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See Exhibit 3. Without addressing these cultural problems, companies are not reaping the full benefits of diversity. This issue is even more striking when employee age is considered.

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The cultural awareness of younger generations reinforces the need for companies to address culture or risk losing younger employees—regardless of their sexual orientation or gender identity. The challenge is real.

Culture change is difficult, and many of these breakdowns can be addressed only through an intersectional lens. Moving beyond a monolithic view of the LGBTQ community requires new tools to increase awareness, modify norms, and implement enforcement mechanisms in order to embed these changes. Management teams may be overwhelmed to learn how much more they need to do in order to create a more inclusive culture for LGBTQ employees.

But they can make faster progress by applying a data-driven approach. Below are the five initiatives that emerged in our research as being the most effective in creating inclusive workplaces—in no small part because they directly target the needs of intersectional communities. Accordingly, these solutions should be priorities for most US companies. The solutions shown to be the most effective ones provide tools to activate and embed culture change.

See Exhibit 5. They help organizations increase awareness of LGBTQ issues and identities, offer incentives for culturally competent behavior, and foster accountability.

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They shift the burden of inclusion from the minority group to all employees and can be scaled across large organizations while remaining adaptable for a segment-of-one approach. Note that the solutions that were found to be less effective—such as LGBTQ benefits like health care coverage for same-sex partners, bias-free hiring processes, and ERGs—are still important and should remain in place. But they are considered table stakes by many employees.

In that way, they are a foundation, not a finish line. Companies should allow employees to self-identify as LGBTQ and select their pronouns on internal systems, including during the hiring process. This not only sends an explicit signal about inclusion to the entire workforce and applicants but enables data collection on LGBTQ employees. Ally programs raise awareness and create shared accountability to drive inclusion.

They are very effective in educating straight people and equipping them with the tools to intervene, shifting the burden to the entire workforce and away from the minority community. One noteworthy aspect of our research is the effectiveness of ally programs in fostering inclusion. Ally programs connect members of majority and underrepresented groups—straight and LGBTQ employees—to talk through issues in the context of a safe, supportive community.

Participants tend to be far more aware of cultural issues and willing to stand up for LGBTQ employees when problems arise. Similarly, mentorship programs with a segment-of-one lens can connect individuals according to a set of identities beyond just their shared LGBTQ status, such as immigration status or degree of religious observance. Accordingly, organizations should capture such feedback, specifically about inclusion, to ensure that it leads to improvements in company culture.

where to today?

Conversely, managers who allow exclusion to persist within their teams should face negative ramifications. In addition, managers should be trained on how to drive inclusion and allyship with an intersectional lens. Proper training on intersectionality, along with incentives to embed positive behavior, will equip and encourage managers to proactively model inclusive behavior with their team members and increase their awareness of discrimination. Strong managers set the tone and can credibly intervene if culture breaks down.

Many LGBTQ employees who experience an incident related to their identity receive a second insult when they report it and nothing happens. Worse than an individual incident, which reflects the uninformed or prejudiced mindset of a single employee, flawed reporting processes send an implicit signal that the company as an institution does not care. More specifically, they should designate an ombudsperson along with anonymous procedures coordinated by HR. It is also important to consistently inform employees of these processes in order to signal that the procedures are important and effective.

Companies should issue clear guidelines about the use of pronouns, stipulating that employees can expect their colleagues to use the pronouns they use. Companies should strive to use gender-neutral language and incorporate it into formal communication for example, during introductions and at the beginning of team meetings.

This approach shifts the burden away from LGBTQ employees and instead creates an expectation of inclusion that applies to the entire workforce.

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Companies have made significant progress in building a more diverse workplace for LGBTQ employees, but the next step is to create a more inclusive culture. Recent events have reexposed existing biases affecting people of color, women, caretakers, and other segments of the LGBTQ community. Corporations should take this opportunity to meaningfully address these biases. It's basically the theatre capital of Europe, with hundreds of performances taking place across the city at any one time. From musicals to showcases, dramatic performances to stand up comedy, dance spectacles to operas, there is too much to choose from.

But if you, like us, fancy something a little bit campy, or with an LGBTQ theme, then you need to get yourself a ticket to one of these gay theatre shows. Here is a list of some of our favourite gay musicals and theatre shows that are on in London right now! Get in-depth FREE gay travel guides, along with inspiring stories, savvy planning tips, and exclusive discounts on gay tours. No spam. Not ever. Just fun and interesting blog posts delivered straight to your inbox. Jamie New is a sixteen-year-old schoolboy who fantasies about becoming a drag queen. Whilst all of his schoolmates dream about becoming models, footballers, or TV stars, Jamie has his eyes set on donning a pair of lashes, high heels, and a wig, then performing in front of a crowd.

Everybody's Talking About Jamie follows his journey, as he tries to break out of his Northern English town, leave behind the bullies and naysayers, to become the next drag superstar.

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It's a beautifully touching piece of theatre that is all about being yourself and finding a place where you belong. We went along to see it to celebrate Seb's birthday and got to see the incredible Bianca Del Rio play the role of Loco Chanelle a drag mentor to Jamie , and Faye from Steps who plays Jamie's homophobic teacher.

It was such a fun evening, and the crowd were on fire! We laughed.

We cried. We danced. We had one of the best nights at the theatre. Plus, we've not been able to stop listening to the soundtrack on Spotify since! London is home to some fabulous gay bars and clubs but it can be a bit intimidating if it's your first time. We recommend joining this Gaily tour with a gay local who will show you the best LGBTQ hangouts across the city as well as giving you an insight into what gay life is like in London.

Find out more. Six has everything a gay man loves. Strong women. Witty humour. Catchy pop songs. Queens as in, literal queens. Ultimately, the Queens deliver a strong message of female empowerment and friendship — refusing to let the head-chopping, divorce-inventing King take the spotlight anymore. The songs are super poppy too!

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Plus, the encore at the end, where they mash up all the tracks together and have all the audience members on their feet and dance is just too much fun. This show is kicking ass! Having just landed on the West End, seats are already filling up for the show-stopping performances. The show feels like a visit to the G. Y nightclub on a Saturday night! Then we developed a weighted average between the two platforms there are WAY more gay app users on Android than IOS and the differences in opinion were sometimes startling.

The result? Take a look:. Hence, the 4. Therefore, we ranked it accordingly. What you see on this page is the total number of reviews and the weighted average between IOS and Android. Click on our gay dating apps reviews page to see the ratings differences between iPhone and Android users. Michael Alvear is the founder of grabhim.