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Assessing Skills Without a College Degree
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class="BlogPostBody_postContainer__vbJj6"><p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Gone are the days when a college degree was the sole gatekeeper to a promising career. Every day, innovative companies are waking up to a profound truth: real skills aren’t stamped on a diploma. It’s built through life’s hands-on experiences. </span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">This shift opens doors for many capable individuals who choose not to pursue traditional college paths but are equally skilled and deserving of opportunities.</span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">It’s a powerful truth: when we choose to value skills and experience over college degrees, we don't just open doors for the overlooked—we revolutionize our businesses. By prioritizing experience and potential over formal education, businesses can address the systemic barriers keeping brilliant individuals from underserved communities out of the workforce. </span></p> <h2 style="margin-top: 18pt; margin-bottom: 6pt;"><strong><span style="font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Why Move Away from Degree-Dependent Hiring?</span></strong><strong><span style="font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span></strong></h2> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">When we cling to college degrees as the primary hiring criterion, we inadvertently sideline a vast pool of talent. Many individuals from underserved communities face significant barriers to higher education, from prohibitive costs to systemic socio-economic challenges. By prioritizing degrees, we perpetuate these inequalities but also deprive our businesses of diverse perspectives and innovative solutions. </span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br>Moreover, the high cost of education and a dynamic job market have prompted many to skip the degree path and directly develop specific skills through alternative routes such as certifications, apprenticeships, and self-directed learning.</span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br>Focusing on what people can do rather than where they studied can build stronger, more diverse teams. Turning our backs on degree-centric hiring can transform workplaces and bring about profound social change.</span></p> <h2 style="margin-top: 18pt; margin-bottom: 6pt;"><strong><span style="font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">The Business Case for Skills over Degrees</span></strong></h2> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Think about the last time you were truly impressed by someone's work. Was it because they listed a prestigious university on their resume? Or was it because they delivered something spectacular, something that demonstrated ingenuity and skill? The world is full of self-taught innovators, tireless achievers, and imaginative thinkers. These are the people who bring fresh perspectives to challenges—yet, traditional hiring practices often leave them on the sidelines and it’s almost always to the detriment of the business.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">According to Robinson, McKinsey research shows that over a several-year timeframe, </span><a style="text-decoration: none;" href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(17, 85, 204); text-decoration: underline; text-decoration-skip-ink: none;">racially diverse companies are 35% more likely to outperform their less diverse counterparts</span></a><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">, while from a gender standpoint, companies with strong women representation are 25% more likely to outperform. It’s clear—the future of business is inclusive.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Surveys and studies increasingly show that </span><a style="text-decoration: none;" href="https://www.insidehighered.com/quicktakes/2023/01/12/survey-finds-recent-grads-emotionally-unprepared-work"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(17, 85, 204); text-decoration: underline; text-decoration-skip-ink: none;">many graduates feel underprepared for the workplace</span></a><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">, and the skills they acquired in college may not align with what is needed in today's jobs. <br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">A staggering number of capable individuals from lower-income backgrounds are sidestepped by the degree demand. With the rising costs of education, organizations that are still adhering to this strict requirement are actively contributing to a cycle of inequality. <br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br>It's time to recalibrate our focus towards skills and actual job performance potential.<br><br></span><strong><span style="font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">How to Scout for Skills: Strategies That Work</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Sifting through resumes flush with academic accolades tell us little about the person behind the paper. As we embrace a new era of talent discovery, we focus on uncovering the raw, untapped skills that can spark real change. <br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br>Here’s our blueprint for identifying those abilities, ensuring that a team is skilled and every candidate gets the opportunity to showcase their abilities. <br><br></span><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Zero In on What Really Matters</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><a href="https://go.careercircle.com/skills-centric-job-descriptions-visual-roadmap" rel="follow">Before you post that job listing, ask: What skills are absolutely essential for this role?</a> Strip away the fluff about degrees and focus on the real meat of the job. This clarity will help you spot the real performers who can walk the talk.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Put Them to the Test</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Don't just take their word for it—see them in action. Implement task-based assessments that mimic real job challenges. Whether it’s a coding exercise, a sales pitch simulation, or a design challenge, these tests speak louder than any diploma could.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Recognize the Power of Certifications</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">In many fields, certifications can be as telling as degrees, if not more. These often require specific skills and a practical understanding of the field, making them a solid indicator of a candidate's readiness and expertise. These qualifications demonstrate a focused mastery of specific skill sets and are frequently more accessible to individuals from underserved communities.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Dive Into Their Real-World Experience</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Portfolios, past projects, freelance gigs—these are gold mines for assessing a candidate's capabilities. They provide a tangible track record of what the candidate can achieve and are often more relevant than theoretical knowledge.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Value the Builders</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Look for those who’ve taken initiative: internships, volunteer work, or community projects. These experiences often build skills that are perfectly transferable to professional settings but are overlooked in traditional resumes.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Turn Interviews Into Storytelling Sessions<br></span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Invite candidates to share the story of a project they’re proud of, a complex problem they solved, or an innovative idea they brought to life. This approach does more than surface their skills—it brings to light their passion, creativity, and problem-solving prowess. Importantly, it provides a powerful platform for candidates from underserved communities who may not have traditional career paths but have rich experiences and unique perspectives to share.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">These stories allow them to illustrate their resourcefulness and resilience, invaluable qualities often overlooked in standard interviews. By listening to their experiences, we gain insight into how they’ve navigated challenges with limited resources, showcasing their potential to contribute meaningfully to our teams.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Valuing the Roads Less Traveled</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Give due credit to the unconventional paths. Freelance projects, volunteer roles, and even personal passions can hone skills just as effectively as formal jobs. These experiences often forge resilience, adaptability, and a drive that can’t be taught in a classroom.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Expand Recruitment Channels</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">To reach non-degree holders with high potential, broaden your recruitment efforts to include industry forums, </span><a style="text-decoration: none;" href="https://www.careercircle.com/jobs"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(17, 85, 204); text-decoration: underline; text-decoration-skip-ink: none;">niche job boards,</span></a><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"> vocational training centers, and online communities where these candidates like to spend their time.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Investing in People</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">When you come across a candidate who sparks interest but may lack some skills, consider the potential of on-the-job training. This investment can pay dividends in loyalty and innovation. Stop looking for the ‘unicorn’ candidate and build the workforce you need by nurturing the talent you find.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><strong><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Building a Learning Culture</span></strong></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">Finally, foster an environment that values continuous learning. Encourage all employees, regardless of their educational background, to pursue growth through new experiences and ongoing education. This not only enhances their skills but also keeps your team at the cutting edge of industry developments.</span></p> <h2 style="margin-top: 18pt; margin-bottom: 6pt;"><strong><span style="font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">The Future is Skills, Not Degrees</span></strong></h2> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">In the near future, the most successful companies will be those that can recognize and harness talent in all its forms. By embracing a skills-first hiring model, businesses can prepare for the future—equipped with a team that’s diverse, dynamic, and driven by more than academic achievements.