB: I wanted to capture this career development process that I used to grow my career from part-time associate to VP of Diversity and Inclusion in less than five years. So I outlined the four-step process and branded it as Empowering Differences. 

JTH: Tell me more about your framework to promote awareness and acceptance of gender identity and expression. 

ATB: I feel the framework of the 4 Step Process of Empowerment is the key in promoting identification, authenticity and inclusion of all marginalized groups. Education of gender identity and expression now gets to be a byproduct of me being present talking about empowerment and leadership. 

JTH: What tips or best practices do you have for someone who wants to be an advocate in the workplace?

ATB: Love this! Being an advocate shouldn't be easy, just like empowerment isn't easy. Invest as much time as you can to learn what intersectional diverse communities face. Understand that you can also deploy resources like mentorship and access to sponsors for others. The Empowering Actions of Mentor, Invest, and Access all drive advocacy in a major way. 

JTH: I’ve heard you say that investing in individuals is one of the most important things a leader or manager can do to promote workplace equality. Let me know more about how this works.

ATB: I was fortunate to have managers provide so many additional opportunities for me to grow as a leader. These included attending conferences and industry events, professional leadership coaching, media training, and even style consulting. Granted, I earned many of these opportunities through my constant above the marks in production, but it still came down to the manager making that investment in me. Many in the trans community don't have a typical youth and miss out on many learned experiences, so these kinds of investments can truly create greater inclusion for the trans community in your workplace. 

JTH: Tell me a bit more about your online leadership development course.

ATB: I wanted to create multiple ways to access empowerment for all and having an audiobook was a start, but more mediums were needed. I created it as a workbook and online course surrounding the 10 Empowering Actions to Leverage Change. It's like a series of coffee chats with me along with activities connected to those actions. The workbook also includes the self-assessment that was created to help readers really use self-actualization to help them uncover their path to more empowerment. 

Thank you, Ashley, for your insights. Congratulations again on the publication of your book, Empowering Differences.

This year for Pride Month, join me in looking for opportunities to empower and invest in members of the LBGTQ+ community. This past year has been difficult for so many people. As we move to reopen offices and refresh various programs and initiatives, take a closer look to ensure your programs are inclusive and open to everyone. Ask yourself what you can do personally to move the needle to support LGBTQT+ people and their struggle against discrimination and injustice.

Related articles:

• Expanding the Gender Equity Conversation to Include ALL Women - #Pride2020
• Understanding Gender Diversity: Intersectionality, Gender Expression and Identity
• Even When Companies Strive for Inclusion, Women of Color Can Feel Left Out