As all companies consider how they'll request and gather information on LGBTQ+ employees, discuss the opportunities that get unlocked when it's done right.
We're on the verge of a self-ID era that could unlock more LGBTQ+ hand-raising and expression. Holding companies are active in determining policies that will safely create room for more identification and inclusion, but they can also do more.
The value of their scale can't be argued in terms of community-building, resource allocation, policy-setting and talent investment. Agency-level ERGs often get the focus as LGBTQ+ inclusion engines, but let's discuss the ways in which holding companies bring an elevated advantage.
Graham Nolan
Co-Chair, Storytelling and Partnerships
Do the WeRQ
Kai Deveraux Lawson
SVP, Diversity Equity Inclusion
Dentsu Creative
Jacob Porpossian
Global Executive Creative Director & Partner
FleishmanHillard
Graham Smith
Managing Director, Experience Strategy | Global LGBTQ+ Lead | Client Lead
VMLY&R