<br><br></span></p> <p style="margin-top: 0pt; margin-bottom: 0pt;"><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">After all, the next industry leader, tech innovator, or creative genius might not come from an Ivy League school but could instead be the self-taught coder who has spent hours every day after school, problem solving and tinkering with complex coding challenges. Or perhaps the future leader in sustainable business isn’t coming from a top-tier business school, but from the grassroots environmental activist who has been making changes in their community with little more than sheer determination and a deep passion for the planet.</span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);"><br></span><span style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">It’s time to reassess how we definite qualified human potential and cultivate an environment that acknowledges and advances genuine skill and creativity.</span></p></div></div><div class="Container_container__Dwj7v _id__footer__kjy9z"><div class="Group_root__TaVfg" style="justify-content:flex-start;gap:1rem"><a class="_id__next_prev_button__MJJOG" href="/blog/post/5-transferable-civilian-jobs-for-veterans-after-military-service"><svg 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Every day, innovative companies are waking up to a profound truth: real skills aren\u0026rsquo;t stamped on a diploma. It\u0026rsquo;s built through life\u0026rsquo;s hands-on experiences. \u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eThis shift opens doors for many capable individuals who choose not to pursue traditional college paths but are equally skilled and deserving of opportunities.\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eIt\u0026rsquo;s a powerful truth: when we choose to value skills and experience over college degrees, we don't just open doors for the overlooked\u0026mdash;we revolutionize our businesses. By prioritizing experience and potential over formal education, businesses can address the systemic barriers keeping brilliant individuals from underserved communities out of the workforce.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003ch2 style=\"margin-top: 18pt; margin-bottom: 6pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eWhy Move Away from Degree-Dependent Hiring?\u003c/span\u003e\u003c/strong\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eWhen we cling to college degrees as the primary hiring criterion, we inadvertently sideline a vast pool of talent. Many individuals from underserved communities face significant barriers to higher education, from prohibitive costs to systemic socio-economic challenges. By prioritizing degrees, we perpetuate these inequalities but also deprive our businesses of diverse perspectives and innovative solutions.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003eMoreover, the high cost of education and a dynamic job market have prompted many to skip the degree path and directly develop specific skills through alternative routes such as certifications, apprenticeships, and self-directed learning.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003eFocusing on what people can do rather than where they studied can build stronger, more diverse teams. Turning our backs on degree-centric hiring can transform workplaces and bring about profound social change.\u003c/span\u003e\u003c/p\u003e\n\u003ch2 style=\"margin-top: 18pt; margin-bottom: 6pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eThe Business Case for Skills over Degrees\u003c/span\u003e\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eThink about the last time you were truly impressed by someone's work. Was it because they listed a prestigious university on their resume? Or was it because they delivered something spectacular, something that demonstrated ingenuity and skill? The world is full of self-taught innovators, tireless achievers, and imaginative thinkers. These are the people who bring fresh perspectives to challenges\u0026mdash;yet, traditional hiring practices often leave them on the sidelines and it\u0026rsquo;s almost always to the detriment of the business.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eAccording to Robinson, McKinsey research shows that over a several-year timeframe, \u003c/span\u003e\u003ca style=\"text-decoration: none;\" href=\"https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(17, 85, 204); text-decoration: underline; text-decoration-skip-ink: none;\"\u003eracially diverse companies are 35% more likely to outperform their less diverse counterparts\u003c/span\u003e\u003c/a\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e, while from a gender standpoint, companies with strong women representation are 25% more likely to outperform. It\u0026rsquo;s clear\u0026mdash;the future of business is inclusive.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eSurveys and studies increasingly show that \u003c/span\u003e\u003ca style=\"text-decoration: none;\" href=\"https://www.insidehighered.com/quicktakes/2023/01/12/survey-finds-recent-grads-emotionally-unprepared-work\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(17, 85, 204); text-decoration: underline; text-decoration-skip-ink: none;\"\u003emany graduates feel underprepared for the workplace\u003c/span\u003e\u003c/a\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e, and the skills they acquired in college may not align with what is needed in today's jobs.\u0026nbsp;\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eA staggering number of capable individuals from lower-income backgrounds are sidestepped by the degree demand. With the rising costs of education, organizations that are still adhering to this strict requirement are actively contributing to a cycle of inequality.\u0026nbsp;\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003eIt's time to recalibrate our focus towards skills and actual job performance potential.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eHow to Scout for Skills: Strategies That Work\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eSifting through resumes flush with academic accolades tell us little about the person behind the paper. As we embrace a new era of talent discovery, we focus on uncovering the raw, untapped skills that can spark real change.\u0026nbsp;\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003eHere\u0026rsquo;s our blueprint for identifying those abilities, ensuring that a team is skilled and every candidate gets the opportunity to showcase their abilities.\u0026nbsp;\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eZero In on What Really Matters\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003ca href=\"https://go.careercircle.com/skills-centric-job-descriptions-visual-roadmap\" rel=\"follow\"\u003eBefore you post that job listing, ask: What skills are absolutely essential for this role?\u003c/a\u003e Strip away the fluff about degrees and focus on the real meat of the job. This clarity will help you spot the real performers who can walk the talk.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003ePut Them to the Test\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eDon't just take their word for it\u0026mdash;see them in action. Implement task-based assessments that mimic real job challenges. Whether it\u0026rsquo;s a coding exercise, a sales pitch simulation, or a design challenge, these tests speak louder than any diploma could.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eRecognize the Power of Certifications\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eIn many fields, certifications can be as telling as degrees, if not more. These often require specific skills and a practical understanding of the field, making them a solid indicator of a candidate's readiness and expertise. These qualifications demonstrate a focused mastery of specific skill sets and are frequently more accessible to individuals from underserved communities.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eDive Into Their Real-World Experience\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003ePortfolios, past projects, freelance gigs\u0026mdash;these are gold mines for assessing a candidate's capabilities. They provide a tangible track record of what the candidate can achieve and are often more relevant than theoretical knowledge.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eValue the Builders\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eLook for those who\u0026rsquo;ve taken initiative: internships, volunteer work, or community projects. These experiences often build skills that are perfectly transferable to professional settings but are overlooked in traditional resumes.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eTurn Interviews Into Storytelling Sessions\u003cbr\u003e\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eInvite candidates to share the story of a project they\u0026rsquo;re proud of, a complex problem they solved, or an innovative idea they brought to life. This approach does more than surface their skills\u0026mdash;it brings to light their passion, creativity, and problem-solving prowess. Importantly, it provides a powerful platform for candidates from underserved communities who may not have traditional career paths but have rich experiences and unique perspectives to share.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eThese stories allow them to illustrate their resourcefulness and resilience, invaluable qualities often overlooked in standard interviews. By listening to their experiences, we gain insight into how they\u0026rsquo;ve navigated challenges with limited resources, showcasing their potential to contribute meaningfully to our teams.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eValuing the Roads Less Traveled\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eGive due credit to the unconventional paths. Freelance projects, volunteer roles, and even personal passions can hone skills just as effectively as formal jobs. These experiences often forge resilience, adaptability, and a drive that can\u0026rsquo;t be taught in a classroom.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eExpand Recruitment Channels\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eTo reach non-degree holders with high potential, broaden your recruitment efforts to include industry forums, \u003c/span\u003e\u003ca style=\"text-decoration: none;\" href=\"https://www.careercircle.com/jobs\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(17, 85, 204); text-decoration: underline; text-decoration-skip-ink: none;\"\u003eniche job boards,\u003c/span\u003e\u003c/a\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e vocational training centers, and online communities where these candidates like to spend their time.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eInvesting in People\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eWhen you come across a candidate who sparks interest but may lack some skills, consider the potential of on-the-job training. This investment can pay dividends in loyalty and innovation. Stop looking for the \u0026lsquo;unicorn\u0026rsquo; candidate and build the workforce you need by nurturing the talent you find.