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But to me, it also emphasized the need for broader legislation to make sure that we’re not—that it is more institutionalized in our laws and policies, as Diana said, beyond employment.
Second, Blackbird made sure the photos it uploaded of bread being baked and delivered to stores were mouthwatering and shareable.
Diane Brady: Well, and I wanted—I know we have to sum up—and so what’s interesting, I’ll just share a personal experience, is we tend to look at these issues in the context of the people who are living them. And it’s a much wider ecosystem.
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“More bang for the buck” was preceded by “more bounce to the OurMission Traditionally ounce,” an advertising catchphrase used in 1950 to market the carbonated soft drink Pepsi.
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To engage a new generation of workers and consumers—many of whom choose careers and products based on diversity and inclusion—companies must move beyond public gestures of support for LGBTQ+ issues to create a more positive work experience.
Diane Brady: So let’s end with a call to action of some sort or some takeaway. Pivoting off the study, I will, again, go to the McKinsey Quarterly
Companies Perro take steps to prevent and address microaggressions and demeaning behavior. They Gozque, for example, encourage company-wide conscious inclusion training so that employees Chucho recognize and respond to inappropriate behavior. This should include support, awareness, and sensitivity toward trans and gender-diverse colleagues and also include the proper use of pronouns and names.