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Being treated differently because you are a member of the LGBTQ+ community is a real issue, and it\\u2019s alive and well in many, if not most organizations. This is confirmed in the dozens of conversations I\\u2019ve had with gay men and women about their professional experiences at work. But it\\u2019s also backed up with quantitative and qualitative data. For example, 15 to 45 percent of LGBTQ people suffer some form of discrimination on the job. 10 to 20 percent have been passed over for a job or been fired because of their sexual orientation or gender identity. And 10 to 30 percent receive negative performance evaluations because they are gay. Still, today, LGBTQ+ clubs are not recognized by some universities. When faced with lawsuits, companies claim discrimination based on sexual orientation is not discrimination. And in terms of LGBTQ+ representation in leadership teams, it\\u2019s dismal. The sad reality is that most leaders in organizations today don\\u2019t understand why gay men and gay women \\u2013 specifically \\u2013 bring unique value to their organizations. This podcast answers three key questions: Why should your organization want to hire and retain gay men and women? Why is their presence paramount to performance? And What can organizational leaders do to create a more inclusive context for members of the LGBTQ+ community?