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eBuilding a Learning Culture\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eFinally, foster an environment that values continuous learning. Encourage all employees, regardless of their educational background, to pursue growth through new experiences and ongoing education. This not only enhances their skills but also keeps your team at the cutting edge of industry developments.\u003c/span\u003e\u003c/p\u003e\n\u003ch2 style=\"margin-top: 18pt; margin-bottom: 6pt;\"\u003e\u003cstrong\u003e\u003cspan style=\"font-size: 16pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eThe Future is Skills, Not Degrees\u003c/span\u003e\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eIn the near future, the most successful companies will be those that can recognize and harness talent in all its forms. By embracing a skills-first hiring model, businesses can prepare for the future\u0026mdash;equipped with a team that\u0026rsquo;s diverse, dynamic, and driven by more than academic achievements.\u003cbr\u003e\u003cbr\u003e\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 0pt; margin-bottom: 0pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eAfter all, the next industry leader, tech innovator, or creative genius might not come from an Ivy League school but could instead be the self-taught coder who has spent hours every day after school, problem solving and tinkering with complex coding challenges. Or perhaps the future leader in sustainable business isn\u0026rsquo;t coming from a top-tier business school, but from the grassroots environmental activist who has been making changes in their community with little more than sheer determination and a deep passion for the planet.\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eIt\u0026rsquo;s time to reassess how we definite qualified human potential and cultivate an environment that acknowledges and advances genuine skill and creativity.\u003c/span\u003e\u003c/p\u003e","summary":"Gone are the days when a college degree was the sole gatekeeper to a promising career. Every day, innovative companies are waking up to a profound truth: real skills aren鈥檛 stamped on a diploma. It鈥檚 built through life鈥檚 hands-on experiences. This shift opens doors for many capable individuals who choose ...","updated":"2024-12-20T19:47:01.762793Z","deleted":null,"seo_title":"Assessing Skills Without a College Degree","meta_description":"When we choose to value skills and experience over college degrees, we don't just open doors for the overlooked鈥攚e revolutionize our businesses.","scheduled":null},"canonicalUrl":"https://www.careercircle.com/blog/post/assessing-skills-without-a-college-degree-a-practical-guide-for-employers","prevPost":{"status":"published","created":"2024-08-07T15:03:30.448259Z","updated":"2024-08-07T19:06:14.096867Z","published":"2024-08-07T15:01:00Z","title":"5 Transferable Civilian Jobs for Veterans After Military Service","slug":"5-transferable-civilian-jobs-for-veterans-after-military-service","body":"\u003cp\u003eMilitary service teaches people critical thinking skills that translate well into many civilian roles after service. Veterans may take a bit of time to figure out their next steps or use their GI Bill benefits to pursue training or higher education.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eMany veterans entered the military because they loved their country and their fellow citizens. They want to do more than clock in and out for eight hours daily. They may want a job where they can make a difference in the community or the world. They are loyal, hard-working and highly skilled at a variety of tasks.\u003c/p\u003e\n\u003ch2\u003e\u003cstrong\u003eDo Veterans Need a Degree?\u003c/strong\u003e\u003c/h2\u003e\n\u003cp\u003eThose who entered military service out of high school may lack a degree. For those with families or living on their own, going directly into the workforce may be necessary to make enough money to pay expenses. Others may prefer to avoid sitting in a classroom for hours and want something more hands-on.\u003c/p\u003e\n\u003cp\u003eThe good news is that the U.S. Bureau of Labor Statistics reports the \u003ca href=\"https://www.bls.gov/news.release/pdf/vet.pdf\"\u003eunemployment rate for veterans is at 2.8%\u003c/a\u003e, which is 3.6% lower than the rate for nonveterans. Employers understand that veterans \u003ca href=\"https://www.careercircle.com/blog/post/9-essential-job-skills-to-help-you-excel\"\u003eleave their posts with skills\u003c/a\u003e that transfer to civilian jobs. Companies also understand that former military members may have delayed their education with plans to utilize the G.I. Bill after their military service obligation ends.\u003c/p\u003e\n\u003ch2\u003e\u003cstrong\u003eTop Qualities Veterans Bring to the Workforce\u003c/strong\u003e\u003c/h2\u003e\n\u003cp\u003eRegardless of education status, veterans bring incredible strengths into the workplace from their time in the military that provide significant benefit to businesses. Many qualities that veterans learn through valuable lived experience during their time in the military make them a top choice for many career fields.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eSome of the most important transferable skills that many veterans bring to the table include:\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e\n\u003cp\u003eLeadership and team management\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eTechnical and problem-solving skills\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eCommunication and interpersonal skills\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eAdaptability and quick learning\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eStress management\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eIntegrity, courage and a sense of duty\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eOrganization and discipline\u003c/p\u003e\n\u003c/li\u003e\n\u003cli\u003e\n\u003cp\u003eStrong work ethic\u0026nbsp;\u003c/p\u003e\n\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch2\u003e\u003cstrong\u003e5 \u003c/strong\u003e\u003cstrong\u003eTransferable \u003c/strong\u003e\u003cstrong\u003eJobs for Veterans\u003c/strong\u003e\u003c/h2\u003e\n\u003cp\u003eMany employers understand former military people develop these vital on-the-job skills they can transfer to civilian jobs. Through these, veterans have a wide range of \u003ca href=\"https://www.careercircle.com/jobs\"\u003eoptions available for job openings\u003c/a\u003e that match their skill sets. Here are some interesting options:\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e1. IT/Cybersecurity\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eWith so many people shopping and conducting financial business online, cybercrime incidents are rising dramatically. A hacking attack now occurs every 39 seconds, making a company or person a victim of cybercrime.\u003c/p\u003e\n\u003cp\u003eSome veterans worked on computers and already have a firm grasp of information technology (IT) services. Getting a certification in IT or cybersecurity may be a quick path to a well-paying career.\u0026nbsp;\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e2. Project Manager\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eDid you enter the military with a business degree or are you interested in gaining one? Veterans have skills that translate to project management, such as leadership \u003ca href=\"https://designerly.com/time-management-skills-for-designers-and-creatives/\"\u003eand excellent time management\u003c/a\u003e.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eFinding a position may require gaining experience in a particular industry you\u0026rsquo;d like to work in. Consider taking an internship to polish your resume and get your foot in the door of a company you\u0026rsquo;d like to work at.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eThey also know how to complete paperwork and follow directions. Because they may have taken a leadership role in projects during their military service, they work well as managers who collaborate effectively as part of a team. A job as a department leader could be an excellent fit.\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e3. Human Resources\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eHuman resource (HR) professionals direct administrative functions such as hiring within a business, as well as act as a go-between employees and organizational managers. If you\u0026rsquo;re a veteran with experience in leadership and management throughout your military career, you may feel right at home in an HR-type position.\u003c/p\u003e\n\u003cp\u003eHR professionals are currently in high demand \u0026mdash; job outlook for the profession is set to grow \u003ca href=\"https://www.franklin.edu/blog/human-resources-degree-salary\"\u003efaster than average at 7%\u003c/a\u003e from 2021 to 2031. Many HR employees enjoy competitive salaries, though your experience and skills will play a role in your projected income.\u003c/p\u003e\n\u003cp\u003eArticulating details in the military is crucial to get the troops where they need to go and give them commands. Because of this, many veterans have communication skills that translate well to HR and customer service roles.\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e4. Engineering\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eVeterans often leave the military with strong technical skills. They've learned how to troubleshoot problems and solve them with few resources. Such knowledge is relevant in engineering roles within factories. Positions such as repair person or supervisor could be a good match.\u0026nbsp;\u003c/p\u003e\n\u003ch3\u003e\u003cstrong\u003e5. Consulting and Marketing\u003c/strong\u003e\u003c/h3\u003e\n\u003cp\u003eSoldiers never know where they might be called to serve. Veterans can adapt to new environments. They learn new skills rapidly, making them valuable as business consultants or in fields such as marketing and analysis.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003c/p\u003e\n\u003cp\u003eWith advances in artificial intelligence (AI) and machine learning, jobs in marketing are changing rapidly. Opportunities to build on key skills and learn new technology abound.\u003c/p\u003e\n\u003ch2\u003e\u003cstrong\u003eFinding Veteran-Friendly Jobs\u003c/strong\u003e\u003c/h2\u003e\n\u003cp\u003eOnce you\u0026rsquo;ve considered your preference for a job type, spend time researching different companies and whether they hire veterans and celebrate service. While you have many options for turning your military knowledge into workable skills, some places are more open to training veterans and appreciating the mindset they bring to the table.\u003c/p\u003e\n\u003cp\u003eMany companies make a commitment to hiring veterans, so the options for civilian jobs after military service are numerous. If you\u0026rsquo;re looking for a position that\u0026rsquo;s ideal for veterans, browse \u003ca href=\"https://www.careercircle.com/companies/category/getting-hired-bc1fd430-19a1-49dd-80ea-0f118e9b01da\"\u003eour partner companies\u003c/a\u003e to learn more about businesses with a commitment to fostering an inclusive workforce.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eWritten by Content Contributor:\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-markjs=\"true\" data-ogac=\"\" data-ogab=\"\" data-ogsc=\"\" data-ogsb=\"\"\u003eEleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of\u0026nbsp;\u003ca rel=\"follow\" href=\"https://designerly.com/\"\u003eDesignerly Magazine\u003c/a\u003e\u0026nbsp;or as a staff writer at sites such as HR.com and Clutch.co.\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cspan data-markjs=\"true\" data-ogac=\"\" data-ogab=\"\" data-ogsc=\"\" data-ogsb=\"\"\u003e\u003cimg src=\"https://cdn.buttercms.com/6dfeyYJZTnOKgwHa65Br\" alt=\"Eleanor Hecks headshot.webp\"\u003e\u003c/span\u003e\u003c/p\u003e","summary":"Military service teaches people critical thinking skills that translate well into many civilian roles after service.","seo_title":"5 Transferable Civilian Jobs for Veterans After Military Service","meta_description":"Military service teaches people critical thinking skills that translate well into many civilian roles after service.","featured_image_alt":"woman in military gear with the text 5 transferable jobs for veterans","url":"https://www.careercircle.com/blog/post/5-transferable-civilian-jobs-for-veterans-after-military-service","scheduled":null,"featured_image":"https://cdn.buttercms.com/vTJgzJDSqGcgAuOr7u1x","author":{"bio":"","slug":"staff-writer","email":"","title":"","last_name":"Writer","first_name":"Staff","facebook_url":"","linkedin_url":"","instagram_url":"","pinterest_url":"","profile_image":"","twitter_handle":""},"tags":[{"name":"","slug":""},{"name":"Career Advice","slug":"career-tips"},{"name":"Find a Job","slug":"find-a-job"},{"name":"Skills-Based Hiring","slug":"skills-based-hiring"},{"name":"Veterans \u0026 Military Spouses","slug":"veteran-military-spouses"}],"categories":[]},"nextPost":{"status":"published","created":"2024-06-12T17:53:39.579933Z","updated":"2024-06-17T17:26:37.098839Z","published":"2024-06-12T17:39:00Z","title":"WEBINAR: How to Be an Ally Beyond Pride Month","slug":"be-an-ally-beyond-pride-month","body":"\u003cp\u003eThis month at CareerCircle, we hosted a webinar on \"How to Be an Ally Beyond Pride Month,\" highlighting the importance of supporting our LGBTQ+ friends and colleagues all year round, not just in June.\u003c/p\u003e\n\u003cp\u003eOur panelists\u0026mdash;Brittany Knowles, \u003ca href=\"https://www.linkedin.com/in/christinaware/\" rel=\"follow\"\u003eChris Ware\u003c/a\u003e, \u003ca href=\"https://www.linkedin.com/in/steven-del-gaizo/\" rel=\"follow\"\u003eSteven Del Gaizo\u003c/a\u003e, \u003ca href=\"https://www.linkedin.com/in/andyheppelle/\" rel=\"follow\"\u003eAndy Heppelle\u003c/a\u003e, \u003ca href=\"https://www.linkedin.com/in/latoya-papillion-herr/\" rel=\"follow\"\u003eLaToya Papillion-Herr,\u003c/a\u003e and \u003ca href=\"https://www.linkedin.com/in/carla-johnson-336b45100/\" rel=\"follow\"\u003eCarla Johnson\u003c/a\u003e\u0026mdash;shared their personal stories and practical tips. They discussed the importance of being an ally, using inclusive language, and advocating for policies that support the LGBTQ+ community every day of the year.\u003c/p\u003e\n\u003cp\u003eIf you're looking for ways to support your queer coworkers or tips on how to be a better ally, we've got you covered. You can watch the recording linked below or read through the transcript right here in this post.\u003c/p\u003e\n\u003ch1\u003e\u003cspan style=\"color: rgb(0, 0, 0);\"\u003eWatch The Webinar:\u003c/span\u003e\u003c/h1\u003e\n\u003cp\u003e\u003ciframe width=\"560\" height=\"315\" src=\"https://www.youtube.com/embed/40903GOxhUU?si=zi8qWQHRvQ57RdZi\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen=\"allowfullscreen\"\u003e\u003c/iframe\u003e\u003c/p\u003e\n\u003ch1\u003e\u003cspan style=\"color: rgb(0, 0, 0);\"\u003eTranscript:\u003c/span\u003e\u003c/h1\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her): \u003c/strong\u003eHello! Hello! Hello! Welcome, everyone. Thank you for joining today's webinar, \u0026ldquo;How to be an Ally Beyond Pride Month\u0026rdquo; here at CareerCircle. We are a workforce solution company on a mission to change lives by connecting underserved communities with career opportunities and helping organizations build skilled, diverse pipelines. Today, we have a wonderful group of panelists who will provide some insightful and actionable advice on creating and maintaining inclusivity inside and outside the workspace. Who am I? My name is Brittany Knowles. I'm an African American cisgender female. My pronouns are she, her, and hers. I'm wearing clear, wide-rimmed glasses, champagne gold dangled earrings, and a natural braided hairstyle. We're currently recording this webinar to ensure accessibility for all participants. \u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cbr\u003e\u003c/span\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her):\u003c/strong\u003e You may enable close captioning by clicking on more on the bottom right of the screen. Then click captions and show captions. I want to take this opportunity to thank our panelists. Let me just say I've had the incredible opportunity to watch the moderator today, Chris, for a couple of years now. It just so happens. Right before this started, we had the opportunity to share with each other, and I did not get to say just how excited I am again for the 3rd time to see you do this. So I'm so excited, as are those of you in the audience. You all are in for a treat because this panel of esteemed panelists that we have is going to truly provide us with some insightful information today. So before we get into them introducing themselves, I wanna again just thank you all. Thank you so much for taking the time to share your story with us and for sharing how we can be more inclusive as well. I wanna thank those attendees who have joined, whether or not you're a part of the community, an ally, or just here to learn. You are welcome, and we are ecstatic that you've decided to join us today.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her): \u003c/strong\u003eWe ask that this conversation be truly rooted in Pride and positivity. All of us, including myself, are on a continued and ever-evolving journey of inclusivity to start off our webinar. Before introducing our amazing panelists, I wanted to provide some impactful statistics based on studies from the staffing industry analysts and HRC. Foundation, 41% of LGBTQIA workers say they face bias. 1 in 5 LGBTQ+ workers report having been told or had coworkers imply that they should dress in a more feminine or masculine manner. The top reason is that LGBTQIA workers don't report negative comments they hear that LGBTQIA people won\u0026rsquo;t go to a supervisor or human resources? Because they don't think anything would be done about it, and they don't want to hurt their relationships with coworkers. So, some grim statistics.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her):\u003c/strong\u003e Let's go into the positivity piece because we've already discussed that we want this to be a positive conversation. What's positive? 41% of those workers from the staffing industry analysts report that they face less discrimination now than in 2019. 51% say their employer has taken meaningful action to create an equitable workforce. We must continue to educate, learn, and interrupt patterns that can keep our LGBTQIA colleagues from feeling safe in and outside of the workforce without further ado. I'd like to pass it over to the one, the only, the amazing Chris Ware to moderate this wonderful conversation.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003ePanelists. You know what I mean. We have a phenomenal crew today. You know what I mean. So thank you. Thank you. And thank you to the CareerCircle. I greatly appreciate it, and I'm honored to be able to moderate this year's event. And I am so excited for these panelists that you all are about to hear what we have! Our conversation today is going to be something I'm telling you we have when we talk about inclusion, diversity, and equity. We're gonna hit it from all angles today. And I'm just super excited. I want to be able to go down this journey with all of you. So, as you already know, my name is Christina. I go by Chris. My pronouns are she/her/hers.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eI have brown curly hair with a little salt and pepper going on, brown eyes, and a black golf shirt with a black blazer. I am a government solutions executive here at TekSystems. I've been with the organization for almost years. And before just transferring over, not transferring, but moving over to tech systems. I was with Aston Carter, where I was a part of an ERG, which was called diverse genders and sexualities. It was one that we found just a few years prior to my moving over, and it was just such a good time to be a part of that ERG employee resource group and also be the Co. Chair of that. So, without further ado, I'm gonna pass it over to the panelists, and we're gonna start this introduction round and get into the questions.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him):\u003c/strong\u003e Thank you. Thanks for having me. My name is Steven Del Gaizo. I use he/him pronouns. I'm a Latino cisgender male with dark brown hair. I wear black glasses, and I'm wearing a gray overcoat. So thank you for having me. Oh, and I'm working at Luminar Technologies.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eThank you, Steven, for joining us, Andy. You're up next.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e Well, thank you very much, Andy Heppelle. You'll hear a Canadian accent for those with an ear for it. I identify as he/him. I'm married to a wonderful man living here in California. I have a headset on so that you're crystal clear to drown out the noise of Cairn terriers that may or may not be in the background. I'm wearing an orange undershirt and a red, purple, and blue overshirt. And I'm sitting in front of a photograph of the largest living organism on Earth are thousands of trees that are identical to each other, and they're connected by the roots under the surface, which I think of as a metaphor for all of the humans that are in this call today. We're all connected somehow. We just don't see it.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e So I've been with Capgemini for years. I'm in a part of Capgemini called the Accelerated Solutions environment, which has the rare privilege of helping humans come together, learn from each other, and figure out how to optimize their path forward together. And I am here representing other colleagues whose shared purpose is unleashing human energy through technology for an inclusive and sustainable future. And I know that sounds like the corporate thing. But it's real. And I'm so proud to be here with you today.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eThank you, Andy. Next up, we have Minister LaToya. Please, please introduce yourself. Thank you for being here.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her):\u0026nbsp;\u003c/strong\u003e Of course. Thank you so much. My name's LaToya. I am a wedding minister; my pronouns are she/her. I'm a Black Cisgender woman. I'm sitting here with my hair cut into a bob, hopefully, a very welcoming smile, and beautiful pictures of weddings behind me. I have a floral shirt and fabulous nails, which you can't see, but they\u0026rsquo;re there.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her):\u0026nbsp;\u003c/strong\u003e With the trans community, I allowed them the opportunity to put their money where their mouth is and make sure that they know how to engage with us in a way that is equitable in a way that is sustainable, and pushes our community to thrive and out of surviving.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eAmazing. Thank you for all the work you're doing. I greatly appreciate it, and it's greatly appreciated that you're here today. Next, we're moving over to Carla. What's up, Carla?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her):\u003c/strong\u003e It's such an honor. Good afternoon, siblings. My name is Carla Johnson. I'm an African American assistant or woman. Same-gender loving woman, my pronouns are she/her. I work for Allegis Corporate Services as the CSR Manager. I have dark brown hair. The gray is not showing. I do not have a haircut today, and I have brown eyes. I'm wearing a white golf shirt and a dark red blazer with a lapel pin of the Progressive Pride flag. I am currently sitting in Hanover, Maryland, on our corporate campus.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Fantastic. Thank you for joining us, Carla. Thank you for being here, I'm gonna start off by just taking you down a quick little journey or a peak behind my journey real quick. So I'll tell you that I started this organization years ago, and when I first started some of these stats, I could relate to some of them. And it was because I felt the need to conform, or I felt like I needed to wear the girl clothes with the hoopy earrings, and just to try to fit in, you know. And that just wasn't me right? But the nice thing about. You know. What we're talking about today is how to be an ally, right?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e I had some great allies, some great partners that stood with me. In a time where I was trying to discover myself and figure out, you know who, who was Chris? Was it Christina? Who am I right? And it allowed me to gain confidence. To really step into myself. And so with that, that's where you see the haircut. You see the suits, you see that I was rocking the bow ties. You know what I mean, and so thank God for the allies that I had because, without them, I couldn't have been able to grow professionally. I feel like and down this journey, and it set me up so well for success by having those allies and then having the confidence that I knew that I could, you know, do my job with confidence, knowing that people believed in me for who I was.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e So I wanted to share that because we're gonna kick off this first question. I need to find allyship. What does it mean to be an ally within the workplace? And what are some specific actions that you can take to drive allyship? And I'm gonna start with you, Latoya.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her): \u003c/strong\u003eSo, first, I want to share that my perspective on allyship is that it's not for me to define. I'm not in the community that would need the allyship, specifically focusing on my conversation of talking about the trans community. So I don't get to decide what allyship looks like. They get to decide what my allyship looks like. So, it is that you're listening to the community you want to be there for, the community you want to support and give a voice to. Finding out their immediate needs and then stepping into those spaces for myself was putting my body in rooms that some of our members, our TransTech community members, need to be more comfortable doing. They feel unsafe in corporate boardrooms and when talking with agencies about specific things. Maybe they need help with what they wear and how they present things like that. And my version of allyship was stepping into that space for them, being more aggressive and confident in my body, and putting myself in between them. And essentially, their oppressors. Be honest, and be able to advocate for their needs and to get them appropriately. So my biggest suggestion is to look to the community you're hoping to allyship for, ask them their needs, and then show up in those spaces. That's what I've done.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e And I appreciate that. And you know,\u0026nbsp; you hit on something, you said advocacy. What does that mean?\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her): \u003c/strong\u003eYeah, advocacy, I can hold that on my own a bit more than I should because advocacy just means me doing the work and showing up to continue to amplify the voice of the community that needs it most. I do my best to make sure that when I speak, I speak the language they feel most comfortable with. With that, I reach back and point the microphone toward the people who are speaking up, the people who need to be amplified and share their messages. So advocacy looks like just taking center stage, getting everyone's attention, and then turning around and passing the mic.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eThat's right, that's right. And I really wanted to highlight that individuals, you know, seeking to be a better ally\u0026mdash; advocacy is so important, especially when you know people are in rooms that we might not be in. It's a great opportunity to advocate for individuals, especially when we're talking about some of those statistics of people feeling, you know, not feeling belonged or needed, or, you know, so on and so forth. So, I appreciate what you just said. There, I'm gonna send it over to Steven. Steven. What are your thoughts on this topic?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eYeah. So I think allyship is not just a noun, but it's a verb. It requires action. And I think it's important that we recognize that everyone is on a different path or spot along their journey to allyship. So, what does that look like in the beginning? I mean, it could be you sitting here right now in a learning position, just listening and learning. So, you know, dive into those resources. We have a ton of great resources from the Trevor Project and from HRC. From PFLAG. Simple things like following social media accounts for advocacy groups like that. It gets into your content. It gets into your day, however, you learn and digest media. Find those avenues for you to learn. Next, you might start becoming more of a visible ally. So what does that look like? Maybe it means having a Pride flag at your desk. Maybe it\u0026rsquo;s a Pride pin or using a Pride background. Sharing this recording and other recordings with your friends, your family, and your colleagues within your community. And then you can slowly grow into being an active ally, being an advocate, and promoting inclusive policies within either your workplace or your local community.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eAnd sometimes allyship means intervening and stepping up when something doesn't sit right with you. Different people handle those situations differently. Some tools I learned are if you're non-confrontational, you can just make a verbal sigh or something like a gasp or something that shows your disagreement. Or if you're bolder, and you know you really want to lean in, you can step in and ask people well like, \u0026ldquo;What did you mean by that\u0026rdquo;, and it allows them a second to think about what they just said and respond to it. I think a really important takeaway is that allies help. Others become allies. They don't alienate me, as a queer person, and many others in our community. Sometimes, we don't always have the mental capacity to help people along their learning journey because, in our everyday lives, we have microaggressions. We face discrimination, and so that's where allies can really step in and show up and help us out. And again, like allies, help others become allies. We don't want to alienate people. We want to bring everyone along the journey and learn and grow.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e I appreciate that, Steven. You said a lot of great things there, and you know, one thing Steven didn't talk about in this intro: he came from General Motors, where he was the president of the LGBTQ+ ERG when he was there. So, first of all, that's amazing because that is one of the leaders in the automotive industry. And talk about allyship. Did you learn a lot, I guess? What did you learn from being the president of the LGBTQ+ ERG when you were over at General Motors, was there anything that you could share with the group that might be beneficial?\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eI learned so much. We did a global ERG and then, now, in my current job, I\u0026rsquo;m a program manager, but also leading their DEI committee so I\u0026rsquo;m very passionate about it. Learning from a big company, a big corporation \u0026ndash; it starts at the bottom, and it also starts at the top. So both ways and both paths are helpful. A grassroots effort. Find your allies both within the working level and with your colleagues and co-workers. But then also find your executive allies. Advocate and have them advocate for you. We moved many mountains and hurdles. I was able to get domestic partner benefits, transgender-affirming care, and transition guidelines within the company. For me, I think one big learning is to take time for yourself, because DEI can be exhausting, and it can burn you out. But to all the work that you and we and everyone out there are doing, it's changing people's lives for you, the current state, but also the future state. Everyone that comes after you. So while you're taking those moments to rest and recharge and relax, what continues to drive me is knowing that the work that I'm doing is impacting others. And it's making others' lives greater. They're able to live authentically and show up in a way that is authentic for themselves.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eThat's amazing. See, I'm so glad I brought that up. You work, but I had to break it up!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e Are we all allowed to cheer out loud like that?\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware(She/Her): \u003c/strong\u003eYeah!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Seriously. That's another little flag flip.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e Exactly, Steven.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Okay, go, Steven! And so, Andy, what are your thoughts on this? I gotta tap you in.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him): \u003c/strong\u003eWell. So. being descended from French and Scottish people who settled in Canada\u0026mdash;imposter syndrome in the diversity and inclusion area keeps kicking in. Because who am I? I'm this privileged white dude, who was handed enough shelter, food, education, and opportunity to have a great life. Oh, I happen to have had a husband for years, so that thread for me related to Pride Month and beyond Pride Month, and allyship, turns into acknowledging that when I was born in Canada, it was illegal to be my authentic self. I could, when I was a teenager in Canada. People were still being taken to jail from nightclubs if they loved someone of the same sex. When my husband and I first moved to the United States twenty years ago, we were told it's essential that you take your rings off and be in separate lines, because under the immigration laws you can be rejected entry based on your orientation under the statutes. So we moved back to Canada. By then it was legal to get married, and there were full equal rights in Canada. That's awesome.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e In 2015, my now boss called and said, \u0026ldquo;Would you and Paul consider moving to California?\u0026rdquo; And I said, \u0026ldquo;No, because of the Draconian laws that are there in the United States\u0026rdquo;. And they said, \u0026ldquo;Well, a funny thing happened in the Supreme Court this summer. The law changed, and now people have equal rights. The Obama Administration made full equal access under the law for immigration for same-sex couples\u0026rdquo;. The day that SCOTUS acknowledged equal marriage. So from that day on the immigration form, my husband was a check mark the second time we came. So the first time was completely \u0026ldquo;do not acknowledge the one you love\u0026rdquo;. The second time was a checkmark on the form. The immigration officers said, \u0026ldquo;Welcome to the United States gentlemen\u0026rdquo;.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him): \u003c/strong\u003eAnd along the way a colleague here at Capgemini back in 2007, I was so grateful that KA \u0026ndash; Krystianne Avedian said, \u0026ldquo;I think we need to have a conversation about people who love people of the same sex at work. I don't know what that looks like''. Well, back then, it was, to your point, Steven, of starting at the bottom, and well, no one was having that conversation. And what could that shape up to be now? It's in 24 countries, this thing called \u0026ldquo;Out Front the KA\u0026rdquo;. Two friends in a parking lot started it one evening. I was fortunate enough to be a past president of it for the Americas. And before it went global, KA took over. And now this year, we're seeing from an allyship perspective. The CEO of our company is acknowledging that it's Pride every day, not just in Pride Month. The CEO of Capgemini America just sent a note the other day on LinkedIn. Last year our global CEO thanked KA for founding this thing that has reshaped our culture and, by the way, launched opportunities to acknowledge the values of those differences in multiple dimensions. So now we have this whole suite of employee networks focusing on different areas to lift us all. So I know that's a lot. But I did not mention when I said \u0026ldquo;Hello\u0026rdquo;, that I have a white mustache and a white beard that used to be bright red, but now they're white. I've earned them. But the hopefulness of allies, and the last thing I'll share is that just putting yourself out there and being vulnerable and visible, gives other people the permission to do the same, and the number of kind, compassionate, empathetic, curious people who don't happen to be LGBTQ Spirited+ that want help in thinking it through with their families, with their children, with their brother, with their father. You know LGBTQ+ people are everywhere, and the people we work with have all those connections to us that we don't see, because we haven't shared so thank you for the opportunity.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eAndy, Thank you for sharing all of that. There's a reason why you have almost 22,000 followers on LinkedIn because Carla said it earlier: \u0026ldquo;I could listen to you speak all day\u0026rdquo;. I could do it, too. So you know, if you're not following Andy on LinkedIn, really, you should. You should follow all of us. But, Andy, thank you so much for going down that journey with us. So I'm gonna move on to the next question. What are some practical steps individuals and businesses can take to support LGBTQ+ employees year-round? Let's dig into it a little bit further, a little bit deeper. Steven, let's start with you.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him):\u003c/strong\u003e So if you haven't started already, I think one of the most practical steps is starting a BRG or an ERG for your Pride organization, and not just Pride, but all minority groups. The concept of intersectionality, how all of our identities come together to create who and what we are, and our lens of experience through the world is great. I think starting ERGs (some companies call them BRGs), but starting those groups is a really good starting point and a practical first step because it allows queer and Allied folk alike to come together and network and start building that community within the workplace. And for me, that was really important. When I was first coming out in the workplace, having an ERG there to support me, and just kind of find other people within the community at work was really beneficial, and I cannot even begin to explain how it changed my life and changed the trajectory of my career.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eThe other thing is, that a lot of these ERGs have mentoring programs, they have career development opportunities, and there are people there to guide you. Also, you're doing the social aspects. Which again, when you're coming out trying to find people who will love and accept you for who you are, both in your job and outside of work as well. Having that network is hugely beneficial. Once you have that established just some ground rules are good. The next place to start is if you're in a place that can influence the company, taking a look at the company policies. The HRC Corporate Equality Index and taking a look and seeing if you have a doctor Transgender affirming care? Do you have domestic partner benefits? What volunteer activities are you doing within the community? How are you supporting the community in other ways? How are you giving back? What does your LGBTQ+ inclusion look like? We just said it \u0026ndash; Pride is not just a month. It's a year-round activity. So there are DEI holidays all throughout the year. Transgender Day of Visibility, Lesbian Visibility Week, National Day Against Homophobia, Transphobia, Biphobia, Coming Out Day, Intersex Awareness Day \u0026ndash; I just want to take a moment and recognize the intersex community because that is a community within our LGBTQ+ hat that doesn't always get the recognition. Having, you know, some resources and pulling different things together to bring awareness.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eSo there's a lot of different opportunities to develop, content to just develop, you know. Send out articles, and learning content. It's all available. Linkedin. You know, you can find a ton of training resources on all of these nonprofit pages and LinkedIn content. I could go on and on and on, but I'll pause there.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Thank you. And you talked about it, and I know I mentioned it already as well. But the employee resource groups. They are so important, way more important than I think people really realize they really help build a sense of community. And I think when I finally realized just how important some of the work we were doing we're building out the ERG that we built out at Aston Carter being a founding board member of that we we started that ERG in the middle of COVID, and there was this dire sense that they wanted to build. People wanted to have that sense of community especially because they were at home alone. Now let me peel back the onion a little bit.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Let me give you an example. We hopped on an ERG call, and it was a get-to-know-you call with the whole ERG, and there were probably at the time maybe or of us, not many. We went around the horn. We spent the hour just kind of getting to know each other. We told our coming out story just so again to build out that sense of community. There was one individual on this call, she was at home, and she was not able to fully communicate her coming out story because she was with her family, and she had not come out to them. So she was actually in the midst of going through it, and the reason why she joined the ERG was because she was looking to build that sense of community and get advice, and how to get allies, and so on, and so forth. All of us going around and telling our stories, it then further gave her the confidence to start reaching out to individuals, and then she eventually came out to her family. But it was just interesting how she couldn't talk about her story on the call. She had to type it in the chat. And so it's just, you know, these ERGs are just so important. And so that's why I wanted to, you know, share that little tidbit. Andy, what are your thoughts on the topic?\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e Well, so I just dropped in the chat a \u0026ldquo;Thank You\u0026rdquo; note to KA \u0026ndash; Krystianne Avedian who founded that first Out Front LGBTQ+ ERG. The founders happen to be a person who worked at Capgemini as \u003c/span\u003e\u003cem\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003ehe\u003c/span\u003e\u003c/em\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e went away for a while and was rehired as \u003c/span\u003e\u003cem\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003eshe.\u003c/span\u003e\u003c/em\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e And so we've had transgender founding of our LGBTQ+ ERG. So all the letters actually mean real things to real community members. So thank you all for acknowledging all of the people like we're all human with different attributes in this community. And yet sometimes it feels so fractured. So, having that safe space in an employee resource group or an employee network recruiting Capgemini is in our business. We are consulting. We are people helping with ideas and the most creative, wonderful things emerge at those intersection points between different backgrounds, different identities, and different life experiences.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him): \u003c/strong\u003eAnd so how do we create a culture of attraction to create the future we want, which is truly what we're always working to build employee resource groups? And then the safety thing. It just still rips my heart out when new consultants ask, \u0026ldquo;Is it okay to mention my significant other at work?\u0026rdquo; YES, of course, you know, but people are still dealing with that piece. People will ask in recruiting events, \u0026ldquo;Is it really a place for women? Is it really a place for African Americans, for Hispanics?\u0026rdquo; Well, through the years these different employee resource groups have fostered communities that have now got formal relationships between Capgemini and different communities to source these talented colleagues we want to work with. But it's that catch \u0026ndash; How do you not be a bunch of people in blue blazers with khakis, who are all male and middle-aged, and of the same genetic makeup? How do you attract and create that diversity of thought and excitement in building new things without the ERGs? I can't imagine, Steven, you put it so beautifully, and it's an opportunity for you, and everyone to learn as they participate in those. That's a lot. But you asked, and there it is!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e I appreciate that. No, that tees it up for the next question I have: How can professionals educate themselves and their coworkers about pronouns and gender-neutral language? So I'm gonna start with Carla. What do you think?\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her):\u003c/strong\u003e Yeah, thank you. We have to breathe in that representation matters right? We need to begin to educate ourselves. Do the work. Understand what pronouns are, what gender identity is, and what and how important inclusive language is. Chris talked about it earlier when I first started at Allegis Group. I followed her on Linkedin. She was the only visible person in my ecosystem that I saw that looked like I did. Her bow ties, her short hair, her ethnicity. She led by example for us to continue to educate ourselves as professionals. We must lead by example, by using gender-neutral language and sharing our own pronouns with my siblings in the LGBTIA community. I think Steven talked about it being heavy, it is a lot. And it is for me, Chris, to be quite honest, the weight that we carry. We create the representation that we want. You were my example to continue to pull back my own layers and reframe how I'm showing up to be in the role that I am in now. Advocate for policy change. We've talked about that. What is within your organization, your DEI strategy? What are your DEI leaders working on?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her): \u003c/strong\u003eHere at Allegis Corporate Services, we are led by our vision statement, which is that ACS is a place where we are invited to be our authentic selves. We feel that we belong in this community. Our contributions are valued, and where there's the opportunity for us to develop and grow. To continue, to live and lean into that particular vision statement, we must understand that we are the examples. One of my mentors and friends, I jokingly call him the Doctor Franklin Reed, he is the executive director of Texas DEI. He shared with me years ago, when I got into this role, that change takes time and sustainable effort is from everyone. So that is how, as professionals, we continue to advocate and promote gender-neutral language.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Love that and I love everything you just said.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e I was gonna say, are we allowed to cheer out loud again?!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eOkay, yeah, we can cheer out loud again. Okay? Cause woo! I mean, you've told me that before. But thank you again, Carla, I mean, you know. And it's so funny like, now you're the example that people have to look up to. You know what I mean. And it takes time like Franklin just said it does. It takes time, you know. So I appreciate what you just said. Steven, I know you were getting ready to say something when I initially asked the question. Tell me, what are your thoughts?\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him):\u003c/strong\u003e So I guess just to build upon everything Carla just said, find resources. Listen, learn, and start by changing your own vocabulary. For me growing up, I grew up in southern Texas on the border, but everyone around me always used, \u0026ldquo;you guys\u0026rdquo;, as just a gender catch-all word. And it was meant gender neutral. But as I moved on and learned and grew more in the DEI space. I had to recognize that not everyone interprets my language the same way, and I had to train myself to start saying, \u0026ldquo;you all\u0026rdquo;, \u0026ldquo;folks\u0026rdquo; or \u0026ldquo;team\u0026rdquo; and so it's just more welcoming now that I do it. It's become a habit and sometimes retraining your vocabulary and retraining your language does take time so give yourself grace, but also learn and correct yourself as you go along. Slowly it takes form but it's just more welcoming. It feels more natural now to me. When I say, \u0026ldquo;Hey, you all\u0026rdquo;, or \u0026ldquo;Hey, team?\u0026rdquo;, you know it's fully inclusive, and people don't interpret it as one way or the other. Right?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him):\u003c/strong\u003e When it comes to pronouns, I think one important thing to mention is, that if you're unsure about pronouns, ask, don't make an assumption, and accidentally misgender someone because you are unsure. That's why we started off our panel today with our introductions, our names, and our pronouns. Because when you go up to someone and you don't know them, and you don't know their identity, I can go up to them and say, \u0026ldquo;Hi! My name is Steven. I use he/him pronouns. What about you?\u0026rdquo; And so you're taking that moment to learn about that person, learn their name, learn their pronouns, and their identity. It takes the burden off the other individual to correct you and stop the conversation. Maybe they just don't feel uncomfortable, or maybe that is the 10th time that they've been misgendered that day and they just don't have the mental capacity to continue doing it, right? It takes a burden off of them. And it's just an easy way to introduce yourself.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eAlso, we live in a global society. You know there are names out there that we may not recognize if they're masculine or feminine, and even within our English language there are names that have both masculine and feminine associations with them. We talk about gender-neutral language, but also gender-neutral pronouns. This is a really important one. Take the time to learn someone's pronouns, use them, and use them correctly. If you make a mistake, just correct yourself. You can go like, \u0026ldquo;Oh, sorry\u0026rdquo; and then move on. Don't make a big to-do about it, because then it draws attention and focus to that person, and it might make them feel uncomfortable. But catch yourself. make a quick apology. move on, and then just train your mind and correct it. Next time.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eYeah, you hit the nail on the head with all of that. And I think with us living in a virtual world. It's not hard to add to your signature, she/her/hers, or they/them/theirs. It doesn't always have to be the LGBTQ+ community that's doing it, it could be everybody. So eventually we can get to a point where it's like we are all \u0026ldquo;he/him/his\u0026rdquo;, and \u0026ldquo;they/them/theirs\u0026rdquo;, and so on. And so you know what I mean. I know you can do it on Microsoft Teams. You see today, we have it on Zoom. We have our name, and it doesn't have to be awkward.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her): \u003c/strong\u003eI'll try to keep it quick because of the time but I realize that often it's probably a bit of a privilege to function in the world as an assistant or woman, and being able to say things in certain spaces that other folks in the community may not feel comfortable saying. One of the things that I talk to allies specifically about, or people who are trying to be allies, is that these things should be general language. The idea of educating yourself is really difficult when they don't know what they don't know. What do you research when you have no clue? So it is a matter of understanding that this language is not specifically for the LGBTQ+ community. Don't ask the people that look different what their pronouns are. Make it a general language that we just say \u0026ldquo;y'all\u0026rdquo;, or we just say \u0026ldquo;they\u0026rdquo; or we just use their names. It's not a complicated practice for us to strip away this idea that you're a good person.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her): \u003c/strong\u003eWe get ostracized being in a community by the person who's well intended. And the problem is that we are the only community vocalizing these things, and what I try to do is take it out of our LGBTQI+, and give it directly to everybody. Just use gender-neutral language that includes anyone or just use their names. \u0026ldquo;Hey? I wanna be able to use your name. Can you make sure I'm pronouncing it right?\u0026rdquo; And that's it. You don't have to worry about misgendering somebody when you speak to them directly. The other part that I wanted to share is when we were talking about how organizations can show that they are inclusive of all genders and make everyone comfortable, putting them in leadership. You have no idea how many rooms I walk into and I'm the only brown woman. Or I'm the only outwardly vocal LGBTQIA+ person. So if you want us to recognize that you are accepting of all people, put all people in leadership. It seems absolutely ridiculous that you're a white male-run organization and telling me that you have an ERG of people. But none of those people are making decisions about your organization. It enrages me. Actually.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her):\u003c/strong\u003e Let everybody say their piece. We're the representation, and we show up. We are always the representation for ourselves. Today\u0026rsquo;s platform is education for everyone to learn, and how to make space for us. It is not about affirming that we will make space for ourselves. This is giving them information on what to do, and what you need to do is put us in leadership, put Black folks in leadership, put Indigenous folks in leadership, put trans folks in leadership, put LGBTQIA in leadership, and so on and so forth in leadership.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eYes, ma'am!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her):\u003c/strong\u003e In my mind, there are no other metrics that you need to take because if you ensure that Black trans women are part of running your organization, they will ensure that everyone inside your organization has access to what they need. It's just the default on a trickle-down. So make sure that the policies and your benefits fit all people. You know how? By having all people be the decision-makers for those policies. Have a person who's in a domestic partnership in there, have a person who needs adoptive and fertility support services for birthing and non-birthing partners, and have that person in there on the call with HR. That's how we figure that out. We don't have to make it, where our ERG groups are throwing information and ideas from staff, put our dynamic faces and Intersection-lived experiences in leadership, and you won't have to question whether your organization is inclusive or not.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Mic drop.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Okay. Okay, so let me do this real quick. I gotta get through this. I'm only gonna ask one more question. And then I have quite a few questions from the audience, and I wanna see if we could get nailed out real quick. Okay, so are we ready for this? How can workforce professionals advocate for LGBTQ+ rights in their communities and beyond? Are there opportunities to collaborate with local LGBTQ+ organizations or participate in advocacy campaigns? Carla, I'm gonna kick it to you first.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her):\u003c/strong\u003e Yes, yes, and yes, and understand the importance. I think LaToya already kind of schooled us. Right? So ERGs are extremely important. Know who you're who you're donating to and understand that the practice in the workplace they taught you all talked about already. Sexual orientation, gender identity, non-discrimination policies. Participate. Show up. So when the ERGs are doing something, make sure that you're there. Understand who your advocates are. In your workplace and in your community. So if you can't name it, I encourage each of the people watching this: If you want to be an ally beyond Pride Month, learn about two LGBT organizations, grow to donate to those organizations, and then understand how within your employee base your ecosystem is donating and participating. When the HRC identified that the LGBTQ+ community was in a crisis, what did you do? Right? So how are we learning from the things that are already in our system?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her):\u003c/strong\u003e Make sure if you're an ally beyond Pride Month that you don't just talk about what your ERGs are doing during June. I am big on leading by example, and so I do feel like as an ally, our allies should be holding our LGBTQ+ community accountable. Here at Allegis corporate services, I'm thinking of a particular ally who is hungry to learn. She's a mother, she's a wife, she's a friend, and she wants to know how to continue to show her authentic self in support. So understanding that we are again leading by example. We are paying attention to our surroundings and talking about this beyond the workplace. I know what the question is, but change happens as we continue to matriculate it into our natural known ecosystem. So if we are having conversations with people who we know aren't supportive, how are you using language? How are you informing? How are you being an example? I'm continuing to again understand what the community needs. I think it is indicative to say that we don't have a transgender, representative representative sibling in this panel. And so how are we being advocates to ensure that the next time there is full representation? I think we all bring great passion and input. But we need to continue to be vocal when we don't see the representation in front of us. Hope to answer your question, Chris.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Yes, it did. Okay. So, Steven, I'm gonna let you go.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him):\u003c/strong\u003e Quick a few ways are, to hold your company accountable and hold yourself accountable. So within your community. How are you showing up? Are you showing up to your student council meetings? Are you showing up to school board meetings? Are you showing up in your community in ways to advocate within your workplace? Are you looking into things like donations? Where is your company donating and supporting? And are they supporting the causes that you believe in and are aligned with? So a really great, great way is to find opportunities to either make donations to or create volunteer outreach projects to local LGBTQ+ community centers. Or make some arrangements and alignments with national LGBT organizations. There are some really great ones like the Trevor project. PFLAG. HRC. The list goes on and on.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eOkay, thank you so much. That was good. Let me ask this question from the audience, real quick. Should someone ask what someone's pronouns are? I usually say mine, and it opens up the door for them, but I don't ask for fear to pressure them to share when they may not want to share.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her): \u003c/strong\u003eI can jump in there.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her):\u003c/strong\u003e I believe you can. You should feel comfortable to lead, and you should feel comfortable to ask. It just continues with what LaToya talked about normalizing. We have to do it because people are ostracized, people are left out, and so when it becomes a part of our normal dialogue. Then it becomes normal, right? It becomes natural and people will lead that way. To continue to drive that particular narrative. I would say. Yes, I would encourage it. To ask what folks' pronouns are.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware(She/Her): \u003c/strong\u003eI\u0026rsquo;ve got one more and then another question. I think this one is gonna be a good one. With the recent gender-affirming healthcare ban in South Carolina, how can individuals impacted by this be supported by their peers and companies?\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him): \u003c/strong\u003eI think this is really difficult for the trans community, even for myself. Because part of the work that I was doing at GM, and even outside in my personal life was, you know, tracking some of this policy work, and the sheer number of bills is staggering. I have no other words. One thing that we can do within a company, within the organization, and one thing that I was able to work through is ensure travel reimbursement within your benefits. If you live and work in a state where healthcare is not being provided to you, and it's gender-affirming, life-saving healthcare that you need. If you're living in an area that is not provided, the best thing that an employer can do is offer travel reimbursement services. So that way you can access the care that you need.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Thank you, Steven.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her):\u003c/strong\u003e Yeah, if I could. How can you be supported by your peers in your company? This is what our human resources department is for. So, being able to talk in confidence with your HR department. And ensuring that you feel comfortable, vulnerable, and safe. Ensure that your support system is there, to make sure that you're protected. Steven, you talked about all of the laws that are quickly changing. Ensure that if your company has a legal department, you're seeking to understand how you can be supported even when talking with your HR. Your HR should be providing that level of understanding. If you don't feel that they are, reach out to your legal team, and understand what you should be saying, and could be saying in order to continue to create that safe ecosystem for you.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eSteven Del Gaizo (He/Him):\u003c/strong\u003e I also want to highlight the importance of mental health and well-being. So if you're really struggling, your friend is struggling, a co-worker, or a family member is struggling. I want to destigmatize mental health and encourage them to find resources. That can help them through a difficult time.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her): \u003c/strong\u003eThank you, Steven. That was the gem that needed to be dropped. Thank you so much, and honestly give yourself a round of applause, all of you all for participating in this wonderful conversation. Such an impactful conversation! I feel so honored and blessed honestly to have been able to have this conversation with you all today. Hopefully, it inspired and encourage some allies to be able to stand with some of our peers here that are in this space and are just looking to be better humans around the world. So I thank you. And thank you to CareerCircle. I feel honored again to be able to have done this. Such a great time. I'm gonna turn it back over to Brittany.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her): \u003c/strong\u003eIf I can say this presumptively. Just clear your schedule for next year, Chris, like everyone, let's just do this again next year.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e Yeah, all right!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eChris Ware (She/Her):\u003c/strong\u003e Same here, same here!\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her): \u003c/strong\u003eOkay, I told y'all this is gonna be lit right? I told you all this going to be the conversation of the year, and you all did not disappoint in any way, shape, or form. We want to thank every single one of you for sharing your experiences, and your knowledge truly from the heart. We truly appreciate it. We hope that everyone that is on this call has learned something that they're gonna be able to pull, to create that inclusive work, environment, and to be able to contribute to best practices. Please check out CareerCircle\u0026rsquo;s event, page on careercircle.com/events to register for upcoming webinars we have in store. We'll be sending you an email with the resources discussed today as well as upcoming event information. So be on the lookout. Thank you all so much again for your time, and we look forward to seeing you all here next year. Make sure you bring a friend.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eBrittany Knowles (She/Her):\u003c/strong\u003e Thank you.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eAndy Heppelle (He/Him):\u003c/strong\u003e Thank you all.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eLaToya Papillion-Herr (She/Her): \u003c/strong\u003eBye everyone.\u003c/span\u003e\u003c/p\u003e\n\u003cp style=\"margin-top: 12pt; margin-bottom: 12pt;\"\u003e\u003cspan style=\"font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);\"\u003e\u003cstrong\u003eCarla Johnson (She/Her): \u003c/strong\u003eBye everyone!\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003c/p\u003e","summary":"CareerCircle hosted a webinar on \"How to Be an Ally Beyond Pride Month,\" highlighting the importance of supporting our LGBTQ+ friends and colleagues all year round, not just in June.","seo_title":"WEBINAR: How to Be an Ally Beyond Pride Month","meta_description":"CareerCircle hosted a webinar on \"How to Be an Ally Beyond Pride Month,\" highlighting the importance of supporting our LGBTQ+ friends and colleagues all year round, not just in June.","featured_image_alt":"How to be an ally beyond pride month with speaker images on 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